Yesterday Ari Herzog sent me a link and asked if this one page resume advice was contrary to my thinking. The link he sent was this one by Alison Doyle. I respect Alison as one of the people in the career industry who is thoughtful and gives accurate advice. I read through the article which begins:

Should your resume be longer than one page or should you try to condense it to keep it on a page? There isn't a yes or no answer, the length of your resume depends on the type of candidate you are and your level of experience.

I agree with that advice. It doesn't recommend a one page resume for everyone. But then Alison shares data from Saddleback College Survey which says in part:

According to a Saddleback College Resume Survey most employers want a one page resume unless the position requires experience. In fact, the percentage of employers looking for one page resumes increased to 48% last year, up from 35% in 2010.

Note the UNLESS and understand this is one survey done in Orange County, California. There are things in that survey I agree with too. But there are things that I don't think are a national trend. Like this:

Nearly 30% of employers would prefer a 2-sided printed resume over a 2-page resume to conserve paper.

Now that contradicts most employers I know. So many resumes are read online or submitted via applicant tracking systems that I think it is a mute point. Saving paper is a nice idea but I think there are many other ways to do that. The resume isn't one of them.

Misconceptions about resume writing are everywhere

The one page resume is one of the misconceptions. People get so focused on this one-page resume idea that they don't put anything of value into the resume just so they can keep it on one page.

I think employers who believe in one-page resumes need to rethink their goal with the resume. You want candidates who can do the job. You want them to be succinct in their ability to communicate but you need them to tell you what they can do. Here's another point from that Saddleback survey that I do agree with:

Mentioning where they worked (and years of service) but providing no information on what they accomplished. Projects completed. The overall details of their work.

The title of that page was the #1 resume mistake. Give job seekers a break. Let's tell them loud and clear that to be hired or even considered for an interview, they need to provide value to the employer. Examples of your accomplishments are much better than a boring list of duties neatly set to fit on a one page resume.

Ari asked what my recommendations are and this is it: At Design Resumes, the resume is a marketing document that promotes you as the product to the employer. Proof is always in whether job seekers are hired. I can tell you success story after success story of my clients. They make me so proud. My clients (including students) have gone up against the worst economy in 80 years and found positions that they love by using 2 page resumes filled with value and accomplishments and implementing networking strategies to make sure their resume is read.

This from a student client from Wausau who graduated from the University of Minnesota with Bachelor of Chemical Engineering - Biomolecular Engineering Concentration, 2011, moved to California and used his value-filled two page resume:

243k jobs added? Make that +1. Started my new job at Medtronic today!!

What do I think? Write a resume that shows your value and you will be hired. Let's give them some meat (think value and accomplishments) to read!

Stuck in your job search or just ready to move on or up from your existing position? Julie Walraven, a Wausau, Wisconsin-based professional resume writer who works with a global base of clients can help you find a new career! To find out how, Click here!

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1. Lack of Training: Many technology candidates simply don't have the training required in the necessary skill sets to qualify them for the openings that are out there. Very few are willing to go out and get that training (on their own, if need be) to position them for that next great opportunity.
   
   
2. Subpar Academic Framework: Our schools and universities today are failing our true technical candidates. The push in recent years has been for colleges and universities (either brick-and-mortar or online institutions) to offer "technology" degrees. They end up teaching a lot of unapplied theory that corporate technology leaders don't value, because they have not seen it translate into real-life results.
   
   
3. Ineffective Resume: Some candidates do have the sought after experience, skills, and knowledge. However, many don't know how to market those traits effectively on their resume to be seriously considered for the opportunities. One example is the generic resume. A job seeker wants a resume that works for many different roles, but makes it so general that they are not strong in any one area. Of course, when an employer is hiring, they are doing so for a specific role, not a general one, rendering the resume ineffective.
   
   
4. Poor Job Search Skills: Finally, many job seekers simply don't know how to look for jobs in the right way. More than 50% still use job sites like Monster, Indeed, or CareerBuilder exclusively. Although lots of jobs are posted on these sites, that's not where the real action is. There are so many other, more effective channels that a job seeker can employ to identify and secure a great job.

While the job market shows life in some fields and is on life support in other industries in early 2012, millions of Americans find themselves either looking for work or looking to change jobs. No matter which group you find yourself in, your skills level will play a major role in which group you end up in.

A survey last year from the National Association for Business Economics points out that business conditions have been on the uptick, with a rise seen in demand for goods and services, which translates to a need for more employees to fulfill those openings. Among the areas seeing a boost in employment are fields like real estate, health care, recreation and finance, while technology continues to remain strong.

It is important to note, however, that the national job market is far from out of the woods.

Unemployment continues to reside in the area of 8.3 percent, as businesses such as those in the communications, transportation and utilities industries continue to remain behind in terms of job opportunities. Additionally, the private sector remains slow at forming new jobs.

A NACE 2011 Job Outlook Survey points out that along with technical skills, employers are seeking what is known as soft skills. Those individuals with such soft skills, a good education and a strong work history are much more apt to score the job than candidates lacking one or more of those skills.

So what exactly are employers looking for? The areas include:

• Verbal communication skills;
• One’s work ethic;
• Initiative;
• Teamwork and analytical skills.

Along with a formidable skills set, employers also want employees who demonstrate a positive attitude, both for their businesses and the assignments they are tasked with. Employers also desire to bring on board workers who while experienced, prove a willingness to learn. Lastly, employers seek individuals who possess formidable characters.

Given that employees will have to deal with a number of challenges over time in their careers, they will be asked to show commitment, compassion and trustworthiness. On-the-job training can only do so much to bring out these traits, so it is important that new employees come aboard with as many of these traits as possible.

Employers also want someone who will work well with co-workers and not be a distraction on the job.

Employers want employees who can co-exist with their colleagues and will act both in a mature and responsible manner when dealing with trying times on the job. If you’re an employee that proves to be challenged even under the simplest circumstances, odds are you will not last long in your present position.

Finally, it may seem like the most obvious of things, but being on time for work and not stretching the rules is very important.

While it may come as a surprise to some, being at work 9 to 5 means just that.

Employees are expected to put in a full day’s work for a full day of pay. That includes not pushing the limits on time for both lunch and breaks. In instances where an employee is going to be late, out of work for the day, etc. it is very important to communicate that to a supervisor in a timely manner.

Using common sense on the job is something that employers want from those they hire; it just makes sense.

Dave Thomas, who covers among other items advice on starting a small business, writes extensively for Business.com, an online resource destination for businesses of all sizes to research, find, and compare the products and services they need to run their businesses.

Or how about the person who did all the work not being recognized as much as the person who talks about it?

Or what about the person who is career-stunted because they once said the wrong thing to the wrong person.

These are all symptoms of not managing your career.

Many hard-working people suffer in their career growth solely because they have not spent the time to identify the factors and people who most influence their career. Here are 3 simple tips to help you get going:

1. Clarify Your Job Goals

In fast-paced organizations (and who isn’t in one nowadays), it is easy to lose focus on what is really important. Make sure you have sat down with your manager and clearly identified and PRIORITIZED your goals. Make a point to regularly communicate progress.

KEY TIP: Managers hate it when you come to them with problems and no solutions, so if an obstacle comes up, make it easy on your boss by presenting a number of viable solutions and action plans.

2. Identify Your Boss’ Goals

Become a career ally to your manager by understanding how they are measured and then see how you might be able to contribute. Don’t be a brown nose, but if you know more about what their personal priorities are and can find a way to assist, you will be viewed in a new light.

3. Map Out the Key Decision-Makers and Influencers

When is the last time you clearly identified those who can affect your career? Clearly your boss, but what other people influence him and his managers?

What about the HR people who will always be involved when there are promotions under consideration?  Make it a point to build strong alliances with them so they can understand your management style.

Make sure you identify the political game-players who are focusing on building a fiefdom, because while you are working to produce results, they are strategizing as to how they can surround themselves with loyal followers and advance their career.

Then take the time to see who influences your boss, their boss, HR and your peers. Then grade yourself on a scale of 1-10 regarding your relationship with each key member. Now build a plan to get more visibility and ally yourself with those in command.

Take 1 hour of your time to map out your career strategy and you will enjoy faster career growth and security.

As millions of Americans continue their search for work, those who have the finances for courses at their local colleges, universities, community colleges and even online sites, are giving a harder look at such possibilities.

While many individuals are challenged to come up with the needed funding to go back to school or attend college for the very first time, others are tapping into state and federal tuition assistance for displaced workers.

What Are My Options?

The $787 billion stimulus bill authored into law two years ago by President Obama offers $1.7 billion for adult employment services, which includes training. In a number of instances, individuals can continue to obtain unemployment benefits and school financial aid provided they stay enrolled in class.

For their part, schools are doing more to offer courses that adults will be drawn to in their quest to add new skills. Oftentimes, schools will team up with businesses in their local community to determine which trades would be most needed for workers searching to stay in their communities and work.

A number of schools have gone on to create courses that give older students the ability to update skill levels in areas such as math, reading and computers. With computers a necessity in countless jobs these days, it only makes sense that older laid off workers who did not have much interaction with technology study up on it and use it in 2011.

Education Choices for New Students

Oftentimes, unemployed workers are seeking degrees and certificates that can be earned in the less than standard four-year timetable. The quicker a former employee has a degree in hand in a specialty field, the sooner they can start seeking a position.

With that being the case, is now the time to go to school and reform your career options?

For people interested in going back to school or heading to campus for the first time, among the things to keep in mind are:

• Why am I attending in the first place? Am I going to put in the needed time and effort required for studies etc. or is this going to be more than I can deal with over time? If so, I should rethink my strategy;
• Do I have the necessary funds for school right now? Even with my unemployment and tuition aid, can I do this financially? Are there other options like seeking free courses either online or at a school;
• What fields should I consider studying in? While some job fields have taken a hard hit during the last few years, fields like health, technology, insurance, auto repair etc. continue to produce a fair amount of job possibilities. The bottom line on the fore-mentioned fields is that consumers still require services in such areas. If you’re seeking to switch fields from the one you were let go in, be sure it is one that is relatively healthy and one you would be interested in being employed in for at least a number of years.

At the end of the day, there are education options out there for those who have been laid off, both for two and four-year degrees and certificates.

The toughest part oftentimes comes with dealing with the layoff to begin with, then deciding what is next.

If you find yourself in this scenario, take the time to educate yourself on all the possibilities that are out there waiting for you.

Dave Thomas, who covers among other items obtaining phone systems, writes extensively for Business.com, an online resource destination for businesses of all sizes to research, find, and compare the products and services they need to run their businesses.

Some fell victim to company layoffs; a percentage was running their own small businesses that failed to take off, while others were met with the unenviable firing.

The latter group makes for an interesting challenge for human resources when it comes to interviews. That being said, it is important for HR managers to remember that there is a story for each and every individual’s departure from an employer, so be sure not to assume the worst-case scenario.

When a applicant for a position with your business comes in for an interview, it is assumed that you have already gone over their resume. In the event you notice a break in employment, it is certainly valid to question the applicant regarding the missing time.

Among the reasons for breaks in resumes can be:

• Applicant took time off to return to school or raise a child;
• Break was illness related;
• They were laid off or fired from a job and chose not to be employed for a period of time.

Being in HR, your job is to help in locating the most qualified applicant who in turn will be the best match for your company’s opening. In the event you have an applicant who is honest and indicates they were fired from a prior position, do not automatically think the worst.

Why Do Individuals End Up Getting Fired?

Firings take place for a number of reasons; sometimes it isn’t the fault of the employee.

In some instances, it was a personality conflict, perhaps an issue with an employee in their or another department or even a supervisor. While most employers will not admit this, office politics still rear their ugly head at times in offices, so don’t just assume it was the fault of the person who was let go.

In instances where there is a gap in someone’s work history and they are not willing to divulge the details, probe a little more.

In the event they do open up, you then need to decide if the reason for firing was something you can live. Perhaps it was an issue like being late for work or taking an inordinate amount of sick days; this is something that can be corrected.

Oftentimes, you will not even discover that a candidate you’re considering for your company was fired from another job.

Let’s face it, not too many individuals are going to send out alerts to potential employers noting they were canned at another job.

While it is not set in stone, there is an unofficial rule that former employers when contacted will only inform a recruiter that so-and-so worked for them and the dates they were employed.

Did They Go On and On about Getting Fired?

In today’s social media world that we live in, more and more information regarding an individual’s past finds a way onto social sites.

Unless the prospective employee is silly enough to brag about getting fired at a previous work stop, chances are your work as an HR recruiter will be a little more challenging when it comes to putting together all the pieces of the puzzle on a resume.

As an HR recruiter, it is rather obvious that you will lean towards recommending a candidate whose resume is close to spotless as opposed to someone who needs to fill in some gaps.

That being said, short of the candidate with some questions having openly offered a disconcerting reason as to why they were fired, do not automatically turn down someone who has some resume holes or who was fired. Hear them out and make up your own mind if they are a candidate to work for your company.

Some really good employees who didn’t work out well for one employer await their turn with another company.

Will you be the one to give them an opportunity?

Dave Thomas, who covers among other items obtaining small business loans, writes extensively for Business.com, an online resource destination for businesses of all sizes to research, find, and compare the products and services they need to run their businesses.

1. LinkedIn
2. Twitter
3. Facebook
4. YouTube (for personal and professional video content)
5. Google Search
6. Blog Content (i.e., WordPress, Tumblr, Blogger)

Although the majority of companies still do want a resume, serious candidates need to establish and nurture their online presence as a professional, serious, and qualified individual. So creating and/or optimizing the information contained in these social media is of paramount importance to remain competitive and to distinguish yourself from other job seekers in this tough market.

To help you get started with developing or improving your online brand to enhance your career, visit www.ittechexec.com or call toll-free (866) 755-9800.

The decision to return to work is a thorny issue , one that is rooted in a number of issues affecting the unemployed. Among the thousands of clients I have assisted, including adults with severe mental illnesses, the decision to work again, or to end a lengthy absence from the workforce necessitates careful thought and reflection. I wish I could credit the author of a resource called the “Readiness checklist.”  The resource is organized into three categories:

-Can you...?

-Are you....?

-Do you...?

Let’s put the “Readiness checklist” into context for you. I am leaving out the conventional wisdom, and turning to issues that are not often broached in a job search.

1. In order  to initiate employment readiness, can you set SMART (specific, measurable, attainable, realistic and timely) goals? Goal setting, more than any other activity in a conscious job search, is most likely to propel  motivation, but one caveat. If setting goals seems daunting, do one simply thing-break them down into concrete steps.

 Seek new ways of using your skills. Volunteer, become a board member, contribute to a social or charitable cause.  When you are unemployed, doesn’t it seem like you have to juggle many things at once? A last-minute phone call to attend an interview, affects the ability to find respite care or an employer requests that you fill out a lengthy online application before even being considered a job candidate. All of sudden, the length of unemployment is trumped by employers’ increased demands. All the more reason why time management, resilience (i.e. dealing with rejection) and coping skills become  important while you await your job offer.

2. Are you worried about stress from other people or things that may affect your ability to get or keep work?  Take heart that being unemployed for a time, does not have the same stigma that people experienced ten years ago. Certainly, I cannot negate that those who have been absent for the workforce for a considerable amount of time face a greater disadvantage. However, that’s where building one’s confidence, with the assistance of a career professional such as a career coach, or job developer, can make a monumental difference.  This process make seem time consuming,  but you are worth it? Crafting a professional image, combined with identifying a USP (unique selling points) will be time invested, before preparing for upcoming job interviews.

3. Do you know what your challenges are, personal or professional? For example, are you experiencing an ongoing illness or disability which may curtail full-time employment? This refers to “work tolerance skills,” in other words, do you have the ability to accept part-time employment as a springboard to ultimate full-time employment? Sometimes accepting an entry level position, especially after a lengthy absence from the workplace, is just the ticket to building one’s confidence, one shift at a time.  I have assisted individuals with professional backgrounds (i.e. nursing, military, etc), who chose to return to work on their own terms, and not dictated by family pressures.  At the same time, do you have the supports (ie. Family and friends, community resources, etc) to overcome challenges? This is where self-advocacy skills come into play. Be aware of community resources such as  job centers or government subsidized programmes.  You might be surprised at the number of unemployed individuals, who at the beginning of their job search, are resistant to asking for employment assistance. I say beginning because the unemployment cycle resembles the stages of grief: shock, anger, denial and acceptance.

To sum up, a term that I learned in the military was WIN. What’s important now?

Melissa Martin

Bilingual career/social media strategist

Twitter: @ravingredhead and @melissacmartin

Facebook fan page: facebook.com/careercoachingbyphone/melissacynthiamartin2

Blog: webinarcareercoach.blogspot.com

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You know that co-worker that just drives you up a wall. The individual who makes you cringe each time you see their face around the office. The person who’d leave you jumping for joy should they come in and give their two weeks’ notice they were leaving the company.

At the end of the day, having to deal with a bothersome co-worker can be difficult, but your career and its future success are more important when all is said and done.

If you’ve had a bad experience or two working with folks in the past, don’t let it sour you this time around while job hunting.

Remember, interviewers count one’s attitude as much if not more than their skill set. If you’re asked during an interview how you work with others and you start bringing up some bad experiences in the past, don’t be shocked if you’re not called back for another interview and/or do not get hired.

The difficult task oftentimes is trying to find the right way to address the problem. If an interviewer asks you about how you did with others and/or how you would do being part of a team with a potential employer, don’t come across as a problem waiting to happen.

In the event you have found yourself dealing with a difficult co-worker in the past, keep several things in mind during your interview:

• Don’t take the bait – The worst thing you can do is find yourself being baited into a discussion during your interview that shines a negative light on you. If you had issues with one or more co-workers in the past and the subject comes up during an interview, take the high road. Tell the interviewer how you attempted to solve the problem either on your own or through management. Make it clear that you took the initiative to try and fix the problem, showing the interviewer that you are a team player and will do whatever it takes to make the team successful;
• Point out your attributes – Employers like to hear about how individuals worked to fix problems, rather than how they dealt with them in a negative way. Show the positive side of your career and don’t harp on one or more negative experiences;
• Don’t appear to be a problem – The last thing a potential employer wants to hear or see is someone who potentially is going to cause problems in their office. If you’re a low-maintenance employee, you stand a much better chance of being hired and staying on. If you complain about this, that and everything else regarding working with others, good luck getting and staying on the job for long;
• The past is the past – Having gone on a number of interviews over a 23-year working period, I’ve never made it a major point to bring up past work experiences unless they work to my advantage, i.e. skill set. We all have worked with a few people we’d rather not remember, don’t make them the focal point of your interview when the inevitable questions of how you work with others, are you a team player and where do you see yourself fitting in with us come up.

Co-workers come in all shapes and sizes; how you associate with them is oftentimes up to you.

Even truer is interviews come in all different forms, some good and some not so good.

The bottom line is that you can control what you say and don’t say, so don’t relive the past in front of someone who is looking to the future.

Have you ever had a bad co-worker situation? If so, how did you handle it?

Dave Thomas, who covers among other items workers compensation, writes extensively for Business.com, an online resource destination for businesses of all sizes to research, find, and compare the products and services they need to run their businesses.

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Dave Thomas, who covers among other items starting a business, writes extensively for Business.com, an online resource destination for businesses of all sizes to research, find, and compare the products and services they need to run their businesses.

In the past, workers with average skills, doing an average job, could earn an average lifestyle. But, today, average is officially over. Being average just won’t earn you what it used to. It can’t when so many more employers have so much more access to so much more above average cheap foreign labor, cheap robotics, cheap software, cheap automation and cheap genius. Therefore, everyone needs to find their extra — their unique value contribution that makes them stand out in whatever is their field of employment. Average is over.

So how will you define yourself in a job market where average is over? You need to really think about this and define your USV: unique selling proposition. What makes you different? How will you rise above?

Give it some thought and come up with a tagline for your brand. 

But above all, don't be average.

Today, most companies use Applicant Tracking Systems to pre-screen candidates (or MS Office features that mimic basic ATS functions).

These systems, basically resume databases with Google-like search tools, help companies only focus on candidates that meet minimum requirements, from the average 1,000 applicants that advertised jobs draw.

In addition, ATSs help companies demonstrate compliance with federal hiring laws and help them pass surprise Department Of Labor audits.

Ten years ago, Applicant Tracking Systems used to cost companies a few hundred thousand to a few million dollars. Today, companies can use them without cost - A large job board offers basic ATS access to employers. Even entrepreneurs can use features in MS Office to set up and search a database of resumes without special training.

Learn the 7 reasons why individual resume customization rewards your job search, by reading:

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Myth – Networking only works for outgoing brown-nosers.

Fact – People who are more inclined to strike up a conversation may feel more comfortable using networking than their more introverted counterparts, but this doesn’t necessarily mean that they are any better. Introverted people typically have very valuable gifts at their disposal – such as the capacity to listen well, ask thorough questions and succeed at follow-ups. Plus, networking becomes much easier the more you work at it. Like many emotional or mental challenges, it takes some time before you’re completely comfortable. Most of the energy is spent at the beginning – making the first couple of phone calls and setting up your initial meetings. But, as you gather momentum, it becomes much easier. Your networking may start off as a snowball, but once it gets rolling, it turns into an avalanche. Before contacting anyone, remind yourself that networking is an essential part of finding a job in today’s America.

Myth – Only desperate and under-qualified people have to network. People who are good at their jobs can get them the traditional way, through only job boards or job listing ads.

Fact – Everyone has to look for employment throughout their careers. When you start off you did not immediately have a job, you had to look around and ask friends if they knew of anything. Many people go through this process several times. Smart and savvy jobseekers know that many of the best positions are not actively advertised and that highly qualified applicants put a lot more of their energy into networking than browsing the want ads. Networking is a smart way to find a job.

Myth – It’s embarrassing to go around asking people for a job.

Fact – Everyone has done it. It may be embarrassing at the moment, but it won’t be when you get that first pay check. The purpose of networking is not to beg. It’s not even to ask for a job. You don’t start networking expecting a job just to fall in your lap. You go in to learn about the position, the people and the company in your area.

Myth – Networkers are imposing on the people they ask.

Fact – If everyone was imposed on when they were asked for a job, no one would ever volunteer a position to their friends and colleagues. Many people that you will ask got their job through networking. They may have felt like they were imposing but they did what they had to do to find a job, just like you should.

Don’t count networking out as a viable job search technique. It may put you in the right spot at the right time.

Recruiters face this issue just about every day - so they have to become experts at finding hiring manager email addresses.

The obvious away to find the hiring manager's email address is to call the company. You might get lucky and the hiring manager's admin or the person who answers the phone might give it to you.

Or you might not get quite so lucky ...

All is not lost, because there are a number of ways to play detective to get a hiring manager's email.

Learn how recruiters find hiring manager emails, by reading:
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For those individuals searching to rejoin the workforce or believe now is the time to change jobs, it is important to hone your interviewing skills in order to place yourself in the best position available to attain the job you want.

When going on your interview, your appearance and means of communication with your interviewer are just as important if not more so as what resides on your resume.

It is important for those interviewing for a job to focus in on their non-verbal means of communication so they don’t mess up. Keep in mind, your non-verbal communications can actually kill or deliver the results you want.

When you first meet and greet your interviewer, do you make good one-on-one eye contact and offer a firm handshake? If not, you could lose points right off the bat, leaving you to have to play catch up over the course of the interview.

Some other missteps that can doom an interview include not smiling, appearing unusually nervous, demonstrating bad posture, bad wardrobe or grooming and being animated when asked simple questions. Oh, this seems like a no-brainer, but don’t be late to your interview; you’d be amazed what message a little tardiness (non-emergency) can mean to an employer before you even sit down for a one-on-one chat.

A good way to avoid many if not all of these mistakes is by doing a practice interview the evening prior in front of family, friends and/or a mirror. While you don’t want to appear too rehearsed, a little practice never hurts. This also holds true with getting to your interview on time. It never hurts to do a practice run so you know the exact location of the interview and about how long it will take to get there.

When it comes to actually starting the meeting, be sure to maintain good eye contact with the person interviewing you. By being focused in on your interviewer, you’re engaged in the discussion and interested in what the company may be able to offer you; staring past the interviewer is surely not sending a good signal.

While not talking over or continuously interrupting your interviewer, it is to be expected that you will have some questions regarding the company, so prepare them ahead of time. This allows you to come ready to learn about the position you’re applying for, how your role will impact the employer and what the company can do for you.

One question that should not be at the forefront of your list is how much money the job will pay, as nothing looks worse than if you’re only interested in the salary. While it is only natural to want to know what your income will be with your new employer, don’t be overly aggressive in getting to that issue.

Lastly, the reason you're going to an interview in the first place is that you either lost your last job or want to switch positions. Either way, do not badmouth your former or current employer.

The last thing a person should do is burn bridges with a former or current boss. If you do that, it can have a negative impact going forward on your career, not to mention be seen by a potential employer as negative and one reason not to hire you.

When you head off for a job interview - the bottom line is easy - Sell, sell and sell yourself.

Dave Thomas writes extensively for B2B lead generation online resource Resource Nation that provides expert advice on purchasing and outsourcing decisions for small business owners and entrepreneurs. He is an expert writer on items like credit card processing companies and is based in San Diego, California.