Is The Job Search Kicking Your Butt

Is The Job Search Kicking Your Butt Kimba Green recently wrote a great post called 10 Reasons Why Unemployment is NOT Going to Kick My Butt! Read it here, at Job Mob. How about you are you getting your butt kicked? If so, do this feel-good exercise: write your own list of 10 reasons why it is not going to KICK YOUR BUTT. I know it is hard. I know it sucks.  Despair, depression, feelings like a third class citizen. But you have to get back up, and you can win. You will win. What are your reasons the job search isnt going to kick your butt? Is The Job Search Kicking Your Butt Kimba Green recently wrote a great post called 10 Reasons Why Unemployment is NOT Going to Kick My Butt! Read it here, at Job Mob. How about you are you getting your butt kicked? If so, do this feel-good exercise: write your own list of 10 reasons why it is not going to KICK YOUR BUTT. I know it is hard. I know it sucks.  Despair, depression, feelings like a third class citizen. But you have to get back up, and you can win. You will win. What are your reasons the job search isnt going to kick your butt?

5 Ways to Build the Worlds Greatest Workplace

5 Ways to Build the Worlds Greatest Workplace In 2002 Vishen Lakhiani operated his small business, Mindvalley out of a bedroom in Time Square. It was a shady little apartment that previously had been a Thai massage parlor.   Later that year, due to visa problems he was forced to head back to his home town of Kuala Lumpur, Malaysia. But this lent itself to some problems.   First, all of Vishens clients, partners, and vendors were US based.   Second, Malaysia has a massive brain drain problem.   Every year 1% of the educated population leaves for the developed world to find jobs.   In 2007, 140,000 of Malaysias smartest minds left the country. In 2008-09 that number rose to 305,000.   So how was Vishen going to be able to convince talent to work for him, when the smartest people were leaving constantly? Buckminster Fuller once said, You never change things by fighting existing reality.   To change something, build a new model that makes the existing model obsolete. So Vishen set a goal to make the worlds greatest workplace.   By creating a workplace in Malaysia where people wanted to work, he could essentially make the existing model in Kuala Lumpur obsolete. Today Mindvalley is recognized by INC, WorldBlu, and several other sites for their innovative workplace and culture. And theres plenty of evidence that employees are feeling the same way as well.   If you search on Youtube for Mindvalley Applications youll find over 1400 videos of people competing for Mindvalley jobs.   To give you a scope of the people applying, Mindvalley employees from 31 countries all work in one office as a result of their mission to create the worlds greatest workplace. How they got there and what they practice will amaze you. 5 Ways to Build The Worlds Greatest Workplace Vishen found there are five pillars to running a world famous workplace. 1.   Foster Happiness When you blend the lines of work and play, employees will find a way to make their work productive. Vishen Lakhiani The first thing they wanted to do was to give their employees a beautiful environment to work in.   Vishen believed, if you created a place that was more appealing than the other places your employees go to hang out, theyll end up wanting to stay at work more. The second thing Vishen implemented was Flexitime.   At Mindvalley, they dont care if you take off a Monday to see a movie then come back on Sunday to make up the work.   As long as the work gets done theyre happy. Because Mindvalley attracts talent from all around the world, Vishen wants to make sure he fosters an environment where his employees can have social experiences. So he flies them to paradise islands, hosts parties, and runs events.   His ultimate goal is to make the employees friends, because its a lot easier to come into work each day if you know youll have a friend there with you. Typical companies hold weekly meetings.   Instead of doing the routine of updates and progress charts seen in most of these meetings, Mindvalley instituted something called The Awesomeness Report. Here they talk about their key accomplishments for the week but they share it in a way thats similar to a stand up comedy act.   They describe it as watching The Daily Show. Another way they build happiness into the company is by making the work place more democratic.   One way they do this is through a process called Ask.   Here questions are submitted anonymously to the management for them to publicly answer. 2.   Create a Noble Mission Mindvalley is a publisher of Personal Growth products.   They currently have around 1 million subscribers reading their content, but their goal is to touch 500 million lives. Having this kind of impact on such a large audience is what keeps Mindvalleys employees engaged. 3. Epic Quests This part of the formula borrows ideas from the computer game industry.   Game designers understand what it takes to keep gamers interested in their products.   Quests are the equivalent of your day to day work task, only in games, you actually want to complete them. One of the concepts Mindvalley applies to the work are Badges for your desk. So for example, if you are recognized for your ability to get work done quickly, they throw The Flash on your desk.   Everyone in the office sees it and knows youre a speedy worker. Mindvalley also levels up their employees through other methods.   One example is their Bell of Awesomeness.   When you do something truly remarkable your managers or employees can nominate you for the Bell of Awesomeness.   This gets rung maybe once or twice in an employees career so when it happens everyone pays attention. Another gamification element they apply are Community Voted Leader Boards.   These help employees know whos doing things well and who to get help from if you are looking for ways to improve. What happens when you are nominated as a top performer?   You get to Mount the Puppy.   Here you sit on a plastic puppy in front of your peers as they shower you with praise about why you were nominated as a top performer in the company. When you finished all a game has to offer sometimes its the little hidden things that make all the difference in keeping you interested.   At Mindvalley, they implement the Easter Egg idea by having a secret committee plan a surprise event, gift, or party twice a month. For example, you might come in one day and find the company has brought Starbucks in for all their employees, another month you might find the cool tech gadget your department was interested in trying out.   You never know whats in store for the day and it keeps you interested in your workplace. 4. Personal Growth When you do the same thing over and over again you start to stagnate. So, to make personal growth a part of their work, Mindvalley has the 45/5 rule.   What this means is employees will typically work 45 hours a week, but for 5 of those hours they are required to invest in themselves.   As a result, Mindvalley offers an unlimited budget for Amazon books.   Employees are encouraged to pick any book they feel can help them further their career or life and to go ahead and read it on the companys time. Mindvalley even went as far as to make an auditorium called the Hall of Awesomeness where guest coaches and speakers are flown in to help grow and educate the Mindvalley team. Perhaps Mindvalleys proudest mark of personal growth is their Dream Manager.   Here they keep a bulletin board with three things about each of their employees.   First, what are the experiences or objects you want to attain in your lifetime?   Second, how they want to grow?   It could be public speaking, learning to cook like a chef, or learn a new language.   Third, what do you want to contribute to the world? These then become a goal of the company to make a reality in their employees lives. 5.   Tribal Dynamics Mindvalley has their own version of the Holstee Manifesto.   They call it their Code of Awesomeness. The employees helped come up with it and it embodies how the company works.   In addition to their code, Mindvalley also has their own language.   For example, often theyll refer to someones work as Awe-gasmic, which means the work was so impressive it sent shivers up their spine. But the Mindvalley tribe doesnt stop there.   They extend their tribe dynamics to their customers by having an open office where people are welcome to visit.   They host their own festival called Awesomefest where their customers come together to learn about personal growth and bond with the Mindvalley team. By doing this, they help blur the borders between company and customers. The last part of Mindvalleys tribal dynamics comes from their Mindvalley Insights.   Here they make the Mindvalley principles involved in their marketing, management, and culture available for free to anyone interested in learning. Why Does This Work? Looking back at these five principles youll see interesting models that tie many of these pieces together. Happiness Noble Mission Epic Quests Personal Growth Tribal Dynamics First,   Happiness + A Noble Mission = Flow.   Think on the times youve been happy in your work and its attached to something grand.   How did you feel?   Did work just seem to fly?   Did everything just seem to flow? Second, Tony Robbins said there are two great spiritual needs people have.   Contribution and growth.   When you apply a noble mission and personal growth to your workplace, youre doing just that. And finally, Dave Logan has something called a Level 4 Tribe, which is a pinnacle companies try to achieve.   If you study it, youll see that Happiness + A Noble Mission + Tribal Dynamics = A Level 4 Tribe. Whats the Impact? Research clearly shows multiple benefits from several of these principles on their own, let alone when they are combined.   Loyalty, innovation, hard work, fulfillment, and revenue growth are just a few. But Vishen is most proud of the impact it has on the individuals.   He sees around 25% of his employees go on to become entrepreneurs after working at Mindvalley for longer than two years.   Thats powerful. You can see Vishens Ted Talk where he talks about their unique approach to the workplace below. http://www.youtube.com/watch?v=jHLm5Lne3D0#t=276 Your Turn Workplaces have come a long way since our grand parents generation.   Many of them are much more employee friendly than they used to be. What I shared here are just five of the things workplaces can do to make them the worlds greatest workplace.   But what say you? Do one thing for me please.   Share in the comments below what you think it takes to be the worlds greatest workplace. Ive also started a Reddit thread asking this same question there.   Feel free to check it out here.

How To Answer How Did You Hear About This Position - Career Sidekick

How To Answer How Did You Hear About This Position - Career Sidekick How To Answer How Did You Hear About This Position? Interview Questions and Answers / https://www.edenscott.com/blog Employers love asking interview questions like, how did you hear about us? or, how did you hear about the position?And theyre looking for a few specific things in your answer!If youre not prepared to explain how you heard about this job, it can start your interview off poorly and possibly cost you the job offer (first impressions count for a lot, and employers often ask this VERY early).So in this article, Im going to walk you through how to answer, how did you hear about us? with sample answers, dos and donts, and more.Lets get startedWhy Employers Ask How Did You Hear About the Position?Employers ask this question for a few reasons.First, they honestly want to know. Theyre curious.You see, employers post jobs in many different places, and if they find a candidate they like (you), theyre curious how you found them.For example, maybe they posted their position on two job boards, and also created a YouTube video about their hiring needs. They want to kn ow which of their efforts are most effective, so theyll often begin an initial phone interview by asking a question like, how did you hear about this job?Theres one more reason they ask, too And this is where you can make a mistake if youre not carefulTheyre asking you how you heard about them because they want to hire someone whos being targeted and specific in their job hunt. Employers want to hire someone who knows what they want.They dont want someone who will accept any job they can get. Theyd much rather get someone whos excited for THEIR specific job because they think that person will be more motivated, more energetic, etc.This is also why employers ask questions like, Why did you apply for this job? why do you want this job? and, what do you know about our company?So you need to make sure your answer shows that you have intent and purpose in your job search, and you didnt just stumble onto their job randomly, along with 1,000 other jobs youve applied for.Because if you soun d like that, you arent going to a job offer from top companies. (FYI- if you want more help knowing why companies reject people, we have an in-depth article on 16 reasons you cant find a job).Answering How Did You Hear About Us? 10 Sample AnswersIn most cases, its perfectly fine to tell the truth when you explain how you heard about their job. If ANY of these reasons are true, you can simply tell the truth in the interview:You were looking actively for jobs and found it on a job board, careers website, while searching jobs on LinkedIn, etc., and thats how you first saw their jobYou have a colleague or friend in the company who suggested you apply or mentioned they were hiringYou have a colleague or friend who doesnt work in the company right now, but heard they were hiring and suggested you applyYou read an article, press release, or other news source saying they were hiringYou read an article or other news source that made you interested in the company in general, so you decided t o look for job openings with themYou were contacted by a recruiter who put you in touch with the company or made you aware of the companyYou were visiting their website for another reason and saw their Careers pageYou like their company in general and went to their website and Careers page specifically to look for a job opening because youd like to work for themYou saw an advertisement for a job opening (on LinkedIn, Facebook, etc.)You were familiar with the company via previous work (for example, if they were a competitor of yours in a previous job)Those are all really good reasons for how you heard about the job, and can help lead into your explanation of why you applied for the position too. Its a slightly different interview question, but closely-related.So, thats how to answer this question easily and effectively. There are some things you need to avoid doing tooMistakes to Avoid When Answering How Did You Hear About This Position?Now that youve seen some good sample answers fo r how you heard about the job, lets look at what NOT to say. These are all answers you should avoid giving:Dont say youre not sure or dont remember (youll seem scattered or disorganized in your job search which will make it harder to get hired)Dont do anything to make it sound like you are applying for every job you find, like a desperate job seeker who doesnt care what job they get as long as they get hiredDo not tell a lie that could get you caught (like saying you saw them on a job board if youre not sure they posted any jobs on a job board)So the best way to answer How did you hear about the position? is to either tell the truth, or if you cant, use one of the 10 good reasons I mentioned in the previous section (after verifying that it COULD be true).Also, the best answers are concise and to-the-point. So make sure you keep it brief too. If the interviewer wants more info, theyll ask.Id recommend keeping your answer to one or two sentences maximum.Nobodys trying to trip you up or catch you with a mistake when they ask how you heard about the position. Its not a trap. Its just an icebreaker or a way to get the interview started and find out a bit about your job search and how youre looking for jobs.How Did You Hear About the Position? Full Sample Answers:Now lets go through some sample word-for-word answers for how you found out about the position.This will help you get comfortable and get some ideas you can use to create your own answer. Well start with an example for active job seekers, and then Ill give you an example if youre a passive job seeker or are interviewing while you have a job.Sample Answer for Active Job Seekers:Im actively job searching right now, and found your job posting on LinkedIn while searching for Senior Engineer positions. I reviewed the job description on LinkedIn before applying and it seemed like a great potential fit so I wanted to apply and learn more about the opportunity to see if its a good match.Sample Answer for Passive J ob Seekers:I wasnt actively looking for a job change, but a colleague mentioned that she saw you were hiring on your website, and said she had heard good things about your work environment. I went to your website and did some reading on the Careers page and liked what I saw, so I decided I should apply and learnmore about the opportunity.The bottom line is: The best and most impressive job seekers show that theyre being careful in their job search and are looking for the RIGHT job, not just any job.So that should be your goal when you answer, how did you hear about us? show them youre job searching with purpose not just desperately applying everywhere in search of any employer that will take you.Thats not the look employers want!How to Stand Out from Other Job Seekers When AnsweringThe top job seekers focus on going into the interview to learn more about a job, have a conversation, and find out if its a good fit for both sides. Theyre not desperate, and theyre not even sure they wa nt the job. They went to learn about it, ask the interviewer some questions, and then make a decision.If you can do this, youll get more job offers from better employers. Hiring managers love this, and very few people are doing it properly so youll stand out right away.You can do this by having a clear, concise answer for, how did you hear about the position?, by showing confidence and never acting desperate in the interview, and by asking great questions. Here are the best questions to ask recruiters. (Youll often hear interview questions about how you heard about the job in the first interview with a recruiter).If you follow the steps above and read some of the additional resources Ive linked to, youll be on your way to standing out and getting a job offer in your next interview and youll definitely have a great answer for when they ask, how did you hear about this position?UPDATE:Ifyou have interviews coming up and don’t want to leave anything to chance, I’ve created anew gui de where you can copymy exactstep-by-step method for getting job offers. You canget more details here.

Can Recruiters Work from Home and STILL Be Successful

Can Recruiters Work from Home and STILL Be Successful I work from home, I employ someone to work from home and I am still (relatively!) successful. So, how does it work for me but not for so many? What is the secret of successful working from home as a recruiter? How many of you are reading this whilst sat in the office (hoping the boss cant see that you are on Undercover Recruiter)?  Stick your hand up if you are in your home office reading this at your leisure? Should recruitment businesses advocate home working? Has this worked for you in your role or do you wish your employer would get wise to the growing trend of home based recruiters? Read on for some tips! How do I do it? I am often asked how I cope working from my home office â€" something I have always been proud of! I go out and visit  100% of my clients and candidates, as I have always viewed paying for an external office as something of an unnecessary extravagance. I believe there is an advantage to me being flexible meeting candidates where is convenient to them rather than me telling them to come to me! Those who have set up their own consultancies have turned to me for advice and guidance and have asked how I have stayed motivated and ensured I am successful even though I do this from a 5th bedroom and not from a plush Spinningfields (or the like) office! Should you do it? I think to be able to work from home successfully as a recruiter, as an employee, you need to do the following: Have a separate work space This is  so you can close the door and have your work time. I have strict rules I don’t go in the office on the weekend (except for the kids to use the PC to do their online homework). It also means that when I am in the office, I shut the door so I am not distracted by the “home” issues (ESPECIALLY the permanent pile of washing!) but I am in a room that is “work”. Create a pleasant working space that you feel comfortable in, as you would in any office, but ensure it is a work space. Its not a good idea to share the space with an ironing board or the kids toys. My office is strictly work although I do allow the kids to write me encouraging messages/draw pictures on a designated part of my white board (ahhh, how sweet!). Set strict work hours for yourself Ideally aim to switch off otherwise it becomes tempting to turn on at 6.30am and off at 10.30pm. Whilst that is great as a one off (I did this the other day), I wouldn’t encourage it as a norm as it will result in burn out very quickly! Don’t allow work to creep into actual home Although I can boast that I have managed offers whilst at the park/school gates/on holiday etc, I would suggest you stick to your home office where possible! Get out and about as often as you can This is to ensure you don’t become isolated by your own home. Arrange your appointments in logistical sense so it is a valuable use of your time if that means working from head office once a week to ensure you are up to date with company status then so be it. Update your line manager once a day (as a minimum online) so that they can see what you are doing and they know the trust has been rewarded accordingly! Work for an employer who has invested in the cloud Just so you can update if you are on the go a lot! Should you let them do it? If you are an employer considering home workers: Ensure you have invested in and tested a cloud based system so your home-based employee can access all the systems but equally so you can monitor their activity accordingly. Only make the home working available for those who a) have earned your trust, b) have shown they are self motivated to just get on with it and c) set some clear targets to assess after 1 month, 3 months etc. Arrange regular visits to your home based staff on ad hoc basis to ensure they are working efficiently. Be available when they need you. It works for them! I asked the owner and MD of a recruitment business, Thomas Brandrick of Domus Recruitment (which employs a number of home based recruiters), how he ensure this works best for him and his employees: It works extremely well for us and enables us to bring highly experienced recruiters back into the industry that would have otherwise been lost. The average amount of years of recruitment experience per consultant at Domus is 11years and many simply can’t do the normal hours demanded by traditional set ups and at the same time feel they have the self discipline to manage themselves and don’t need authoritarian, KPI heavy management or alike. Self discipline for me is the key. If you aren’t truthful with yourself and make yourself feel comforted by having admin day after admin day, you won’t make it work! When I started Domus from home before we grew, my boss was guilt! If I hadn’t put it in, in the way I knew I should, I gave myself a hard time and made sure I came back in with an aggressive plan of attack. What any home worker should focus on is ‘staying close to the money’! If your activities have too distant a return on investment, they are the wrong ones. From an em ployer’s perspective the question other businesses ask me is how do you make sure people don’t take the database and do it for themselves, but I think this is a product of the ‘MI6’ atmosphere that I’ve experienced in previous employment and this paranoia will hamper the facilitation of good people needing work/ life balance or being able to run and efficient low cost model. You, the employer, being in recruitment, should be able to profile people and gain two way trust enough to make good decisions. It’s worked for me albeit that we now have an office and a mixed model these days, but my proudest achievement to-date is making £1.24 million in my old basement! Who shouldn’t work from home? Those who NEED the company of others to bounce ideas off and have banter with. Those who need to be monitored still, ie. Still learning how to recruit. Anyone who needs micromanaging or needs to be told what they are doing Anyone who has blown their employers trust. Go for it? It isn’t easy working from home. I know myself how hit and miss it can be when hiring people who will be homebased but it really isn’t for everyone. However, in an ever changing world of cloud integrated databases combined with constantly developing mobile technology I firmly believe that the OPTION of homeworking should be made available, ESPECIALLY to working parents/mums who HAVE to work and NEED that extra flexibility. But that is a topic for another blog- if that subject interests you, have you joined my group on LinkedIn, “Working Mums in Recruitment”? Come over and say hi.

Brand Yourself for CareerKred With Ryan Rhoten [Podcast] - Career Pivot

Brand Yourself for CareerKred With Ryan Rhoten [Podcast] - Career Pivot Episode 43 â€" Ryan Rhoten describes the path to establishing credibility in your area of expertise in today’s changing career landscape. Description: Ryan Rhoten helps business professionals position their brands online, so they build a strong digital presence, in order to grow their businesses and their careers. He is also a speaker, podcaster, StoryBrand certified guide, and a personal brand marketing strategist. Ryan is also the author of the book, CareerKred: 4 Simple Steps to Build Your Digital Brand and Boost Credibility in Your Career. Marc and Ryan start the discussion with Ryan’s personal story, and the inciting incidents led him to become an expert in branding. They move on to a discussion of the DICE Method described in Ryan’s book, how to make it work, and leveraging your brand for your career. Listen in to learn about establishing career credibility in the second half of life. Key Takeaways: [2:41] Ryan has been figuring out his career like the rest of us. He mentions some inciting incidents that led him to explore the impact of career credibility on new roles. [3:56] Ryan believed he was on a well-defined career path. He applied for a specific promotion that had been assured to him. After a leadership change, he didn’t get the position. First, he blamed leadership. Then he started examining himself. He listened to a lot of podcasts. He heard the words, “personal branding,” and they hit home at once. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [6:20] He researched personal branding, and found that the career landscape has changed, hiring has changed, how you get found has changed, and other aspects of branding have changed, all recently. He also found a criminal Ryan Rhoten online. [7:50] Ryan continued researching branding for employment. He learned skills. He started The Brand New You Show podcast, to interview intelligent, career-minded folks, and he learned the importance of understanding what your brand is and using today’s technology to leverage your brand. You can set yourself up to be found by recruiters. [8:48] Ryan has to push himself to ask people to talk to him on his show because he is naturally shy. But the worst they can tell you is, “no.” Ryan got a lot of no’s and learned a lot about himself. He also learned a lot from his guests. The knowledge he gained was the beginning of his book. He knew he had to share it with everybody else. [10:15] Performing a digital brand assessment is one of the first exercises in the book. Ryan explains what it is, the importance of it, and how to do it. You want to be known for what you want people to know about you. No one has hit 100 on the assessment, yet. [13:05] The book follows the DICE method. D is for Define. Ryan explains why people in the second half of life need to define themselves. Don’t think of yourself as a job title. Know and understand yourself. What are your values, skills, and traits? How do you work? Where do you work best, and in what type of environment? Take assessments. [14:36] Over time, your work values change. A younger person may enjoy travel. An older person may not care about traveling for work. Once you know your values, you can apply them to help yourself make the right career decisions. [15:47] Integrate is the next step. Do you need a personal website? Now that you know who you are, put yourself online, intentionally, and on purpose, telling the world who you are, and how you add value to it. Let the world get to know you. If you are not found online, recruiters will go to somebody else. [16:15] Marc automatically tells people, “No thank you,” if they don’t have a LinkedIn profile. Ryan points out sites like Glassdoor let people check out companies online, so branding works both ways. [19:28] Create is the third step. You don’t have to write a book to publish. You do have to create content that demonstrates your expertise in public, in some way. It could be writing, doing a podcast, or creating a video. Start with the easiest thing, writing. Go to LinkedIn, and leave comments on topics of your subject matter or expertise. Interact. [21:20] Blogger Darren Rowse says just get started. You will get better as you go along. [21:55] Engage is the fourth step. Interact with people who have influence in your sphere of expertise. Social media allows you to engage with others and talk about your area of expertise in a way that is not bragging but sharing. Participate in moderated Twitter chats around a specific hashtag. Ryan learned this from a guest on his show. [26:14] Marc joins #BlogChat every Sunday evening at 8 CT, and he has for five years. It got him started in blogging, and now he’s one of the experts there. Marc’s one piece of advice is, “Push the publish button.” Ryan shares a blog story. Practice when small. [28:34] Publish on a consistent schedule, and be congruent with your content. Don’t confuse people. Make it about something for which you want to be known. Stay on topic for everything you do online. [29:38] Ryan says, the game will continue to change, and as career professionals we need to change with it. We are in charge. Decide what the path is for you, to add the most value for yourself and your company. Just get started and move forward. Before you know it, you’re consistent and congruent, and people will find you. [32:51] Marc’s final words: Marc enjoyed the DICE method. Marc would like you to pick up Repurpose Your Career: A Practical Guide to the Second half of Life, at Amazon or other online retailers. When you complete reading the book, Marc would appreciate an honest review on Amazon.com. The CareerPivot.com membership site is coming soon. Mentioned in This Episode: Careerpivot.com/episode-43 Repurpose Your Career: A Practical Guide for the Second Half of Life, by Marc Miller and Susan Lahey (Now available online) Contact Marc, and ask questions at: Careerpivot.com/contact-me Call Marc at 512-693-9132 and leave a message and email address. CareerKred: 4 Simple Steps to Build Your Digital Brand and Boost Credibility in Your Career, by Ryan Rhoten Website: RyanRhoten.com Twitter: @RyanRhoten Instagram: @RyanRhoten Google: Ryan Rhoten LinkedIn: Ryan Rhoten Book: CareerKredBook.com StoryBrand The Brand New You Show GlassDoor Darren Rowse BlogChat Please take a moment â€" go to iTunes, Stitcher, or Google Play. Give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

The Significance of SERPs

The Significance of SERPs In simple terms, Search Engine Results Pages (SERPs) are results search engines give to users in return for their search query. Each time a user inputs a search query (i.e., keywords or keyphrases) to the search engine, the search engine will, in response, display a list of webpages to the user. This list is arranged chronologically, based on the evaluation of the search engine robot on how relevant it is to the user. Each Search Engine Result Page is as unique as the performer of the search. This implies that two people can search for the same keywords but get slightly different search results. Search engines tailor each SERP based on the searcher’s location, keywords combination, browsing history, and so on. Types of SERPs There are different types of SERPs. However, this section will outline the two basic types, which are: Organic Results Organic search results are featured on SERPs by the search engine algorithm. Before your web pages can be featured on SERPs organically, you will need to optimize both your website and your webpages for the search engine. To do this, you have to know about SEO or hire an SEO expert. SEO experts specialize in the optimization of website content for search engines. However, optimizing your webpage is not the only prerequisite to rank on SERPs organically. Your web content must also be helpful and valuable to your readers. Paid Results Paid results are search results displayed on top of SERPs with a small advertisement icon at the side. Paid results are mostly text-based, and they are used to promote products or services. Paid results come in different types. However, PPC is one of the most effective forms of paid results. PPC, also known as Paid Per Click, is a form of paid ads that allows an advertiser to pay a certain amount each time someone clicks on the ads. Today, 40% of brands want to increase their PPC ads budget. This is so because it is effective and affordable at the same time. Small businesses do not need to set aside a significant amount for adverts. Also, they are at liberty to stop the PPC ads from running at any time. Do you want to launch a PPC ad today? Check the Infographic below for more details on PPC advertisement.

Looking For a Career Booster Resume Writing Service?

Looking For a Career Booster Resume Writing Service?When you want to select a career booster resume writing service, it is important to look for one that has experience in the industry. There are many online companies that may offer cheap services but do not provide adequate training or expertise when it comes to creating successful resumes.Most people tend to rely on basic resume templates that are offered by other companies online. However, they may not be able to help them create a professional resume. You should also make sure that the company can help you with the online application process to get your resume in front of the right people who are interested in your job.A career booster resume writing service that has a good reputation should be able to give you a number of sample resumes that can help you work on the necessary edits and changes. The skills of a resume writer are of critical importance. Most people lack experience in this field and do not know how to properly set out a document that is suitable for applying for a job. The best resume writers have at least several years of experience in the industry.For a company, the effectiveness of a resume is related to how well it matches the specific job requirements of the job vacancy. It is the responsibility of the professional resume writer to create a document that can effectively demonstrate the traits and skills that are required for the position. It is also important that the professional is well-versed in the current job market and can give advice about appropriate keywords that describe the job. The resume writer must also be able to make adjustments if the person's experience or education changes over time.Resume writing service companies also require proofreaders to ensure that the document is free from errors. They will also keep an eye out for grammatical and spelling mistakes and will report them to the customer. A professional resume writing service should provide people with trained cop y readers to ensure that the document is free from any spelling and grammatical errors.Resumes are a very important part of the job application process. No matter what type of job you have, a resume will be a vital tool to getting the job. If you have to write your own resume, you must make sure that you find the right company that can help you make a professional looking resume. The information in the resume is very important and it is important that you put the most relevant information possible in it.A professional career booster resume writing service will help you set out a proper resume in an efficient manner that will allow you to make some impressive career moves. Your personal statement is also an important part of your resume. Make sure that the company you select has trained professional copywriters who can write your personal statement and make it a great tool to your professional resume.Online you can find some examples of other's resume. This allows you to see what oth ers have done to help themselves to a new job. You can take ideas and apply them to your own resume, and do so with the confidence that you have found a professional service that can provide you with the professional resume you have been looking for.