The Best Way To Follow Up

Steve Kobs, a human resources manager at Hanley-Wood Custom Publishing, a Minneapolis-based marketing communications firm, offers this advice: "If you'd like to follow up with a company after submitting your resume, one week later is a reasonable time to do it," he says.

And the best way to follow up?

"I prefer e-mail," says Kobs. "If you call me on the phone and ask if we've made a hiring decision, you put me in an awkward position if I have to tell you bad news … or if I've forgotten who you are. Candidates who follow up by e-mail show respect for my time, which I appreciate," he says.

Andrea Hoover, CEO of JobLynx Online, offers additional ways to set yourself apart when applying for jobs online.

First, when submitting resumes online, be sure to use a professional-looking e-mail address, not the one at work or a cutesy one like ilikebowling@gutterballs.com

Her follow-up methods, which are more aggressive than what an HR professional might suggest, include the following:

• The day after you submit your resume to a company, e-mail them a quick note asking if they received and were able to read your resume, or if they require a different format for their database


• The day after that, print and send a stationery version of your resume by U.S. Mail to the hiring authority, along with a copy to any other company contacts, for review and filing for future opportunities


• One week after your initial contact, send an e-mail to the hiring authority inquiring if you can supply any further information not included in your original resume


• Finally, around 10 days after your online application, send another e-mail asking for the phone number of the hiring authority, since you are considering several other offers. Attach your resume to this e-mail so they won't need to hunt for it. And ask for a convenient time to contact them for a brief phone interview

Whatever method you use, your goal in following up aggressively is to sell your abilities and experience. Push for the face-to-face interview as soon as possible. And get that job!

Knowledge-Based-Process-Management

Knowledge-process cannot be managed following the standard business process management paradigm. In the following article some guidelines are given for organizations willing to better manage their knowledge processes.

In the last few years a lot has been written about Business Process Management, and about technologies supporting it such as BPMS, SOAP and Web Services. Most of these theories, tools and techniques refer to processes of a highly structured nature.

Typically, BPM theorists and practitioners have focused on highly structured processes, like back-office processes of industrial or administrative nature. These processes are highly standardized and repeatable, produce a consistent output and are likely to be automated in part or end-to-end (STP). All process instances are executed in a very similar way and it is easy to draw a flowchart detailing the sequence in which tasks are executed. It is also possible to formalize the business rules that guide decisions, normally based on the evaluation of some process variables.

But recently other kinds of processes have caught the attention of process management specialists. They are known as knowledge processes, or knowledge-based-processes. Knowledge processes can be defined as "high added value processes in which the achievement of goals is highly dependent on the skills, knowledge and experience of the people carrying them out". Some examples could be management, R&D, or new product development processes.

Knowledge workers carry out these processes by taking into account multiple inputs (generally a wide set of unstructured data and information) to perform difficult tasks and make complex decisions among multiple possible ways of doing the work, each one implying different levels of risk and possible benefits. They are dependent on individuals and it is not possible to automate them.

One example of a knowledge process is "Marketing a new product". The same steps are followed each time a new product is launched (benchmarking competitors, deciding pricing strategy, planning promotion, etc...), but it is the experience, knowledge and intuition of the people that drive the process to success.

Multiple inputs to the process exist

Some of them would be competition, lifecycle stage of the market, brand image, budget, etc...

Complex decisions are made

There are many possible ways to achieve the process objectives (reach planned sales, leverage brand image, etc...)

Each decision implies different levels of risk and potential benefits

It is the responsibility of the worker to choose the best one (low price strategy, aggressive advertising campaign, etc...) There are three main characteristics that make knowledge processes different from highly structured processes:

Focus is on communication instead of automation

The key to process improvement is to clearly communicate process definitions (the way in which the company wants the processes to be carried out) to the people in charge of their execution (through training, process descriptions publication, etc...). The better process participants understand the process definition, the higher the probability that the process is carried out according to it.

They are better implemented through obtaining buy-in than through imposing directives

They are more difficult to implement through discipline than administrative human-centric processes (although some discipline is needed). It is better to focus on obtaining buy-in from the people affected by the processes through early involvement, communication and expectations management. It is a known fact that knowledge workers are reluctant to change their habits. Some say knowledge workers don't like following procedures because they feel it limits their creativity; but most of the time they will be happy to follow a procedure as long as they see value in it, perceiving that it helps them work better and produce a better process output.

Process definitions are high level descriptions instead of rigid workflows

Processes can only be defined up to a certain level of detail, and it is difficult to provide low level work instructions or to automate decisions. Because they cannot be formalised in detail, process simulation is rarely possible. Decisions are highly subjective and too complex to be expressed in a formal language, as they are taken based on intuition and not on rigid business rules.
It is extremely important to continuously improve knowledge processes, by creating an environment through which they can evolve. This can only be achieved through coordination of diverse disciplines such as knowledge management, change management, expectations management, etc... It is crucial to establish an adequate process context (the combination of technologies, procedures, people, etc... that support the processes). The process context must incorporate feedback mechanisms, change evaluation procedures, process improvement methods and techniques and must be flexible, in order to be able to incorporate enhancements in an agile but controlled way.

If the process is instantiated frequently and the instances are homegeneous, it is possible to create great process models that dramatically increase the efficiency of the process. The best way to ensure process improvement is to generate an environment in which people are motivated, enthusiastic and passionate about process management.

Most of the time, knowledge processes are collaborative. By performing a process collaboratively it is possible that each task is carried out by the most specialised, experienced and knowledgeable worker in that specific area. Having a net of relations within the organization is a very important asset for people executing knowledge processes.

In the last years some organizations have emerged with the aim of creating professional communities around specific disciplines such as Software Development (SEI, ESI, etc...), Project Management (PMI), Business Process Management (BPMI), IT Service Management (ITSMF), etc... One of the objectives of these groups is to develop a body of knowledge that compiles the discipline's best practices in the form of reference frameworks, methodologies and maturity models. These assets should be considered by any organization interested in knowledge process management.

It is usual that knowledge processes take the form of projects to manage their execution. If the output of the process is a unique product, managing work as a project will result in obvious advantages.

There are certain guidelines that can help an organization improve their knowledge processes:

Provide process description on how to approach work

Try to figure out the best way to carry out a knowledge process, by making the best practices existing in your organization (or in your industry) explicit. Publish process definitions in a format that is easy to consult and understand.

Provide tools that facilitate and standardize work

Decide which tools are best to help knowledge workers carry out their work. Involving all affected knowledge workers in the process of deciding which tools will be used is very convenient, in order to obtain user buy in. It is a good idea to choose a champion for each tool who will master its use.

Assign owners to processes

Choose a person with leadership skills and the appropriate level of responsibility and influence and make him/her accountable for continuous improvement of the process. Give him/her a clear objective to achieve and an incentive to reach the goal.

Encourage feedback for process improvement

To ensure that the flow of information between executors and the process owner is fluid, encourage people to contribute to process enhancement through incentives. Use your imagination to reward contributors (consider not only monetary incentives).

Personalize Your Proofreading - Part 1

Once a rough draft is finished, you should try to set it aside for at least a day and come back to the paper with a fresh mind and thus more easily catch the errors in it. You’ll bring a fresh mind to the process of polishing a paper and be ready to try some of the following strategies.

Read the Paper Aloud

If we read the paper aloud slowly, we have two senses--seeing AND hearing--working for us. Thus, what one sense misses, the other may pick up. Reading a paper aloud encourages you to read every little word.

Check the Thesis Statement and Organization

Write down your thesis on a piece of paper if it is not directly stated in your essay. Does it accurately state your main idea?
Is it in fact supported by the paper?
Does it need to be changed in any way?

On that piece of paper, list the main idea of each paragraph under the thesis statement.
Is each paragraph relevant to the thesis?
Are the paragraphs in a logical sequence or order?

Remember that You are Writing for Others

No matter how familiar others may be with the material, they cannot "get inside" your head and understand your approach to it unless you express yourself clearly. Therefore, it is useful to read the paper through once as you keep in mind whether or not the student or teacher or friend who will be reading it will understand what you are saying.

That is, have you said exactly what you wanted to say?

Check the Paper's Development

Are there sufficient details?
Is the logic valid?

Check the Paper's Coherence and Unity

Are the major points connected?
Are the relationships between them expressed clearly?
Do they all relate to the thesis?

Review your Diction

Remember that others are reading your paper and that even the choice of one word can affect their response to it. Try to anticipate their response, and choose your words accordingly.

Original: The media's exploitation of the Watergate scandal showed how biased it was already.
Revision: The media's coverage of the Watergate scandal suggests that perhaps those in the media had already determined Nixon’s guilt.

In addition to being more specific, the revision does not force the reader to defend the media.

In the first example, though, the statement is so exaggerated that even the reader who is neutral on the issue may feel it necessary to defend the media. Thus, the writer of the original has made his job of persuading the reader that much harder.

For working on sentence and word-level issues

No matter how many times you read through a "finished" paper, you're likely to miss many of your most frequent errors.

General Strategies

Begin by taking a break. Allow yourself some time between writing and proofing. Even a five-minute break is productive because it will help get some distance from what you have written. The goal is to return with a fresh eye and mind.

Try to s-l-o-w d-o-w-n as you read through a paper. That will help you catch mistakes that you might otherwise overlook. As you use these strategies, remember to work slowly. If you read at a normal speed, you won't give your eyes sufficient time to spot errors.

Reading with a "cover." Sliding a blank sheet of paper down the page as you read encourages you to make a detailed, line-by-line review of the paper.

Corporate Governance

A crow was sitting on a tree, doing nothing all day.

A small rabbit saw the crow and asked him: "Can I also sit like you and do nothing all day long?" The crow answered: "Sure, why not." So, the rabbit sat on the ground below the crow, and rested. All of a sudden, a fox appeared, jumped on the rabbit and ate it.

Q: What can we learn from this?
A: To be sitting and doing nothing, you must be sitting very high up.

Bullshit and ambition

A turkey was chatting with a bull.

"I would love to be able to get to the top of that tree," sighed the turkey, "but I haven't got the energy. "Well, why don't you nibble on some of my droppings?" replied the bull. "They're packed with nutrients."

The turkey pecked at a lump of dung and found that it actually gave him enough strength to reach the first branch of the tree. The next day, after eating some more dung, he reached the second branch. Finally after a fortnight, there he was proudly perched at the top of the tree. Soon he was promptly spotted by a farmer, who shot the turkey out of the tree.

Q: What can we learn from this?

A: Bullshit might get you to the top, but it won't keep you there.

Employee Motivation At Work

The word "motivation", in psychology is the intention of achieving a goal, leading to goal-directed behavior.

In this view the general conclusion is that leadership is motivation and motivation is leadership, and that the two elements are inseparable. However, interestingly, no one has actually conceptualized motivation in a useful way to demonstrate and analyze the connection between it and leadership.

While Motivation clearly comes under personality and emotion, Leadership comes under cognitive psychology

But basically, belief is the solution to the problem.

Optimism is that which leads to achievement.

Nothing can be done without hope and confidence and this is where emotional aspect comes in.

Now by finding something positive in every situation, ninety-five percent of the emotions are determined by how one interpret events to oneself.

No one else 'makes us angry.' We make ourselves angry when we surrender control of our emotions and attitude. What someone else may have done is irrelevant as we are the one to choose and not them. What they do is merely put our attitude to a test

This is where the cognitive psychology comes in

The mind, if properly controlled, can do just about anything. You can think your way through adversity, you can think your way through problems. It is a powerful instrument which very few use to a maximum. And if the mind thinks with a believing attitude it can do amazing things. As a result of this the confidence improves and it is widely believed that confidence is contagious.

Now on the other hand, it is not so easy to acquire and then maintain this productive attitude.

It takes considerable experience, work, and time to find where your head needs to be in order to control such a situation, and to bring them into the lives of those you affect around you and this is what Leadership is all about.

When you continuously communicate and act upon the organization's mission, values, and goals, naturally your employees will be motivated to live the mission and maintain a high standard of behavior and productivity. This communication must start at the top and be communicated and acted upon at every level at every opportunity.

One of your organization's top values should be - Respect.

When you allow an employee to disrespect other team members through words or actions, you are not only destroying your organizations values but it could also lead to organizational and team turmoil, not to mention productivity issues.

For instance, extending common courtesies such as a "Good morning" or a nod as you pass workers in the hallway says to them that they are not invisible to you and has an immense effect in reward terms.

The second value should be - Recognition.

One of the two powerful words important in employee motivation are the words - Great Job.

By recognizing the work of others, you motivate them to keep working. You'll find that regularly giving verbal or written praise for a job well done goes a long way in making employees feel appreciated. If workers feel that they play an important part in the company by the work they provide, they are much more likely to seek ways to improve their performance.

The third value should be - Reward.

While cash incentives are a sure way to put a smile on an employee's face, there are other creative ways to motivate employees through such similar thoughtful gestures. For example, a Dinner at a local restaurant once-a-month or a birthday party would have great impact on their mode of functioning.

When working with top organizations, the more the organizational values are communicated and reinforced, more success the organization will achieve. This creates a motivated work environment and rewards employees based on the mission.

Another factor to remember is to be careful how you use your words. Well, words do hurt. The best advertising copywriters, political experts, speech writers, and screen writers are paid hundreds of thousands to create emotions with words, so that the end user is persuaded to act in a certain way. It is important to realize that once we say something that is hurtful can alienate our fellow employees and we may never be able to take it back.

We should all be careful with the words we use. It should be positive or motivating towards your fellow employees and thereby showing respect toward my team members with the words you use.

Also always encourage positive, motivating behavior and recognize good behavior whenever you can. Recognize the person(s) exhibiting positive behavior in team meetings and send him/ her personal memo/ letter from the CEO, etc. As a result of which, most of the employees will start emulating such a behavior. So always set an example by displaying your best motivating, respectful, and positive behavior.

On the other hand, also be prepared to take corrective action when you have employees who display inappropriate behavior. Make sure that you, as a Manager, document all discussions relating to such unacceptable behavior. Confer with HRD to receive expert advice on the next steps in the corrective action procedure. Then start implementing the corrective action and follow-up to ensure there is a positive change in their behavior.

Be timely in your follow-ups so that there is no lapse in time between the next situation of unacceptable behavior and the next level of corrective action. Try to immediately motivate and reinforce positive behavior changes.

Remember, if you show you are quick to take action for unacceptable behavior, this sends a message to your team members that you respect them as individuals and more so as team players. This would make them far more motivated because of your actions.

Apply these basic fundamentals and you will create a motivated workplace that achieves team and organizational goals.

As a closing line.....It is of great importance for you to realize that all your repetitive thoughts create ideas, which in turn create actions and which over time creates character. And if you allow too many negative, improper, incorrect thoughts to dominate you, the chances are you will never succeed...

Are you kidding?

Reaching the end of a job interview, the Human Resources Manager asked a young engineer who was fresh out of engineering, "What starting salary were you thinking about?"

The Engineer said, "In the neighborhood of $125,000 a year, depending on the benefits package."

The interviewer said, "Well, what would you say to a package of 5 weeks vacation, 14 paid holidays, full medical and dental, company matching retirement fund to 50% of salary, and a company car leased every 2 years - say, a red Corvette?"

The Engineer sat up straight and said, "Wow! Are you kidding?"

The interviewer replied, "Yeah, but you started it."

About.com Seeks Health Writers

About.com, a subsidiary of the New York Times Company, are seeking part-time writer-experts to serve as Guides for them.

As a Guide, you'll build and maintain a GuideSite, a topical section of About.com that contains:

Original content (articles, reviews, FAQs, tutorials) written by you
A blog featuring your unique voice and personality
A directory of the best content in your topic, whether it be your own work or links to other sites
A discussion forum where you serve as community leader
A bio page with your contact info

All About.com Guides are considered freelancers who work online and set their own schedules, giving them the flexibility to log on from anywhere in the world whenever they have the time. With no timesheets to fill out and no timecards to punch, working for About.com gives you the flexibility to write when you want, even if you have a full-time day job.

The compensation is based on page views - the more traffic you get, the more money you get. But all Guides, no matter what, make a minimum of $725 a month. Want to know more? Visit http://beaguide.about.com

Guide Openings on the Health Channel
About.com Health, which consistently ranks as a top health site according to Nielsen/NetRatings, has more than 70 health Guides who cover a range of topics from asthma to pediatrics and stroke. All new Health Guides have their work reviewed by a Medical Review Board physician and a health editor.

They are currently expanding our health channel and are seeking writers for a large number of topics.

Many of rheir Guides are doctors or nurses with direct clinical experience in their topic, and they are now encouraging people with direct clinical or research experience to apply.

To submit an application, learn more about About.com or see our full list of available topics, please visit http://beaguide.about.com.

Online CV Builder For A Perfect CV In Minutes

If you have been sending out your CV and not getting interviews, you can certainly blame your CV.

Without a good CV, companies have no idea that you even exist - unless you are invited to an interview by the hiring authority, you may as well be invisible. We live in a market economy and you must learn to market yourself effectively and aggressively - or suffer in a 'go nowhere' job while your friends move on to new opportunities and brighter futures.

Basically, your CVs only job is to open doors !

In the midst of hundreds of CV’s recruiters and employers receive for any given position, your CV needs to stand out from the crowd. You must make the Hiring Manager want to read your CV more thoroughly than just the rudimentary 10-20 seconds the vast majority of your competition will warrant. The way to do this is by design and create a CV that is accomplishment driven.

Infact, having the right CV for the job you want needn’t be difficult.

Nowadays, CV preparation or CV how to do it on your own is possible, but, there really speaking, there is no substitute for letting a resume writer do it.

As they say it really doesn't pay to cut corners when it comes to your career and that key elements could be missing, and a jobseeker generally doesn't discover this until a good portion of time has been poured into the job search.

Basically, you only have 30 seconds to impress an employer with your CV. With CVwriting.net you get that expert advise, tools, tips and assistance that you need to maximise your job hunting opportunities with a Professional CV.

• An unique online CV builder that offers you a step by step assistance
• A CV builder which makes your CV building surprisingly easy
• Select headings that better describes your own skills and experience
• Gets the recruiter’s attention with a clear and effective CV.
• Fonts, structure in a style most popular with employers
• Something that maximises of you being invited for an interview
• Something you can simply update, thus saving you valuable time
• You can have your CV ready and is available at all times.
• Something you can post to all the major online job boards
• A “try before you buy” service and comes with CV examples
• All popular formats available – Word (.doc), PDF and HTML

Lastly, a CV builder service that has unlimited updates, amendments and downloads for a full 12 months plus free customer support.

Using these techniques, you are on your way to writing an accomplishment driven, extremely effective resume. Your potential employers will not only see what you have achieved in the past, but what you could offer them in the future.

For more info, please visit CVwriting.net

Expatriate Financial Considerations For Retiring Abroad

More than a million British citizens are collecting their state pensions from destinations abroad. With the sights, sounds and local flavour of countries as diverse as Spain, New Zealand or even Belize attracting retirees, getting in on the trend or retiring abroad appeals to more than one up-and-coming retiree.

If the countryside of France or the mountains of Bulgaria sound too good to pass up to you, you’re going to need to make sure you have a few things in order. Finances of course are one of the main considerations and in this article we’ll examine expatriate financial considerations for retiring abroad.

For Britons who want to move out of the UK in retirement, there’s more to planning for the financial future than just making sure a pension is in place; some of the top considerations no matter the retirement destination include:

• Exchange rates. This is a very big concern - in countries where the pound spends very well today, there is no guarantee that this will be the case tomorrow. Retirees are often urged to take advantage of opportunities to transfer assets into euro-based accounts (where applicable) and to lock in to a specialist exchange rate for direct deposits of pensions where possible…speak to your financial adviser about what’s right for you.

• Basic banking concerns. Plan on having to juggle two accounts if you intend to keep a British bank account open (which is a sensible thing to do if you are eligible). Make sure you have online access to this account as time differences might make contacting the bank directly via telephone a little tricky at best. It’s also always a good idea to inquire about local banking in your retirement destination as well; having a local account will make paying routine bills a whole lot easier.

• Pension concerns. If you intend to stay within the European Union your state pension shouldn’t be too much of a concern. If you move out of the EU however, there is a chance that inflation increases will not be credited to you and your pension will be frozen. Take care to research the ramifications before selecting a retirement destination.

• Taxes. This is a sticky situation to say the least! Typically you will find you are taxed at the local level within your country of choice but you might still find HM Revenue & Customs tax you as well. Countries where there is a double tax treaty can help make this issue go away. Destinations that have a tax treaty with the UK include the popular retirement countries of Portugal, France, Spain and Italy. Pay close attention to the tax issues however, or you might find your retirement pension doesn’t go as far as you thought it might.

Buying property abroad and moving aboard during retirement is a major British trend. With the whole world waiting to be explored and many countries offering a better standard and lower cost of living than the UK it certainly makes sense. To ensure you have your finances in order, closely research the regulations and situation in your country of choice. Sometimes the grass isn’t always greener on the other side of the fence…make sure you cover the expatriate essentials relating to all aspects of your financial situation before you commit to retiring abroad – where necessary speak to a financial adviser about your personal situation.

Going to Work in Sweden

Because of its reputation as an extremely high taxation nation, Sweden is not usually the first choice of nation for would-be-expatriates looking for an overseas location in which they can live, work, explore and enjoy life in a different land with a different language and culture. But having said that, taking tax out of the equation and because there are actually many reasons why Sweden is an attractive nation to reside in and seek employment in, an increasing number of international citizens are taking up residence in Sweden, with the nation home to around 11,000 British expats already for example.

If you’re thinking of going to work in Sweden this article covers everything from labour laws and visas to finding accommodation and just how much tax you really do have to pay on your hard earned income!

The quality of life that you can enjoy in Sweden is very high – education, healthcare, housing and social welfare for example are all exceptionally well funded by the government and mean that each and every citizen of the nation stands a good chance of a decent quality of life. As an expatriate working abroad you might think that you will not be entitled to the same standards of living or the same levels of access to healthcare and education for your children for example – but you’d be wrong.

Depending on the nation you herald from, if you have the right to live and work in Sweden you have the right to free or heavily subsidised healthcare, you have the right to have your children educated for free up to the age of at least 16 and you have the same rights as Swedish citizens when it comes to pay and working conditions too…in fact, Sweden is an exceptionally fair country.

If you’re British you can live in Sweden for three months without needing any sort of visa…if on the other hand you know you want to move permanently and get work in Sweden then you can either apply for a residence visa before you go from the Swedish Embassy in the UK, or you can apply for residency after you’ve moved to the nation. If on the other hand an employer offers you a job and relocation to Sweden you’ll automatically get a residence permit for five years unless the position offered is temporary, at which point you’ll be given permission to reside and work in Sweden for the duration of your contract.

If you come from anywhere else in the world other than the UK you’ll need to check with your nearest Swedish embassy to determine your rights to reside and take up employment in Sweden before you make a commitment to move there.

In terms of the main employment centres they are Stockholm and Gothenburg with Malmo another popular spot for some expatriates. Naturally the very fact that there are plenty of job vacancies in these cities means that the demand for accommodation is high and therefore housing costs are higher than elsewhere in Sweden too. Many Swedish citizens rent their properties with a lot of subsidised municipal housing available – this means that rental law is well developed and tenants’ rights are well looked after.

And finally – yes tax in Sweden is high…how else can the nation afford free healthcare, education and an abundance of municipal housing not to mention numerous other social welfare type initiatives and benefits? So while you pay top dollar out of your wages to live in Sweden, you do actually have something to show for it other than a massive, well equipped army! Income is taxed upwards of 35% depending on how much you earn and the municipality in which you live, and then there is another national income tax on top of this which can go up to 25% of you annual salary.

How To Increase Your Article Subscription

We know that freelancing has become a competitive business, with hundreds of writers competing for the same, limited number of assignments, and any writer who can best showcase their abilities is the one who lands the job.

Editors don't have the time nor the inclination to sift through the hundreds of resumes they receive. If your credits and clips are not right there on an editor's desk, or available with a single click of the mouse, the assignment is going to go to the writer who managed to got there first, even if you're the better writer for the job.

More importantly, if you have a resume, your resume better be a good one, because it is competing with other resumes. If you already have an online resume and not getting any feedbacks, you can certainly blame the resume. Without a good resume, people have no idea that you even exist, you may as well be invisible. We live in a market economy and you must learn to market yourself effectively and aggressively - or suffer in a 'go nowhere' situation.

Now the question is "What makes a good resume"? Anyone can type up words on a piece of paper, but a professional resume writer knows how to market your skills by choosing powerful, competitive, words and uses them strategically in order to trigger positive responses. A professional resume writer knows how to highlight your experiences, skills, achievements, education, and accomplishments - and knows how to market you effectively with an individually designed resume.

So in order to get your writing clips into the hands of the editors looking for writers, the best method is to have your own online resume. It is obvious that a personal site has become a must for today's freelancer, but what's needed is a site that showcases your entire writing resume, that highlights;

C V
Publishing Works
Writing-related job history
Any published credits
Specialty or genre
Easily accessible and visually attractive clips, whether scanned or in document form

An editor is then able to access all of your information at once, instead of being forced to slog through links after links. With everything in one place, an editor is also more able to get a feel for your abilities and range. Whichever method you decide to choose, getting your resume and clips online will definitely give you a better access to editors and "hopefully" even making sales tomorrow!

Once you have your online resume, link it with your article page and start putting articles on it. As you no doubt already know, writing articles is probably the most effective way to promote your web site.

It's a very simple principle - publishers want a vast quantity of good quality content that they do not have to pay for; you provide that content, with the proviso that at the bottom of your article, they include your resource box with a link
to your web site. It's a win-win situation. With your article published on heaps of web sites, and in several ezines, it's enough to set your traffic counter spinning.

Next blast it in the search engines. Search Engines love this. They are constantly checking for fresh content and our job is to give it to them with the right keywords!!

Many authors make the mistake of submitting articles that are actually little more than solo advertisements for their web sites. The chances of such an article getting published are virtually zero.

Getting your article (and online resume link) submitted by a professional submission service is a great idea. This may cost a little, but is worth every penny. All you do is register yourself, pay and submit your article.

These type of companies will submit your article to 1,000's of publishers and article directories in seconds. This is a great way to get name recognition for yourself, increase traffic to your website, sell products, get subscribers for your newsletter etc.,

India Beckons Returnees

India is at it again.

With employment generation and technology advancements in India reaching it's highest ebb, new trend has caught up. It's the trend of reverse brain drain i.e. the "Brain Gain". More than a bagful of overseas Indian's are returning to India to acquire jobs in various technology sectors. Impressive economic growth and over all CAGR of 46% in IT industry over the years has created huge employment opportunities. Many Indians, who earlier headed westwards in search of challenging and rewarding careers, are packing their bags to return to their homeland.

Mr. Anil Kumar E T, Centre Head in Delhi of Mafoi, India's leading recruitment and staffing agency, says that, more than 35, 000 Indian returnees have found attractive employment opportunities over the last three years.

And the trend all set to continue in future years also.

What is making India tick with the already well settled techies at the global level?. Indian IT industry is growing at almost 40% a year and the revenues from software exports and ITES and BPO sectors are expected to touch USD 13 and 5.7 billion respectively in 2005. The industry has undergone a complete overhaul over the years. India today is home to the latest global technologies and Research and Development centres of leading global players like IBM, Microsoft, a far cry from the days of just an outsourcing destination. Off shoring is "in" propelling India up the IT value chain. There is mushrooming of KPO (Knowledge Process Outsourcing) and ITES sectors. Mr. Shekar Nair, President India Technology Operations NetworkAppliance, says that the exciting entrepreneurial opportunities in the "most happening place" drove his decision to return to India. He feels that at present Bangalore offers more creative challenges for the young than the Bay area (read USA).

Adding fun to the feast, the salaries and facilities for the senior management and senior engineer areas like product engineering, Semiconductor and chip design areas are almost on par with those offered in USA. At junior levels i.e. the 0-5+ experience group the pay scales are less compared to USA. But to counter that India offers a better savings opportunity says a NASSCOM spokes person. There are also common but equally important reasons like cultural ties, familial priorities and security of job which have given a fillip to the whole trend.

Globally more nations are increasingly zeroing on India as a long term partner in their Information Technology plans. African countries are looking at India as a "Big Brother" while developed nations like USA, Germany, Japan, China are looking at India to provide stable, high quality and cost effective IT solutions in various fields like Telecom, defence, product development and application development sectors. This scenario has spurred Indian companies to attain world accredited standards in technology, quality and customer relations management. This quest has naturally increased the demand for returnees, who possess such traits and can contribute in realising the goals of the industry as a whole.

The returnees possess specialised skills in applications, data communication, storage technology and domain specific skills which are in huge demand. Mr. Nair feels that product marketing, customer technical support are the areas where returnees can be hugely productive. Documentation, technical writing and training are some other areas where returnees are in great demand. Ms. Nirupama of TeamLease Services, which has 11 offices across Indian cities, predicts a more wider opportunity areas for the returnees. According to her jobs are available in the following areas:

1. Top management: Functional expert, Client coordination
2. Support services: Documentation, Transcription, Web Designing, Content Management.
3. KPO and BPO environment
4. Data warehousing
5. Networking
6. Trainers

Many returnees are absorbed by the Venture Capital companies as they can easily blend in to the company because inherent experience of working in US companies. They can also make an easy transition in to subsidiary companies which have their parent company in US. Returnees are accommodated at various levels in an organisation like group Leaders, General Manager Levels, client coordinators technical testing, documentation, product development, IT sales, web design, knowledge management, data warehousing and IT infrastructure services.

Mr Jiju George HR manager of Subex Systems feels that companies generally look at returnees for Tech Lead, Project managers, Product Managers, Technical Architect, CEO, COO, Technology Head etc. It is in such crucial positions from where returnees can make real impact to the company with their motivation, vision, goal setting and commitment and inspire other employees of their respective companies to achieve better productivity and quality.

Though overall scene is buoyant for returnees at senior management levels, lower level returnees may not find much favour with the employers. Abundant and highly versatile local talent is still the preferred lot. Even if the returnee is hired the salary may be 30-40% lower than that offered in USA. They have to make do with the lesser quality infrastructure and facilities in India. With all this returnees are "coming". They have realised that, country's tech revolution offers the dual advantage of working in a sophisticated tech environment in a land that's their own.

There is also the softer issue of mother land. As Mr. Nair puts it, "A little goes a long way here.

I am happy even if I can make little positive difference to few individuals." That's for young Indians.

Corporate Profiles In Diversity - IBM

As the Diversity Talent Strategist for IBM America, Jamila A. Petite oversees diversity recruiting efforts for the top technology corporation. She recently took time out of her busy schedule to talk with LatPro about the value of bilingual and multicultural employees, and what IBM is doing to recruit and retain a diverse workforce.

First, can you tell us a little about your own background and history with IBM?

I began my career with IBM in December of 2003 – fresh off a career in Supply Chain Management with General Mills after receiving a Master’s degree in Human Resources and Industrial Relations from the University of Minnesota. I joined IBM in an entry-level HR role in Rochester, MN. Several roles and opportunities later, I am the Diversity Talent Strategist for IBM America - which includes the U.S, Canada and Latin America. In this role, my team and I manage the diversity talent acquisition strategy for IBM.

How do you define and meet your diversity goals and objectives? Are minority hiring and retention metrics tied to your professional recruitment staff? How does your department measure success?

At IBM, our goal is to mirror the marketplace we operate within. To that end, our objective is to have a workforce population that is as diverse as the marketplace we serve globally. We measure success by having a workplace that embraces people and their individuality, as that is what makes us unique and stronger as a team.

What challenges have you encountered in recruiting Hispanic employees? What methods have you found to be most effective for recruiting multicultural candidates?

I’ve found it particularly difficult to recruit some candidates to opportunities that are farther away from home and their families than they would typically like. We’ve been successful in changing hearts and minds when we show how much we care about this impact. In fact, there have been instances when we’ve talked to parents about IBM and the various benefits we offer so that they could take comfort in their loved one moving far from home to join the IBM ranks.

How does your employee on boarding process help promote an inclusive atmosphere for diverse employees, right from the start?

We educate all new employees on the internal diversity programs and processes on day one. EVERYONE in IBM makes up our diversity mosaic – so everyone has a plethora of diversity inclusiveness options at their fingertips.

What do you say to those who feel that diversity programs are more about complying with EEO requirements and public image, rather than a real dedication to finding diverse candidates?

We have found that a commitment to diversity in the workplace lends itself to diversity of thought. This is the stuff that builds empires and sparks revolution in the technology and business realm. This is the bread and butter of our organization, so we encourage diversity at all levels.

What programs and initiatives exist to help your current workforce value diversity?

We believe it takes more than a simple diversity initiative to show commitment to employees that you value diversity as a company. It’s more than our rich history of diversity recruiting programs. More than our years of supporting diversity constituency network groups. This is the fabric of what IBM is – for us this is NATURAL. We operate in more than 160 countries globally. This exposes our employees to a multitude of cultures and co-workers. This is the rich diverse arena we work within.

Many companies struggle to bring diversity to all areas. Has IBM been successful in achieving diversity in upper management? How were you able to achieve this?

We certainly have. We hire the best and brightest talent into IBM and from that, we have a very rich pool of qualified candidates that can serve in leadership roles. We grow and nurture ALL of our talent in our inclusive environment. We are the architects of grooming top talent in business and technical ranks.

What is your company’s leadership commitment and involvement in diversity? How has the CEO or other top officer of the company embraced or championed diversity?

All IBMers, including our senior executives, are committed to diversity within IBM and externally, serving in leadership roles in both capacities.

What would you say to Latino candidates applying to IBM today? What can they do to use their language and cultural skills to their best advantage?

As a global enterprise, we coach all potential candidates to bring ALL of their best assets to the table. Since we operate in more than 160 countries, it’s important that we have a multitude of skills and languages in our teams to do business abroad with our clients. We tell EVERYONE to bring their best selves to the market and be prepared for an amazing career.

What do you want prospective diverse employees to know about IBM and its commitment to diversity?

To IBM, diversity is not a just a month, diversity is not just an isolated action. To IBM, diversity is a business imperative. We can move mountains with the fortitude of all of us working together. Our diversity makes us stronger as a global organization. We cherish diversity – we celebrate inclusiveness – we appreciate individuality. None of us is as strong as all of us.

About the Author: LatPro Inc

An innovator in the online employment industry, LatPro was launched in 1997 to become the very first job board connecting Hispanic bilingual candidates with employers. Our staff authors share targeted advice gained during our 10 years serving Hispanic jobseekers and diversity-conscious companies.

Outsourcing - Top Writers Around The World Will Write For You

The content of your site tells a whole lot about your website.

They will basically describe what your site is about and also tell people what your site has to offer. Articles and website content makes a whole lot of difference in your site because they can catch the attention of your website visitors and keep them in there.

With good website content you get the benefit of clearly depicting what it is you want to share with people. Also, good content and articles can lead people to your site. With more traffic, you get to earn more from your site making it profitable. A sites success, be it for profit or not, is the number of the flow of traffic in your site.

So how does good content and great articles get you traffic? Well, many search engines rely on the keyword and keyword phrases of a site to put it in their results list. If your content contains a good number of keywords and keywords phrases, it may be chosen to be a part of the top listed sites in the search result pages.

But before you think of just plastering your site with all the keywords and keyword phrases it could hold, search engines also filter out that abuse. You must have good well written articles that incorporate the keywords and keyword phrases properly in their content and articles.

There are many of those who cannot afford the time to write their own website contents and articles. While writing content and articles specifically designed for the internet may take some getting used to and some researching and learning, there are many writers that can be found all over the world who could do it for you.

Many of us do not have the time to learn web content writing and article writing designed for the internet. There are writers who have great experience in doing this and charge only a minimal fee for such work. Writers like this can be regarded as experts in this style of writing and can greatly help your website to get that coveted spot in the search engine rankings.

Other than getting your site in the web results page of search engines, they can also provide your site with meaningful articles and content that can impress your website visitors and entice others to view your site. Every website could use the extra traffic website visitors could invite.

Then there are those who need papers to be done either for their school or office work. Top writers around the world are very knowledgeable and do extreme researching to get a job done right. They are also very adept in many writing styles that are needed to best suit the client’s need.

Many writers around the world charge a minimal fee depending on the type of writing job needed and the number of words needed in the content. Usually, a two hundred fifty worded article would cost from 4 to 8 dollars depending on the writers experience and ability. This is a small price to pay for having a content rich site or for a well researched and written paper.

There are also many sites that can offer you these services with their team of well trained and experienced writers. They offer many writing services to cover any writing needs. A writer can be based anywhere in the world and are guaranteed to offer good contents and articles. Each one are doubly checked, edited and proofread so that you would get your money’s worth.

Finding a good writer or a site that offers these kinds of services is simply done by searching for them in search engines. Type down your keyword or keyword phrase (e.g. Content Writers, Article Writers) and you will see a long list of sites that offer these services.

The top sites would probably be the best since they have done a good job of keeping their content at a high quality to get them high rankings. But you may also want to shop around and read some of their sample work to get an idea of how much it will cost you.