So, which is the better choice? Well, that’s going to depend on what you value the most in your tablet experience. Are you looking for the cheapest tablet in town? Are you willing to pay a bit more for a better browsing experience? Which product provides better e-mail support? What about battery life? Is the Nook $50 better than the Fire? Allow us to break it down for you.

Which One Is Better? Kindle Fire vs. Nook Tablet

External design

The Kindle Fire took most of its design cues from the BlackBerry PlayBook, with the same textures and thickness. I found the rubberized back too soft and not good for gripping. The Nook Tablet is grippier all around, and the strip at the bottom makes it it a little easier to hold onto. The Kindle Fires sleep button is also poorly positioned, while the Nook Tablets is tucked away on one of the longer sides and the home button is on the front.

Winner: Nook Tablet

Storage

At first glance, the Kindle Fire comes with less storage than the Nook Tablet. Once formatted, the Kindle Fire has 6GB for you to manipulate as you please, while the Nook Tablet has 13GB. But as I discovered only a solitary gigabyte is for you to use as you please; the other 12 are reserved for content bought from Barnes and Nobles stores. The Nook Tablet gets some points for its (empty) microSD card slot, but evaluating the devices as they come out of the box, I can’t ignore that limitation.

Winner: Kindle Fire

Browser

Amazon paid special attention in development and marketing to the Kindle Fire’s Silk browser, saying that it would predictively load webpages to provide a swift and seamless browsing experience the belied the tablet’s modest internals. Barnes and Noble promised nothing special, other than that the Nook Tablet has a browser and you might want to use it because of the Internet. QED.

As it turns out, the Kindle Fire achieves better scores on the Sunspider benchmark, but the Nook Tablet’s browser was generally faster and less frustrating in regular use. Amazon claims that the Silk experience will get faster as it culls more data from more users to achieve predictive loading symbiosis, but I have yet to see evidence of this.

Winner: Nook Tablet

Keyboard and touchscreen use

The virtual keyboard on a 7-inch tablet is suboptimal for typing, and neither thumb- nor ten-finger-typing is comfortable. That said, you’re going to be sending the odd e-mail and typing an occasional URL or search term, so the keyboard will figure into your experience.

The touchscreen, and hence the keyboard, were unevenly responsive on the Kindle Fire. I couldnt type with much accuracy at all, and my taps often went ignored. The Nook Tablet was always responsive and the keyboard picked up far fewer errors, despite having the same awkward form factor.

Winner: Nook Tablet

E-mail

Both tablets come equipped with a native e-mail application, and both are easy to set up. However, the Nook Tablet’s email app is pretty half-baked. Your only option for mass handling e-mails is deleting them. The Kindle Fire’s app is more well-rounded, and while I knock points off for the less-accurate keyboard, Amazon definitely put more thought into what people actually do with e-mail.

Winner: Kindle Fire

Reading experience

Again, neither tablet wins at displaying magazines or other more visual content because the screen is small. But turning pages on the Kindle Fire was choppy, when all it was doing was sliding a new block of text onto the screen. The Nook Tablet does the same sliding-text move, but without the stutters. The Kindle Fires page turns aren’t intolerable, but this is so central to the reading experience, we’re astounded that it doesn’t do a better job here.

Winner: Nook Tablet

Store selection

Amazon has been building its Appstore more vigorously than Barnes and Noble, boasting over 10,000 apps. The Nook Tablet’s product page  says it can access “thousands” of apps, which, reading around the marketing speak, means decidedly less than 10,000. Both are to be commended for getting essentials like Netflix on board before launch, since that adds a lot of value, but I found several basic apps on the Nook Tablet to cost $3 when other app stores offer free versions.

I don’t want to pass judgement on books, since both have selections in the millions and we all have different tastes. The best you can do is look up some titles you’re angling to read and see if each store has them, and which has better prices.

If you have Amazon Prime—a service beloved by all who have it at Ars—the Kindle Fire wins video selection hands down. A Netflix app plus free Prime videos are unstoppable. If you’re not a Prime user, both stores have many movies and TV shows to buy or rent. A quick browse of Amazon’s popular and recent titles shows a good number to rent for $2 rather than $4, while most of Barnes and Nobles titles are $4. Like with books, your mileage may vary, so you ought to check out the stores for yourself. That said, I couldn’t find a place on Barnes and Nobles website that let us browse its movie selection. Could you?

Winner: Kindle Fire

Battery life

Amazon claims the Kindle Fire gets 7.5 hours out of its battery with WiFi off, and I got only 6 hours with WiFi on in my tests. The Nook Tablet running with approximately the same settings gets 9 hours and 15 minutes of video, but with brightness cranked all the way up, it gets about 7. The Nook Tablet’s battery is decidedly more robust, by a full movie in most cases.

Winner: Nook Tablet

And the winner is… 

We’re not going to tally up the marks and declare a winner, because their respective values will vary depending on how you plan to use your device. Feel free to mix and match and decide based on the criteria you value the most. Need a better browser, want to turn book pages without bringing the device to its knees, and looking for superior hardware? A Nook Tablet is for you. Need a constant stream of apps, a good e-mail app, and a thriving content ecosystem? Go with a Kindle Fire. I could discuss the permutations ad infinitum, but it’s ultimately up to you to decide which device is best for your needs.

Your Thoughts: Which do you think is better? Kindle Fire vs. Nook Tablet

Your goal is to be able to recognize when there is a real problem and to determine what action can be taken to correct it; or reduce it to a manageable level. Below we have listed the top 10 reasons for divorce.

It’s not easy for a husband and wife to decide to end a marriage. Often they spend a long time trying to solve problems before deciding to divorce. But sometimes they just can’t fix the problems and decide that a divorce is the best solution.

Top 10 Reasons For A Divorce 

10. Difference in priorities and expectations

Sitting at number 10 on the list of reasons for divorce is the difference in priorities amongst married couples. It maybe a self explanatory issue, which a lot of men and women discuss and anticipate prior to marriage, however, unanticipated matters at times do become major issues for many marriages. The fact is, no matter how much we try to harmonize our priorities, we still remain distinct and different individuals, so the best solution is to meet halfway. Couples who encounter major differences in priorities regarding their lifestyle should sit down and try to come up with a medium and acceptable level of compromise.

9. Addiction

Marriages, families and drug addiction certainly don’t mix well. Addicts not only have degrading effects on his own self image and their spouses, most often they leave disastrous emotional scars on their children, close relatives and friends. If a solution to save marriage from addiction is not provided, addiction will turn down everything towards destruction and the more it continues the more destructive it gets in the family. Some of the steps with addiction help can include: identifying the source of addiction, being honest about it and immediately seeking professional counseling intervention. Addiction is one of the most draining causes and reasons for divorce and should be paid immediate professional attention.

8. Child-rearing issues

Have you ever had an argument over who does what in regards with raising your kids? Well that’s child-raring and it does cause rifts in many marriages, while contributing as one of the major reasons for divorce. Sharing simple responsibilities like changing dirty diapers, reading bed time stories for kids to taking them to school or soccer games has historically been some of the top 10 causes for divorce. One of the ways to manage this better is to write down responsibilities and share them fairly. Specify who will do what, then start working on them a trial basis; maybe a week, or longer.  Of course you can collectively decide to change or shift responsibility as needed.

7. Religious and cultural strains

As one of the top reasons for divorce, religious and cultural differences usually take a lot of heat. Many times such problems really do not exist at all, but when other factors push the marriage towards its demise religious differences unfortunately get thrown in the mix and many times are blamed. Couples usually tend to discuss their differences prior to their marriage but as mentioned before in many cases religion does become a distancing factor.

6. Boredom in marriage

Believe it or not married couples get bored of each other or the life style they are drawn to. In many cases boredom can become much more noticeable and intolerable after longer years of marriage. While more compatible couples will stay together for life, some couples will eventually grow distant, disinterested, and consequently bored. Couples in this kind of situation should try to celebrate their marriage often and remember the good things and accomplishments that were previously made possible throughout their union. This can help shift the focus from the negatives to the positives. Also, trying new things like traveling, occasionally eating out or planning long-term projects can be good remedies for couples facing boredom, helping them to find a common goal and purpose once again.

5. Sexual incompatibility

Right in the middle of the pack of top 10 reasons for divorce sits the reproductive issues as well as sexual compatibility amongst married couple. In most cases sexual dissatisfaction results in separation and divorce but in a lot of other cases, the problem could be amended simply by being openly honest with each other. The issue of sexual incompatibility, whether it is reproductive incapability or else, varies significantly from case to case. Couples who feel that such issue is affecting their relationship should openly consult professionals who may be able to help.

4. Marital Financial issues

Money or anything related to it is always a possible cause of disagreement between many people – including couples. Married couples, whether happy or not, may have disagreements over little financial issues to much bigger shared financial responsibilities or unequal monetary status. Money is not always primary cause of divorce in married couples and is usually combined with other forms of reasons for divorce. In any case, it is still a significant contributor and should be managed with fairness from both sides, mutual understanding and a tiny dose of compromise.

3. Physical, psychological or emotional abuse

Marriage abuses – from either husband or wife – is a big area of concern for many couples. Physical, psychological or emotional abuses take a large diverse of forms, which varies from family to family. However, in a short list they include things like telling a spouse that they are unwanted, beating, name-calling, ignoring, restricting person to a room, terrorizing, monitoring phone calls, forcing spouse in doing something which they are not comfortable with. Abuse is one of the biggest reasons for divorce and any person oppressed in such a condition could face a really miserable life and should seek help quickly.

2. Communication breakdown in relationships

In a lot of cases when a marriage is breaking down one or both partners often say “we just can not communicate” or  “we just don’t understand each other.” Some people may think that “communication” in a marriage always means agreeing with each other. So when they are not able to agree then the couple refers to the problem as “communication problem.” This is not true. Good communication is not always about agreement but when you are in disagreement it most likely means that you are communicating well and clearly stating your position. Couples who have communication problems, which usually lead to divorce and breakdown are not able to find the between the two points of medium. And once again it is all compromising and finding a balance in between.

1. Marriage Infidelity: top reasons for divorce

Infidelity or more commonly known as “cheating” is on top of the list of reasons for divorce in the US. Most people know what infidelity or cheating is but in more formal terms infidelity is a violation of mutually agreed rules or boundaries that a couple assume in a relationship. In most marriages these terms are not mentioned since they are only assumed to be kept and honored by each person. Ironically, it is holds the number one reason for divorce in the US and many other countries.

Solutions?

We have listed some of the top reasons that have historically caused divorce among many married couples and discussed some of the origins of divisions in marriages. If you are facing certain complications in you relationship and do not feel like there is a way out of it, we advice you to see a marriage counselor. If you are in a situation where you are unable to see one, because either your spouse does not want to, or you are too shy to discuss your problems openly, then it is advisable that you seek online help for your relationship difficulties.

But, finally, if divorce is the ideal option, don’t allow the mental, physical, or sexual abuse to go on a day longer. You can survive without it. There’s so much more to enjoy and experience in life without someone sending you mixed messages of love… and pain. Run!

If you have spent anytime on Twitter monitoring your Twitter count, you will notice that your number of followers fluctuates too… daily! — like the stock market ( up / down)!

So, I wanted to construct an article that would not only provide background into why another Twitter user stopped following you, but what behaviors you could deploy to maintain their interest.

The reasons I blog and am active on Twitter is because I want to reach a worldwide audience. I have ideas and opinions that I want to share… and that equations become impacted when I have more followers. Period.

Let’s take a look at the Top 10 Reasons Why People Have Stopped Following You On Twitter! You might be employing a strategy that is turning off more Twitter users… than engaging them!

The first thing you have to realize is that there are tools that Twitter users to evaluate you. When your Twitter activity falls under these categories, you will be unfollowed. Plain and Simple. Here are some examples of that as well as other things that “red flag” you.

Top 10 Reasons Why People Have Stopped Following You On Twitter!

1. You Didn’t Follow Back?! — Other Twitter users want followers just like you do. Often this factor alone will be the deciding factor. So, realize, unless you are a celebrity (where an endless supply of Twitter users gravitate to you in droves), you must reciprocate their follow with one of your own. And yes, regardless of how fantastic, stupendous, and awesome your tweets are… No FollowBack = No Love!

2. You Stopped Tweeting?! — Twitter users use 3rd party apps to help identify problem areas in the list of people they follow. Somewhere along the way, you just stopped tweeting. Maybe you took some time away from your blog or some tool you use to automate your tweets stopped working… whatever the reason you came up on the radar.

3. You Are An Annoying Spammer! — A day does not go buy online where some guy, somewhere has not developed “an amazing money-making program, guaranteed to … (fill in the blank)” and is circulating that idea all about, especially on Twitter. Automated tweet after automated tweet… even DMs… chock full of spam and spam links!

Not only were you unfollowed, you were definitely #BLOCKED!

4. You Live On Twitter! — Are you guilty of this? Can you clog your Twitter timeline like nobody else with tweets galore? Nobody likes a big mouth though. Pace yourself!

5. Fanatical Celebrity Pursuit — Everyone has someone in the entertainment industry they emulate or find intriguing. The difference is, they don’t spend their day RT-ing everything the celebrity tweets, or have one-way conversations with said celebrity. Worst yet, is when that celebrity is a trending topic and you continue the debauchery.

Bottom line: We’re creeped out by all the obsessiveness. Seek professional help.

6. Personal Attacks — We live in a culture that values only one opinion, our own. Why do we feel the need to be in complete control, blame everyone else, and be right in every situation?

Social media awakens us to the reality of opposing viewpoint. Instead of the harsh critiques, name calling, and intolerance, try understanding. Discussions always improve this way… as will your Twitter experience.

7. Politically Correctness — Many users want people they follow to conform to their line of thought. Conflicting interests would mean you would get unfollowed. It’s natural though. You would rather be a true representation of yourself than some billboard.

Unless, you are a billboard — meaning you are marketing a product or creating a brand on here. The reality is people on Twitter often have a preference to converse with real people, not someone with a networking agenda…. and trying to jam their product up my ass!

8. Offensive Topics, Offensive Language — No need to explain this one. Is there?

9. The DM’er — I use an auto DM service. But, I honestly use it to greet a new follower and encourage conversation…

But, not you. You don’t need to encourage the person to “Like” your Facebook Page, subscribe to your blog, connect with you on LinkedIn and subscribe to your YouTube channel all in the same DM… do you?

10. One Dimensional — Every tweet., Every day. The same topic. From wanting new Twitter followers, to talking sports, or religion, or politics, of hip hop… nothing ever changes…

Bonus: The Sharer — Do I really want you to tweet the link of every blog and news article you read after work?

Sure, sharing is great, but leave some of that mystery for yourself.

Overtime: Automate it! — Not sure where these automated posts, quotes, and affiliate links for products are coming from… but, there doesn’t appear to be a lot of value from it. See Reason #3 — The Annoying Spammer!

Of course, as a blogger I use automated strategies on Twitter to entice readers — and for the most part, it works! But, I do try to keep the automation to a minimum. There is still plenty of human interaction on my part that more than offsets that.

In Closing

The reality is that you will never be able to please everyone on Twitter… and most comical of all, the majority of Twitter accounts do not appear to be operated by real people anyway. They’re either spam or an old abandoned Twitter account for something that used to be marketed that failed. Many Twitter accounts are suspended.

People are fickle.

Well, there you have it: The Top 10 Reasons Why People Have Stopped Following You On Twitter!

In the comment section below, what are some of the reasons you have unfollowed other Twitter users? Did you make a snap judgment… or was the reason a valid one?

More Source Blogger Articles On Twitter: 

How To Add Your Twitter Tweets To Your Facebook Fan Page

JustUnfollow: Should You Unfollow Twitter Users That Do Not Follow You?!

One would think that the most important questions at a job interview would entail areas surrounding their background, experience, and methods of strategic planning and problem resolution… and for the most that would be correct. But, one of the most ignored aspects of the job interview is the opportunity to ask questions at the end.

An interview often consists of four parts 1) You, 2) Company, 3) Position, 4) Your Questions — What’s that? You don’t normally ask very many questions? If your questions are such a major part of the interview, and you are not asking them, what message does that convey to the interviewer?

What do you think is the most common answer to the question: “Do you have any questions?” The real answer may surprise you… or it may be your typical response!

We will find out the answer to that question as well when we take a look at “Top 10 Questions To Ask At Your Next Job Interview “.

Top 10 Questions To Ask At Your Next Job Interview 

Surprisingly, the most common answer to the interview question, “Do you have any questions?” is no. Not only is this the wrong answer, but it’s also a missed opportunity to create dialogue that may lead to continued interest by the organization. It is important for you to ask questions — not just any questions, but those relating to the job, the company and the industry.

In the past, when I have asked a candidate, even a management-level or executive-level candidate did he/she have more questions, the response was often: ”No, I think you just about covered everything I wanted to know. I’m sure I’ll have more questions if I get the job.”

This is a very passive response that doesn’t demonstrate interest or imagination. Once you get the job — if you get it — may be too late to ask questions.

For me, it would tell me: 1) You are not truly interested in the position, 2) You haven’t fully read the job description, 3) You haven’t researched the company, 4) You are sending a message you wish to conclude the interview immediately. 5) You are not qualified

Be Prepared

What information do you need to decide whether to work at this company? Make a list of at least 10 questions to take with you to the interview. The type of question you will be asking will be based on the scope of the position, the company, geographical location, relocation, travel requirements, budget, industry challenges, etc… so, your specific question will vary as well as depending on who is interviewing you, how you word your question.

• If you are interviewing with the hiring manager, ask questions about the job, the desired qualities and the challenges.
• If you are interviewing with the human resources manager, ask about the company and the department.
• If you are interviewing with management, ask about the industry and future projections. This is your chance to demonstrate your industry knowledge.

Top 10 Questions To Ask At Your Next Job Interview

1. What exactly does this company value the most, and how do you think my work for you will further these values?

2. What kinds of processes are in place to help me work collaboratively?

3. In what area could your team use a little polishing?

4. What’s the most important thing I can accomplish in the first 60 days?

5. Can you give me some examples of the most and least desirable aspects of the company’s culture?

6. Am I going to be a mentor or will I be mentored?

7. How will you judge my success? What will have happened six months from now that will demonstrate that I have met your expectations?

8. This job sounds like something I’d really like to do — is there a fit here?

9. Now that we’ve talked about my qualifications and the job, do you have any concerns about my being successful in this position?

10. Tell me how this opportunity became available?

When you begin to think of the interview as a two-way process, you will see it is important for you to find out as much as possible about the company. Questions will give you the opportunity to find out if this is a good place for you to work before you say yes.

Go Deeper!  

Finally, a candidate asking real questions!

Over my years of interviewing candidates, I often felt they did not ask enough questions or asked the right questions that exposed my company’s weaknesses.

But, some did. And it single-handedly placed them on my short list of candidates. They pressed me of my understanding of company policy, company goals, systems, processes, communication, culture.

It was phenomenal. Why? Because it was evident they had the critical thinking  in “reading between the lines” of my questions, responses, and job description. It showed they were careful, cautious, and would look deeper beyond the surface in making an educated decision regarding their career path.

Be that person.

I hope you found this list helpful. Was there anything glaringly omitted in your opinion? What would you include as a good question to ask your potential next employer?

Although, what you really need is less luck… and more preparation.

Any interviewer will tell you that an interviewee who arrives unprepared, uninspired, and uninformed will rarely move on into the next phase of the hiring process.

Assuming you are the type of individual who really targets the type of company you want to work for, the industry, and the right position that not only challenges you but fits well into your career strategy, knowing what to bring to your next job interview makes a big difference… and well worth the investment.

The following are the “Top 10 Things To Bring To Your Next Job Interview”:

Top 10 Things To Bring To Your Next Job Interview

First off, there are many tangible and intangible things that go into a job interview. Things like proper rest and depending on the time of your interview, either a good breakfast or good lunch is essential. You don’t want to be in the middle of responding to a STAR (Situation, Task, Action, Results) question and suddenly your growling stomach enters the equation. Note: refrain from any bodily functions that impede your interview’s environment, which includes coughing (bring cough drops!), runny nose/eyes/sneezing (bring your allergy medication — watch for excessive drowsiness though), or worst yet, passing gas!

With that being said, let’s go deeper.

1] Pleasant Personality / Smile / Engaging 

Some people are not good actors. You may be several months behind on your mortgage, car note, credit cards… all that must be locked away in a compartment in your mind off limits during your interview. I would suggest not calling your “significant other” during your commute to the interview. No one needs that extra financial pressure walking into a meeting. Avoid it. Save it for later.

And maybe you have been getting the “run around” from several potential employers. They’re not returning your calls or have been responding stating “you were not a good fit” for the position, adding to your surly demeanor. You have to assume that this situation, this time, will be different! Don’t allow your frustration or desperation to show through.

A firm handshake, strong eye contact, good posture, and a pleasant delivery of your background and experience is needed here. Finally, leave the nervous anxiety in the car. Relax — (even though 93% of what is not verbal on your part is ringing loud and clear with your interviewer!)

2] Directions, Suite Number, and Name Of Whom You Are Meeting

There’s nothing like getting that call 20 minutes before an interview and the candidate calls you frantically trying to locate our address… Me: “Sir, we are in Chester Springs, not Chester… or Newtown Square, not Newtown!”

Also, nothing starts off a meeting better than incidentally standing by the receptionist and your interviewee walks in and says: “Good day, I have a 10:00am with err, umm, what’s his name?!”

3] You Failed To Research The Company And Read The Job Description (?) 

Print out the job description. No job description is written the same, regardless if it is for the same position in the same industry. Read between the lines. Look where the need is. That should tell you volumes… and be a good place to start when thinking about questions to ask.

Even the most private company has online presence. Read everything you can, print out the most essential material, make notes on it and pull it out during the interview as a reference!

4] Breath Mints 

Before an interview, brush your teeth, floss, and use mouthwash.

5 minutes from the location, pop a mint in your mouth. It should be dissolved by the time your interview begins. Your interviewer will be pleased and you’ll have the confidence to use long complex terms without the interviewer’s nose curling up.

5] Your Résumé 

@modeltrashcom You would be shocked at the number of candidates who will walk in without one. “Oh, I thought when you called me, you had a copy?” or “Oh, didn’t I e-mail that you?”

This may appear unnecessary to you, but printing your résumé on good paper says you value your résumé, what goes into your résumé, and how you present it. This ALWAYS leaves a lasting impression with the interviewer. Trust me. And always bring extra copies. You may be surprised to know you are meeting with many factions of the management team, and having a résumé for each of them will make an impact.

6] References 

"Oh, is that where you keep it?"

In the hiring process, often it’s not what you said, but what you can prove. There is always a level of suspicion when sizing up a new candidate. Nothing says “I am prepared to overcome that” than having a well-written  letter of recommendation / reference that serves to reinforce what is stated in your résumé.

No, not just merely a list of individuals on a contact list, actual correspondence from the same person who you would use as your point of contact when your references are checked. Often, these letters debunk any need to make contact with your previous employers — all the better for you.

To me, a letter of reference / recommendation says I was already to tackle my next challenge.

Invest in an inexpensive two-pocket folder in blue, since this color appeals to both men and women and conveys a business feel. On the left side, place your resume, and on the right, your letters of recommendation and reference list.

7] A Real Note Pad & Pen 

No, not a pocket-sized note pad, a regular, legal-sized one. And no, not a cheap plastic pen, but one shiny and nice that maintains your allure as an astute business person.

Overall, being prepared and taking notes elicits an aura of respect, shows you are paying attention (assuming you aren’t constantly staring at what you wrote) and will only help you later when reviewing what to write in your Thank You Letter or other areas to research prior to the second interview.

If you are going for a position that will require to sit regularly on board or production meetings, what type of message are you sending coming in empty-handed?

8] Questions 

This may be the company you will be working for for the next decade… and you have nothing to ask?

They’re asking you invasive questions, why not return the favor?

Ask about the challenges aspects faced in the company, the industry (e.g. competition/economics), and the position?

Ask what about the company is attractive to them? Or why one would want a career there?

Ask about professional development? Ask about what adjustment a new employee would need to make?

These are just a few examples. (Recommended Reading: Top 10 Questions To Ask In Your Next Job Interview 

To be on the safe side, concentrate on questions about the job’s responsibilities and how you fit the position until you get the actual offer. This is a discussion. Use tact as to not badger your interviewer or hinder your efforts.

9] Answers

a) Background Check —

More than one in four U.S. adults — roughly 65 million people –have an arrest or conviction that shows up in a routine criminal background check, and a new report from the National Employment Law Project finds that these Americans are facing unprecedented barriers to employment. With the rapidly expanding use of background checks, employers are routinely excluding all job applicants who have criminal records.

If you have a criminal record, although uncomfortable, be prepared to discuss this upfront. Clarity and transparency of what occurred is your best friend, not concealment!

Have A Conviction In Your Background? 10 Ways To Get The Ex-Offender Back To Work! 

Will An Employer Hire Someone With Misdemeanor Convictions In Their Background?

b) Salary —

Suprisingly, your salary requirements may be more modest than the industry norm and most candidates will lower their salary expectations to be more competitive.

Don’t fall into this trap. Get your full market value and what you deserve!

10] You Tell Me! 

In Closing 

I’d like to tell you that in a fair world, only the best candidates get the job… but, they don’t.

Being thoroughly prepared sends a distinct message to your next potential employee and singles you out from the crowd.

You want that.

I hope you enjoyed this list. Was there anything striking that was omitted? What do you think should be taken to a job interview?

If you were unaware, recruiters are typically paid based on two criteria: the salary of the jobs they are filling, and how many candidates they place.

Unfortunately, the odds are always stacked on the side of the recruiter, not you. We need to review what strategies recruiters are utilizing to lure you, and why it is so bad for your career and your job search? Worse yet, why do you appear so prone to their techniques? And what can you do to empower yourself and maintain your integrity while remaining focused on your career path?  Let’s take a look and what’s going on, shall we?

Recruiters: Bad For Your Career And Your Job Search?

The real value of a recruiter is to leverage his brand (the company or industry) possessing the ability to influence a candidate to believe that he/she is making the right career move.

In general, jobseekers do a poor job of finding a job on their own. Their resumes are poorly written, they often fail to network and leverage resources they have when they ARE working, and they phone screen/interview poorly when they have the opportunity. So, they will become easy prey and develop a dependency on the first recruiter who demonstrates any type of interest, regardless of it being superficial!

The Recruiter’s Job

The recruiter’s job is often not in your sync with your needs. They engage and disengage a candidate in the blink of an eye. Although they may have worked with many clients, rarely does a “real” relationship exist. But, the way it’s unraveled to you, it’s as if they have a list of client’s “in their back pocket”.

Often, the recruiter will have no warning of when a company’s next open order will come in (if ever)… but, will engage you anyway if you appear like someone that could have been a decent applicant from the last time there was an opening. It’s their feeble idea of “maintaining a pipeline of candidates” just in case. A pipeline is nice thing to have, but rarely does the system work. There’s too much movement on behalf of jobseekers.

REALITY: You have just as good of a shot of applying for a position yourself as they do sending your resume on your behalf!

Most recruiters working for staffing companies don’t have exclusive contracts to offer a job, actually screen candidates or are even remotely involved in the hiring process. Their role is largely self-defined, where they match candidates to a job posting; their success is dependent upon their network of contacts and their ability to get their candidates directly in front of the hiring manager.

It should be easy for you to detect a job ad from a recruiter — it’s very vague, non-specific, and typically refers to “a client located in”… You are never certain if this is a position that meets your level of career experience or whether it is designed for someone entry-level. And that’s the goal: To attract the widest amount of candidates and spark interest. It’s keyword-driven, like your job searches.

This Is Where It Starts To Get Real Ugly!

Recruiters will frequently ask candidates to send them a resume in Word format. First, because there is no contract in place between the company and the recruiter, and the recruiter doesn’t want to have the company hire the applicant directly, bypassing the recruiter and his commission. The Word-based resume allows them to remove the contact information of the candidate before sending the information along. But second, and more dubious, recruiters rewrite resumes.

That’s right! They’ll rewrite your resume to “match” the job description.

In most circumstances, lying or excessively embellishing a resume is typically grounds for automatic rejection or termination, regardless of who was responsible (most employers won’t take “the recruiter rewrote it!” as an excuse). Recruiters are convinced that keywords sell job candidates, so they’ll load up resumes with keywords, trying to match the resume to the job description to improve their chances of success. Finally, it’s possible you may not see the finished product, meaning you could get asked about something on your resume you’ve never even seen or heard of (can you say awkward?).

“Why do recruiters ask me to come in and meet with them?” What is this paperwork they need filled out?”

Recruiters want validation that you view them as someone credible. Once you are invested with them and their agency,  it becomes easier for them to manipulate you. Think of it like a car salesman trying to get customers into his showroom. You’ve invested the time to dress up, keep an appointment, and answer questions. Recruiters will tell you the purpose of the interview is to make sure you’re qualified and that they want to gear their efforts in the right direction based on your needs and career objectives. A couple hours later, you will be back sitting at home with the recruiter’s business card, a receipt for the toll you paid to go over the bridge, a ticket for not putting enough change in the meter… and not much else, especially not a job!

The second (and often more dubious) reason is to get you to fill out paperwork for the recruiter. Remembering that the recruiter has no contract with the companies they’re trying to recruit for, many try to get around this this by making you sign paperwork (usually as part of a “job application”) promising not to accept a position with any company they put you in contact with, unless that offer comes through them. The goal here is to get one of the two parties in a situation where the recruiter can almost be guaranteed their commission; this has nothing to do with protecting the interests of the candidate, and everything to do with protecting the interests of the recruiter!!

Now that the candidate is under contract, it’s time for the recruiter’s next trick…

Your Resume Is Now EVERYWHERE?!

You applied for a single position. You sent the recruiter a copy of your resume in Word, came down to his office, spent a couple hours being “interviewed” and signed a piece of paper promising to inform the recruiter if you got a job thanks to their efforts. Turns out the role you wanted either got filled or you weren’t a good match for. You move on to your next job prospect.

Unfortunately, the next company refuses to call you in for an interview because they’ve already seen your resume. Seems that your recruiter sent it to them last week, but the company you’ve applied to doesn’t want to pay the recruiting agency’s fees and sign their contract to pursue you. You’re now too expensive and come with too many strings attached.

Since that recruiter has you under contract, he’s free to do whatever he wants with your information. You are doomed!  Every place the recruiter now sends your information is off-limits to you if they decide the other candidate is more cost effective. You’ve just lost control of your job search my friend!

Sure, you can ask your recruiter to stop, but the damage has probably already been done. A recruiter’s success at their job depends on their ability to know pretty much everything going on in a given job field, which means there’s a chance everyone hiring for your field within 50 miles has gotten your resume and now can’t hire you!

Heaven forbid if you are working with multiple recruiters all targeting the same opening! The company, if interested in you, would be worried about being sued for violating another agency’s agreement!

This Is Disgusting!

Since you’ve provided the recruiter with your references, they claim they have to verify them before they can legally send you on interviews. This is not true. Your references should only be contacted if their is a conditional offer of employment that was submitted directly on behalf of the client.

So, what is the recruiter really doing? He/She is marketing themselves to your references! Your references have become business leads for them that they can solicit! You fool!

(Are you nauseous yet?)

Do yourself a favor! Make it your personal policy to not incur drug testing, credit checks, driver’s license reports, or reference checks until AFTER you have received a conditional offer of employment directly from the business you are wanting to be hired from… in writing… and NOT just the staffing agency. — Please!

The Bottom Line

The only recruiter you should be working with is one that works directly for the company’s HR department.

Outside recruiters and sourcing consultants are not your friends and not interested in your career goals or happiness. You are a product to them. A disposable one.

Some recently assigned folks may swear by their recruiter. Recruiters are placing candidates. Daily. But, there is always a price to pay for getting involved in this type of relationship. Trust me.

Do yourself a favor. Take control of your own job search. If you truly are someone of value to an employer in this job market, you don’t need recruiters.

Do you?

One of the other online giants which has also influenced the lives of millions is WordPress. It’s fair to say that WordPress is the most popular blogging platform today. I’m sure that there are many who wonder whether these two services could be integrated.

If you are one of the millions of WordPress users who wants to add Facebook to your WordPress website(s), you’re in luck. There are two ways to do just that!

Syndicate Your Status

The first and easiest way to add Facebook to WordPress is to subscribe to the syndication. There are many elements of Facebook, most come with their own RSS subscription. The problem is, it takes a little effort to locate the RSS button.

For example, to integrate Facebook’s “Links” to WordPress, you need to dig a little deeper on the side menu under your Home panel. Click “More” to reveal more links.

Then click the “Links” to go to the Links page.

At the sidebar on the Links page, you will find the RSS button. Right click on it to copy the RSS URL. You could subscribe to two kinds of links: “My Links” and “My Friends’ Links“.

By default, Facebook will bring you to “My Friends’ Links” page. So if you want to subscribe to your own links, click “My Links” link and right click on the RSS button on your links page and copy the address. This address will be used later on your WordPress blog.

Another RSS feed that you can subscribe to is your Facebook notifications. Click on the “Notifications” icon on the top of the page next to the search field and choose “See All Notifications“. Then on “Your Notifications” page, right click at the “Via RSS” link to copy the subscription address.

Please note that I did the walkthrough using Facebook’s new profile. If you are still using the old profile, you could upgrade to the new one by visiting the “Introducing the New Profile” page and click the “Get the New Profile” button.

To add the RSS to your blog, go to the Widget area by clicking the link under the “Appearance” sidebar menu in your WordPress admin area.

Locate the RSS widget and drag it to the Widget area on the right and fill in all the necessary data, including the RSS feed URL that you’ve just copied.

After clicking on the “Save” button you will see the content appear in the widget area of your blog.

This method is applicable to all elements of your Facebook account. You can use it even if you are using the WordPress.com service and not a self-hosted WordPress blog.

Use Plugins

As Facebook becomes more and more popular, you can expect to find more and more WordPress plugins related to Facebook. If you do the search, you’ll find tons of them inside the plugins repository. One of the recommended plugins is “Facebook Social Plugins“. You can easily search and install the plugin from within your WordPress plugins area.

After installation, activate the plugin.

The plugin will add its own setting link under the “Settings” sidebar menu.

Among the settings, you can customize many aspect of the plugin. But the first thing that you should do before customizing anything is to get a “Facebook Application ID“. Click the “here” link.

Then you can customize each aspect of the plugin, such as: the “Layout” and “Color Scheme“.

Don’t forget to click on the “Save” button after making changes to the settings.

As for getting the application ID from Facebook, clicking the “here” link will bring you to the “Create an App” page on “Facebook Developers” site.

All you have to do is to verify your account by providing your mobile phone number or credit card number. After that you will have your “App ID“. Insert the set of numbers on the “Facebook Application ID” field on the “Facebook Social Plugins” setting.

After activating the plugin and doing all the necessary customization, you will have the additional “Like” button (or “Recommend” button according to your setting) on the locations of your blog that you’ve specified.

And you will also get several additional Facebook related widgets that you can put on the widget area.

There are other ways that you can use to integrate Facebook to WordPress blog, but these two are the easiest method that I could find. If you know other methods, please share them using the comment below!

AFLAC is an insurance company that markets its indemnity products (Disability, Accident, Hospital Confinement, etc.) to businesses supposedly as an add-on to the Group Benefits (Health Insurance) it already has with its major medical provider.

Sure, AFLAC has been listed  as one of Fortune’s “100 Best Companies to Work For”  and has been noted on the merit of hiring diversity candidates, but let’s go beyond the mere marketing of AFLAC and find out what that means to you since you may be considering attending an interview or working toward attaining your Accident/Health License.

If you are at this point in your relationship with AFLAC, I recommend you read this first! Before you take another step! 

Compensation 

In any discussion with a representative from AFLAC (and that could be from the greenest agent to the most seasoned District Sales Coordinator), talks of salary or benefits are NEVER mentioned until you arrive for the first interview. [The new Agent is merely given a stack of numbers/resumes to call and a script. There is no formal training here... and 98% or more do not have a background in HR or recruiting.]

Calling it an interview would be quite an embellishment. It’s simply a group event (about 5-15 people) where one sits with other invitees and a Regional or District Sales manager “markets and sells” the opportunity to work with AFLAC, talking incessantly for an hour. Think of a fisherman casting a big net; hopefully there’s something worth keeping, otherwise it all gets thrown back. You will be attending these meetings with people who barely graduated high school, to fast food/retail people, to blue collar workers, to MBA’s, to new college graduates, to experienced insurance professionals. There’s no consistency here. Very little information was given out prior to the interview. But, that’s the intention.

The reality is you have to be truly be undesirable for AFLAC not to to have some level of interest. They contract anybody and everybody who can pass a background check and get their accident/health license! Why? Because there are no costs attached to bringing you onboard. No compensation for training, no hourly wage, no annual salary, no benefits, and ZERO expenses on their end. Even if you are completely unproductive results-wise during your tenure, there are no training or organizational losses on the AFLAC end — just the time and money you wasted as senior management preyed upon you as an unknowing job-seeker.

What They Don’t Tell You

Licensing — In most states, an accident/health license plus life insurance license will cost you upwards of $250 to $300… or more! You assume full financial responsibility for this expense. Some of this expense includes an online component that AFLAC provides to assist you during the time you are preparing to study for your state exam. Yes! You will be tested! And to be honest, the test is NOT EASY despite what some AFLAC agent has told you. The greater majority of candidates who take the test FAIL their first time. While being a win-win for the company that administers the test and takes more fees each time you take (and fail)  the exam, it becomes a challenge to the Aflac rep who recruited you because he has to keep you engaged and motivated to repeat the studying and test process! Remember, that’s his job!

Training — There simply is none. It does not exist. You are working with Aflac’s field staff, not corporate employees. The corporate part of Aflac begins and ends in Columbus, GA. Your team is made up of independent, self-employed, 1099′ers with very minimal oversight. 

You will only be trained based on the potential sales activity you create. Why? Because your AFLAC sales coordinator will take a portion of your commission (often 50%) to take you out in the field and demonstrate to you how to close a decision-maker/business owner, how to present AFLAC to his/her employees, and how to enroll each employee. Remember, no appointments means no training! A savvy sales manager will allow you to come to one employee presentation before you are licensed (meaning: since you are not licensed, you will not share any commission for your help that regardless of how minimal you helped out that day) to pique your interest, but after that, forget it. If your sales manager has any appointments either on his own or with a member of his team, you will never be asked to attend. It will generally take about 3-4 appointments before you are ready to go out on your own. The sales coordinator makes 50% of the commission of YOUR appointments and nothing when you come to his. So why would he ever train you on his assets? It would be like training you for free! 

So again, no appointments, no training!  And while AFLAC has online training and there is a lot of literature, 95% of what needs to be learned and is important to you, is done in the field. Because of that, keeping you dependent on them as long as possible is ideal! 

The Market — Aflac’s best years are behind them and they know it. While AFLAC continues to spend millions on advertising and recruiting, many business owners are still unsure where we fit into their business. While AFLAC enjoyed somewhat of a monopoly in the business-to-business marketing sector of employee benefits and insurance in the late ’90s and early ’00s, times have changed. They are starting to lose market share.

Many insurance companies that offer property and casualty insurance or primary group medical utilized their existing contacts to enter the space that Aflac operates in. Since they already possessed established, ongoing relationships,  they could leverage this to cross-market the same products Aflac does. These are seasoned, respected insurance people with years of competency, experience, and a vast network, not some bumbling, clumsy, new Aflac agent that an organization has no prior relationship with. As an Aflac agent, you will always be the fast-talking salesperson, not a respected career insurance professional. When they have questions, they will call their broker, not you. Their broker will often tell their client to stay clear of Aflac. (For those that may be unclear of what an insurance broker is, he advises and negotiates insurance on behalf of the business for compensation.) 

Reputation — Since the retention for Aflac agents is about 12% – 18% in various parts of the country, there is a constant revolving door of people who come in and realize the majority of their job is cold-calling businesses. For some, the idea of cold-calling brings terror into their hearts and minds and will have them running for the hills at the first sight of a phone and calling script. Others will call, but soon grow tired of the rejection and rudeness of receptionists, office managers, HR personnel and even the owner. Why? Because dozens of Aflac people have been calling and showing up at their door for years… and it’s never the same Aflac rep, it’s always a new one like you. And to be honest, businesses are getting tired of the harassment, unprofessionalism, and turnover. Basically, you are walking into a trap and the pickin’s are slim, very slim!

An Aflac agent is not some entrusted strategic business partner in the community working to enhance the benefit packages of small businesses, they are often new agents who know very little about the industry… and by the time a business begins to have questions or claims, that agent has long left Aflac and took another job. So, who gets to manage the account? If the company does not elect to use another carrier, often the account will go to… (see below)

The Aflac District Sales Coordinator

At Aflac, it is more profitable to the District Sales Coordinator that you fail. I repeat it is more profitable to the District Sales Coordinator that you fail. Why? Because the system is set up to pounce on your assets when you fail… and leave. Think about it. Would you rather have a small percentage…  or the “whole enchilada”?! Working in the industry is a lot easier when money is handed to you on a silver platter!

The majority of accounts that are personally held by a DSC are often acquired through attrition than by his own efforts. So, that nagging feeling you got when they rush you into calling and setting appointments (with the contacts you walked through the door with -family, friends, people you do business with, etc. — a.k.a. your warm market) , there’s a reason you felt like you were being taken advantage of.

Since you are new, your “warm market” wants you to be successful and this is typically your immediate opportunity when you start prospecting to make fast money. The DSC knows that he will not only get a chunk of your commission in training, but also will acquire your assets (accounts) when you finally realize you are wasting your time and move on to something else. And we’re not talking years, we’re talking a few weeks, sometimes days!! For many agents, it’s not that they didn’t appreciate the opportunity, it’s the lack of income that drives them away!

Ultimately, the real opportunity for the management team is having an efficient process that draws all the value possible from new agents (the general public) as soon as possible since the turnover rate is high and the window of opportunity is short. Once you hit a rough patch though, my, how things change! You have outlived your usefulness and there is a rush to cancel your Aflac contract and convert your accounts over. You will be tagged as an example of someone who “didn’t work hard enough”. Have you ever heard of “churn ‘em and burn ‘em?”

In Closing 

Even if you are lucky enough to get an appointment with a business, 90% of them are still very skeptical of working with you… and will want to shelter their employees from you. Employees of these businesses will often treat you very hostile or state they want to “wait” to enroll. Your commission check is generally only about 35% or less (upfront + ongoing residuals) of the total premium. If you are not enrolling large accounts, you will not survive.

When you do sign up a few of the employees, between turnover (meaning employees who left the company —  usually about 20%  of the staff in most years) and the fickle nature of maintaining added benefits, cancellations are high. Often businesses stop paying their bill for whatever reason and all the policies are null and void.

Since the compensation with Aflac means you are paid in advance (Aflac assumes that the policy will be in force for at least 1 year), you have to pay that money back (chargebacks) from future commission paid to you by Aflac. This is becoming more and more frequent.

Aflac states that “you can retire from this business in 10 years with 6 figure residual income for the rest of your life.” Due to the poor level of service Aflac provides to accounts (since it the emphasis is always sales-driven), turnover, and the constant churning of insurance carriers, this is nearly impossible these days. Many retired Aflac agents were hammered when the recession hit in 2007.

It’s a shame that a company would siphon value out of a soft job market for their own benefit. Don’t you think? Do yourself a favor, politely tell them no… make them accountable for achieving their sales targets on their own, without your help. Your business contacts and associates are precious. Don’t pawn them off to anybody. It’s not worth it.

While the idea of running your own business and being independent of corporate trappings is appealing in theory, in practice the greater majority of new agents will fail. Enrollment opportunities are few and far between. You’ll be poor, hungry, and homeless before you see any real reward for the hard work or sacrifice. That’s if you reap anything at all.

I’m sure you had higher expectations for your career, if you truly give a “quack”, better to “duck” that call or e-mail!

Tell us about your experience with Aflac in the comments section below! 

In the meantime, it is up to us to do our own taxes. Taxes to me, is another service that is provided that you can probably do yourself. Most tax preparers have software where they can submit the same, simple information you can enter into tax preparation platforms like Turbo Tax or Tax Act  on your own.

Over the last decade, more and more individuals have been either doing their own taxes or having a friend do them (In 2010, professional tax preparers handled only about 60% of those returns)…. and staying away from all the price gouging that companies like HR Block and Jackson Hewitt impose, particularly if you are in financial need and require a rapid return. (Note: as of last year, Rapid Refunds were restricted by federal regulators at HR Block and capped at $1500 for Jackson Hewitt.)

My wife, who is not a certified tax professional, often does the tax returns for about 10-15 of her co-workers and various family members. Does this appear to be the trend now?

While the Mrs. seems to be doing a good job, what are some red flags you should look for when a tax preparer is referred to you? Just because they appear confident and ready to earn your business, should you let them?

5 Red Flags To Look For: Think Anyone Can Prepare Your Taxes? Think Again!

1) Lack Of Availability/Lack Of Integrity — Giving one access to your financial documents and exposing intimate details about your life, family, income, expenses, and deductions is not something you should take lightly. Take some time to meet this person in person and learn about them. You want to know about their background, experience… plus, you want to know what level of support you can expect if something goes wrong now… and 5 years from now!

If I’ve given documents to my tax preparer, I expect, he/she will have questions, need more clarification, or may even request supporting documentation. When that’s not the case, and when the preparer is anxious to rush to a filing, I’d worry!

Another concern is when the tax preparer wants to remain anonymous and your friend who recommended them wants to pick up your W-2′s and deliver them on your behalf.

Also, be weary if someone who works at a tax firm is scraping work on the side for their own benefit  and either misrepresenting their company or misrepresenting what their role is.

2) Big Promises — The reality is many Americans actually end up owing money. If you haven’t evaluated my financial situation, how can you promise… anything?

This type of approach is insulting and a ploy to take advantage of people’s unfortunate naivety.

Sure, anyone can promise a BIG refund if they grossly manipulate the numbers, but the IRS will surely target these miscalculations and audit you!

3) Credentials — Oh, they don’t have any? May I have some references? I want to speak with clients you have worked with in the past.

You can avoid potentially serious issues by checking if your tax preparer has the correct identification. The IRS recently began assigning Preparer Tax Identification Numbers (PTINs), and if your tax specialist can’t provide one, you may be courting trouble by using an unlicensed preparer.

4) My Refund Is In YOUR Checking Account?  — If a tax preparer insists that any refund check be made out to his or her company, or deposited directly into a bank account without your name on it, that’s a huge red flag that your refund may not find you when all is said and done.

5) Your Fee Is What Percentage Of My Return? — Reputable tax-prep firms charge a flat fee for their services, based on the size and scope of your tax return. If a preparer bases your fee on a percentage of your tax refund, that should be an immediate deal-breaker. That gives the preparer incentive to pump up your refund by any means possible, which can invite some mishandling of your financial information.

Bottom Line 

Just because someone has done something for a long time, does not mean they do it well.

In the end,  including claiming too many exemptions, failing to claim allowable tax credits and missing tax deductions that could have saved you money is YOUR responsibility. Your good name on the line (literally), it’s best to thoroughly review any tax specialist you’re thinking of bringing aboard.

People take a lot for granted when they are buying a home, a car, giving their money to a Financial Adviser, or getting their taxes done. Don’t be that person.

Source Blogger says: Be Careful!

Bye Bye Alexa Rank!

Wait? How could a guy be happy about a drastically declining Alexa Rank? I thought Alexa Rank was the key to blogger success and notoriety? (I’m being facetious here.)

I think when most bloggers, (well, the ones who blog about blogging) get started, there is highly competitive nature to stand out amongst the crowd. There are typically 3 tell-tale signs that clue us in on our progress: Subscribers, Comments, and last, but not least, Alexa Rank.

Alexa is a company that offers a proprietary tool bar that web users download to report their web usage. Ultimately, with millions of worldwide users using this toolbar, Alexa ranks the most popular sites based on everyone’s usage data. Remember though – no Alexa Toolbar download means that your visit is not conveyed to Alexa and does NOTHING for your Alexa Rank!

Keep Reading: How I Destroyed My Blog’s Alexa Rank – And I Couldn’t Be Happier! 

The Importance Of Alexa Rank In The Blogging Community?

In my opinion, as an indication of your blog’s statistical performance on Alexa, your blog being in the top 75,000 sites worldwide is pretty good, Top 50,000 is great, and top 25,000 is awesome. In Source Blogger’s heyday (which is funny because I have been breaking personal records in pageviews and visits this year), my highest Alexa Rank was like 52k. — As of right now, my rank is 310k.

Before I go on, let me explain to you the importance of Alexa Rank (or what it was perceived to be back then). When blogging truly took off, a few bloggers were fortunate to have some financial backing (investors), a few corporate sponsorships, and got some media attention. The word got around that one of the easiest methods for a blog to show up on some company’s radar was Alexa Rank.

So, about 6-8 years ago, an explosion of blogs claiming how to make money online, how internet marketing and affiliate marketing was performed, even how to quit your day job and make blogging a career hit the scene. And as these blogs began losing steam, social media arrived and breathed new life into these blogs with the opportunity to write new content.

Surprisingly, there’s only so much you can write about these topics, before they get a little redundant and stale. Plus, everyone is copying and pasting each other’s content. It’s not a surprise to see elements of the same original post on 3 or 4 different blogs! You have to remember, as bloggers we are supposed to be RULED by Search Engine Optimization, anyway – not content.

Alexa Rank does not put money in anyone’s pocket, nor reflect traffic accurately (since only certain blog niches, like tech blogs,  have a lot of Alexa Toolbar users) – which is why more and more bloggers abandoned it .

The Winds Of Change 

Part of your growth as a blogger, is to to take chances and explore new topics. It’s a natural progression, that your content should elevate over time.

As a blogger who blogged about blogging, I began to feel confined by my choice. How important was the statistical trappings of subscribers, comment count, and Alexa Rank, when I felt like I could be doing more? So much more!

Many bloggers would advise you to start a new blog if you were covering new topics since it would confuse your current subscribers. I disagree. Keep your costs down. Keep it all on the same blog. Your blog is not written as a continuous piece of literature, it’s read through random content and image keyword searches. (But, realize that unless there is some consistency on your site, there will not be any motivation from readers to read similar articles you have written on the same topic!)

In Closing 

Oh, how did I destroy my Alexa Rank? Well, it’s easy. I stopped writing content for what I thought an Alexa Toolbar user would read and began to want to have a greater impact on society. Blogging about blogging, internet marketing, and social media marketing is too competitive and too self-indulging anyway. I began writing content about Sales & Marketing, Human Resources, and Employment. Ironically, my traffic nearly doubled as the transition came… while my Alexa Rank was flushed down the toilet!

I never really felt part of that “crowd” anyway. So, why pretend? Why not write about what moves and excites you? As a matter of fact, if you go back and read some of Source Blogger’s articles in its first year, it was a always a contra-philosophy to the perceived “norms” in the industry (blogosphere). But, I was OK being the rebel. …and still am.  I consider that part of the reason I am still here putting out some of the best independent content on the net.

No, Source Blogger is not a personal blog serving as an outlet to my emotions, but it has become my pulpit to share my unique views and ideas onto the world.

What are you doing with your blog? 

At any given point in the recruiting/screening process, you’re bound to come across it! Conducting a professional development training course in the community, you can believe it’s going to be there too!

What am I talking about? The issue of the ex-offender. — What do we do with him/her? Society is cruel to them. Ex-offenders usually have difficulty finding a job. Employers are reluctant to hire people with criminal records, and an ex-offender is likely to have a spotty work record and limited skills, according to the U.S. Department of Justice. The failure to find employment contributes to the high recidivism rates for most ex-offenders. Added to the usual challenge for ex-offenders seeking employment is the lack of basic job search skills. Many programs throughout the country help prepare ex-offenders for the job search. Tips from such programs are invaluable for ex-offenders.

In my personal experience, ex-offenders are very composed, humble, and possess the mental discipline to commit to transitioning to the workforce. They have an uphill battle though… who will give them a chance?

Ex-Offender, Let’s Get Back To Work: The Steps To Take

1] Go To School - Get your college degree. If you are going to be a jobseeker with a criminal background, be one with education and training. That will set you apart from at least 90% of other ex-offenders like you.

You just needing a job is not enough. Be specialized in something of value to a business. Sure, you’re not in a position to really make any demands here, but even if you are being somewhat taken advantage of, at least, you are working. It’ll be much easier to make your next move when you have that first paycheck coming in. Won’t it?

2] Join an Employment Assistance Program - Find a program that works with ex-offenders on employment issues. Such programs usually provide skills development, job referrals and other services. Program staffers are skilled at preparing ex-offenders for jobs and placing them, and can help you prepare to perform more effectively during the different aspects of your job search. For example, New York City’s Center for Employment Opportunities employs ex-offenders on work crews to prepare them to move on to unsubsidized employment. National Hire Network provides links on its website to programs throughout the country that help ex-offenders find jobs.

3] Be Proactive In Your Job Search - Do not depend on others to feed you job leads. There are many companies who are somewhat liberal in not doing background checks, especially staffing companies. – find them! Some companies also voluntarily put limits on how far back they will search your background – although, I must stress that those limits are often ignored when there is a felony.

When you are searching through jobs in Careerbuilder, Monster, and Craig’s List, take the time and see what questions come up in the online application process. Those companies that are not laser-specific in their background check requirements, register with them. Subscribe to them so you may receive e-mail when they post new positions.

4] Work Your Ass Off - 

a) Advancement — What better way to move up the food chain than from your current position? You are already working within the organization. Show strong work ethic and dedication on a daily basis. Take on as much responsibility you can handle. Be professional. Be dependable. You will viewed more as a valuable employee than a former criminal.

b) References/Recommendations — Focus on building your work record one job at a time. Even in the most inconsequential position, walk away with the intent of getting a written Letter of Recommendation / Letter of Reference from your manager. Don’t let future prospective employers take your word for your on-the-job reputation — get in writing that clearly states your success and accomplishments. With each position, new references and job skills are added to your resume. While the goal may be a permanent, well-paying job, each job worked has value in showing a potential employer that you could be a good match for his company’s needs.

5] Honesty is the Best Policy - The first person you need to be honest with is yourself. Come to terms with what you did and then work on beating it. Never discuss it until you have to. And when you have to… answer questions honestly about gaps in employment and criminal charges. Dishonesty or failure to disclose information can result in your removal from the hiring process or your firing if you are hired for the job. I recommend telling the truth on job applications and during interviews — but, communicate effectively and do not get into a debate.

6] Complete the Job Application - Incomplete job applications sometimes serve as a red flag to employers. Completely fill out job applications and leave no questions unanswered. Answer questions honestly, but limit the detail to only the information requested. Write on the application that you will discuss the criminal charges during your interview. Work with your professional job counselor to understand how to list criminal charges on job applications.

7] Practice Interviewing - Preparing explanations about your criminal background. Body language is important, as are eye contact, a smile and a handshake. Practice talking calmly about your criminal background and moving the conversation to discussions about your more recent accomplishments. Practice can help you appear less nervous during the actual interview.

8] Join a Peer Support Group - A group of ex-offenders can provide you with support, encouragement and understanding from people who share your experiences. Monroe County in Pennsylvania operates an ex-offender re-entry program that provides mentoring and support groups, along with employment and other services. Your involvement in a support group can result in job leads and information about helpful resources.

 9] Network: Keep Track of Others Like You - Millions of ex-offendsers are finding their place in today’s workforce. What is their secret? What is the path they took?

Feeling sorry for yourself only segregates you from resources that you you can use to your advantage.

10] Starting Your Own Business – I know this may sound strange for someone who does not have a lot of assets to start their own business, but there are some very simple, start-up opportunities out there that require very little capital to open.

And when you think about it, the only way to avoid the scrutiny of a conservative, over-protective hiring manager is to take control of your career.

In Closing 

Did you know there are places in the country that are passing legislation to prevent the “…Have You Ever Been Convicted Of A Crime?…” part of the application removed? It’s true. In Philadelphia, for example, businesses with over 1o employees are restricted from inquiring about an applicant’s criminal background until a first interview is scheduled. What do you think about that? Could more be done? If we do more, are businesses really being protected?

It’s your turn. What are your feelings on this issue? Please comment below.

So, I would encourage you to get as much as you can up front! 

Look, I know job offers are hard to come by these days. But, there comes a time when you have to take your career, your family, and your quality of life into consideration. Stop being such a bargain. 

Every day millions of people will negotiate prices at yard sales, eBay, and for flights and hotel stays. Executives negotiate millions of dollars on behalf of their employers for contracts, products, and services every year. So, why then is it so difficult for most executives to negotiate their salaries when offered a job?

In the pre-screen or initial interview, the recruiter or hiring agent wants to screen you out quickly. So they start the interview conversation with a compensation question, asking “How much are you currently making?” or “What is your salary level?” If you answer too low, you may be perceived as not competent, lacking confidence in your worth or sophisticated enough to handle responsibilities commensurate with a higher salaried executive. If you answer too high, you knock yourself out of the running and the hiring manager rapidly moves on to candidates more in line with their salary range.

First of all, you should do your homework and know the compensation range for this position so you can use this information to your advantage at any point in the interview.

Second, to delay the “money” talk, answer questions about compensation something similar to: “I’d like to find out more about this position first and talk about compensation should we both agree I’m a good fit.”

Third, if pressed to give an answer about your salary, give a range that is within the salary requirements for the job. This should keep you in the running and moving to the next interview phase.

During the interview process, continue to express interest in the position, but don’t discuss salary before the offer, if at all possible. You want to create a sense of need – that the hiring manager has to hire you because you are the best candidate for the job – before talking money.

It is a well-known fact that executives who are currently employed have a higher perceived worth than someone who is unemployed. Your job status could tip the weight of the salary negotiations. Know your worth and what salary you want before talking to anyone. Also have in mind the benefits you want/need to entice you to make this career move. That gives you confidence in what numbers you are willing to negotiate and benefits you are willing to give up if necessary. And, this gives you leverage during the discussions.

Okay, the offer is finally on the table. But it isn’t what you want. Employers expect people to try to negotiate so feel free to express your disappointment. Once you have done so be quiet. The silence will be uncomfortable and cause the hiring manager to pierce the silence with conversation – hopefully with an attempt to negotiate. At this point, if asked for your target salary, present a figure above what you want, so the negotiations can land close to your anticipated dollar amount.

Negotiating your salary can be a complicated and challenging process. There are many factors that can come into play, such as hiring bonuses, stock options, profit sharing, short-term incentives, flexible work schedule, etc. So consider everything as you go through the negotiations, balancing salary with benefits and incentives. As any good executive, you know it comes down to the bottom line whether negotiating a multi-million dollar deal for a company, or your salary and benefits.

Get what you are worth and more!