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.
Wednesday, March 12, 2008
Monday, March 10, 2008
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.,
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.,
Thursday, February 28, 2008
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.
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.
Friday, February 22, 2008
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.
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.
Wednesday, January 30, 2008
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.
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.
Thursday, September 06, 2007
National Relocation
This is a sponsored post.
Moving?
Thinking about relocating, buying, selling, or renting?
National Relocation can help.
Its likely that you would have gone back and forth on whether to move into a better house or just stay put and build on to our existing house.
Maybe you have a home you would like to rent out, or you could even be looking to rent a home yourself. National Relocation lists houses for rent free of charge! You can’t beat that.
Just check out the home prices, and other info listed. It is interesting to note the information on how many schools, hospitals, employment rates, and average income in an area that you intend to move.
Perhaps, you ought to check the status of where you live now, and check how it fares to your liking and whether it has the necessary requirement that you need.
They even tell you the education level of a city, like how many people finished high school and other details. You wouldn't what to move into a town with a low literacy rate, especially if you have children.
NationalRelocation.com is a one stop shop that will you look for houses to rent or buy. They also have some great options if you're looking to find many different kinds of mortgages.
You can check out real estate values anywhere in the United States. National Relocation’s real estate agents have access to any home that is listed in the Multiple Listing Service. This and much more is available at National Relocation.
All in all, they can make your move a much smoother and more enjoyable experience.
Moving?
Thinking about relocating, buying, selling, or renting?
National Relocation can help.
Its likely that you would have gone back and forth on whether to move into a better house or just stay put and build on to our existing house.
Maybe you have a home you would like to rent out, or you could even be looking to rent a home yourself. National Relocation lists houses for rent free of charge! You can’t beat that.
Just check out the home prices, and other info listed. It is interesting to note the information on how many schools, hospitals, employment rates, and average income in an area that you intend to move.
Perhaps, you ought to check the status of where you live now, and check how it fares to your liking and whether it has the necessary requirement that you need.
They even tell you the education level of a city, like how many people finished high school and other details. You wouldn't what to move into a town with a low literacy rate, especially if you have children.
NationalRelocation.com is a one stop shop that will you look for houses to rent or buy. They also have some great options if you're looking to find many different kinds of mortgages.
You can check out real estate values anywhere in the United States. National Relocation’s real estate agents have access to any home that is listed in the Multiple Listing Service. This and much more is available at National Relocation.
All in all, they can make your move a much smoother and more enjoyable experience.
Sunday, August 05, 2007
How To Fire An Employee
Ever dealt with someone who was hard to deal with?
We all have.
There’s the rude salesman at the clothing store… the angry customer who won’t stop yelling… the unemployed sibling whose constant dependence on you is becoming a real burden…But unless you live in a hole in the ground (and with technology these days, probably even then!), you’ll have to learn how to deal with all types of people in order to succeed in your business and personal relationships.
Now with a management position come power, broader responsibility, greater freedom, and better pay. But there are also a few downsides to moving up the ladder.
For one thing, you will eventually have to fire someone. Firing an employee is an unpleasant task that’s at best uncomfortable and at worst potentially dangerous. But there is a way to make the best out of a bad situation.
When preparing to terminate someone’s employment, you want to make a clear case for dismissing him and back it up with documented proof of past misdeeds, poor performance, or redundancy of job function. For example, it’s best if you have records of written reprimands or warnings and evidence that the employee didn’t rectify the matter.
Once you dismiss an employee, it’s best for all involved if he immediately leaves the premises. You don’t need to give him until the end of the day or week to clear out. Before you dismiss him, you will want to ask the employee to bring any company assets (like a company-issued laptop computer) to the office so that you won’t have to worry about retrieving them after the employee has been let go.
Here is a lighter side of viewing it
Two managers are heatedly discussing on how to lay off one of their two assistants, Jack or Jane. They go back and forth but can't decide who to lay off. Finally, one manager decides that they lay off the first person who gets up from their desk.
In the meantime, Jane is hard at work but suddenly gets a headache. She gets some aspirin from her desk drawer and gets up from her desk to get some water. As agreed, one of the managers gets up to break the bad news to Jane.
Jane, I need to talk to you. I've got a problem. I either need to lay you or Jack off..."
Jane responds..... Well..... Jack off ! I've got a headache.
Bottomline... remember, it is never easy...
We all have.
There’s the rude salesman at the clothing store… the angry customer who won’t stop yelling… the unemployed sibling whose constant dependence on you is becoming a real burden…But unless you live in a hole in the ground (and with technology these days, probably even then!), you’ll have to learn how to deal with all types of people in order to succeed in your business and personal relationships.
Now with a management position come power, broader responsibility, greater freedom, and better pay. But there are also a few downsides to moving up the ladder.
For one thing, you will eventually have to fire someone. Firing an employee is an unpleasant task that’s at best uncomfortable and at worst potentially dangerous. But there is a way to make the best out of a bad situation.
When preparing to terminate someone’s employment, you want to make a clear case for dismissing him and back it up with documented proof of past misdeeds, poor performance, or redundancy of job function. For example, it’s best if you have records of written reprimands or warnings and evidence that the employee didn’t rectify the matter.
Once you dismiss an employee, it’s best for all involved if he immediately leaves the premises. You don’t need to give him until the end of the day or week to clear out. Before you dismiss him, you will want to ask the employee to bring any company assets (like a company-issued laptop computer) to the office so that you won’t have to worry about retrieving them after the employee has been let go.
Here is a lighter side of viewing it
Two managers are heatedly discussing on how to lay off one of their two assistants, Jack or Jane. They go back and forth but can't decide who to lay off. Finally, one manager decides that they lay off the first person who gets up from their desk.
In the meantime, Jane is hard at work but suddenly gets a headache. She gets some aspirin from her desk drawer and gets up from her desk to get some water. As agreed, one of the managers gets up to break the bad news to Jane.
Jane, I need to talk to you. I've got a problem. I either need to lay you or Jack off..."
Jane responds..... Well..... Jack off ! I've got a headache.
Bottomline... remember, it is never easy...
Monday, June 18, 2007
Outsourcing Writing Projects
In most cases I have never asked my PRIMARY clients regarding their clientele.
In an outsourcing process, it would be unethical of me to contact their clients directly, unless advised. In most cases when I contact clients, it is only for clarification of information provided from the PRIMARY source
As most of you may be aware, outsourcing provides a number of benefits to the PARENT (primary) organization.
Below are just a few of the reasons why a PARENT organization should consider outsourcing. It can maintain control over critical functions, while taking advantage of outsourcing non-critical functions.
Take for example “resume writing” to INDEPENDENT Resume Writers for a Recruitment or Head Hunting Company
In the midst of hundreds, if not thousands, of resumes recruiters and employers receive for any given position; your resume needs to stand out from the crowd. You must make the Recruitment or HRD Manager of the identified or targeted company, read your resume more thoroughly than just the rudimentary 10-20 seconds the vast majority of your competition will warrant. The way to do this is by designing an accomplishment driven resume.
As a Manage, you would know that by retaining the services of a freelance writer, you pay only the writer's fee, as they do not require monthly retainers, and can be hired on a project basis. So payroll taxes, benefits costs, and other employee expenses are eliminated.
Besides, a freelance writer works on a per project basis and works to deadlines.
So, the PARENT Company’s projects are completed on time and on budget. In addition, customers need to see new content and how the services are changing with the times. A freelance writer has the skills to handle complex research and fact checking. Besides, a freelance writer can accommodate special needs and schedules, and can provide fresh perspective and expertise, that staff writers may have lost
In short, there is cost containment through reallocation of resources, by freeing up valuable resources to perform other duties, thereby getting a significant cost savings benefit, besides, the time savings benefit. This allows the PARENT company to focus on critical processes.
Moreover, when employees know that writing projects are handled by a freelance writer, they have the time to concentrate on what they do best.
So, give it a shot.
If you face any hurdles, drop me a line should you need to outsource any of your writing projects...
In an outsourcing process, it would be unethical of me to contact their clients directly, unless advised. In most cases when I contact clients, it is only for clarification of information provided from the PRIMARY source
As most of you may be aware, outsourcing provides a number of benefits to the PARENT (primary) organization.
Below are just a few of the reasons why a PARENT organization should consider outsourcing. It can maintain control over critical functions, while taking advantage of outsourcing non-critical functions.
Take for example “resume writing” to INDEPENDENT Resume Writers for a Recruitment or Head Hunting Company
In the midst of hundreds, if not thousands, of resumes recruiters and employers receive for any given position; your resume needs to stand out from the crowd. You must make the Recruitment or HRD Manager of the identified or targeted company, read your resume more thoroughly than just the rudimentary 10-20 seconds the vast majority of your competition will warrant. The way to do this is by designing an accomplishment driven resume.
As a Manage, you would know that by retaining the services of a freelance writer, you pay only the writer's fee, as they do not require monthly retainers, and can be hired on a project basis. So payroll taxes, benefits costs, and other employee expenses are eliminated.
Besides, a freelance writer works on a per project basis and works to deadlines.
So, the PARENT Company’s projects are completed on time and on budget. In addition, customers need to see new content and how the services are changing with the times. A freelance writer has the skills to handle complex research and fact checking. Besides, a freelance writer can accommodate special needs and schedules, and can provide fresh perspective and expertise, that staff writers may have lost
In short, there is cost containment through reallocation of resources, by freeing up valuable resources to perform other duties, thereby getting a significant cost savings benefit, besides, the time savings benefit. This allows the PARENT company to focus on critical processes.
Moreover, when employees know that writing projects are handled by a freelance writer, they have the time to concentrate on what they do best.
So, give it a shot.
If you face any hurdles, drop me a line should you need to outsource any of your writing projects...
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