I found an old article I had clipped from Business 2.0 magazine fron October 2006 that has some interesting applications for resume writers. I'm not sure how to apply it yet, but I thought I'd put it out there anyway.
The article is "Business Models: Why It Pays to Give Away the Store."
"Once upon a time, in the bad old days of business, giving away a product without charge was unheard of. Sure, Estee Lauder gave samples to celebrities and Gillette sold its razors cheap and made money on the blades But free didn't become a serious option until the Internet gave us low-cost online distribution.
The strategy has become so common that venture capitalists have coined a term for it: freemium. The lucrative flipping of the companies behind Blogger, Flickr, MySpace, and Skype -- all of them free services that offer a premium component -- has led to hundreds of imitators."
How can resume writers take advantage of this? By offering a free resume review and tips. There are even websites offering free resume samples that are funded by advertising revenue.
Career coaches can offer a 15-minute free consultation, or free podcasts.
What are your ideas?
Ideas, information, and resources for professional resume writers.
Tuesday, November 18, 2008
Monday, November 17, 2008
Age Discrimination in the Job Search
An AARP study found that 79 percent of baby boomers expect to work at least part-time when they "retire" and the federal government predicts that the number of people over 55 who are working will rise 49 percent between 2002 and 2012.
Age discrimination is a complicated legal concept -- and discrimination may be difficult to prove. For example, a candidate may be deemed "overqualified" as a way to justify not hiring them because they are too old.
Employees and job applicants who are 40 years old or older are protected from age discrimination by both federal and state laws. The Age Discrimination in Employment Act (ADEA) forbids age discrimination against employees and job applicants who are 40 or older and work for an employer with at least 20 employees, including state and local governments. It also prohibits employment agencies, the federal government, and labor organizations (such as unions) with at least 25 members, from discriminating against individuals based on age.
Employers who meet these requirements may not discriminate against workers ages 40 and older in hiring, firing, compensation, benefits, terms, conditions, or any other aspect of employment, because of their age.
They may not retaliate against an individual who complains about age discrimination or helps the government investigate an age discrimination charge.
The ADEA allows an employee or job applicant who believes they have been discriminated against based on their age to file a charge against an employer, employment agency, union, or government agency. Charges are filed with the Equal Employment Opportunity Commission (EEOC), the federal government agency that is responsible for investigating the charge.
There are a few exceptions to the ADEA -- for example, there are jobs where an employer must be able to provide that an age limit is necessary for adequate job performance. There are also companies that mandate that their executives and high-level policymaking employees retire at a certain age.
Age discrimination is a complicated legal concept -- and discrimination may be difficult to prove. For example, a candidate may be deemed "overqualified" as a way to justify not hiring them because they are too old.
Employees and job applicants who are 40 years old or older are protected from age discrimination by both federal and state laws. The Age Discrimination in Employment Act (ADEA) forbids age discrimination against employees and job applicants who are 40 or older and work for an employer with at least 20 employees, including state and local governments. It also prohibits employment agencies, the federal government, and labor organizations (such as unions) with at least 25 members, from discriminating against individuals based on age.
Employers who meet these requirements may not discriminate against workers ages 40 and older in hiring, firing, compensation, benefits, terms, conditions, or any other aspect of employment, because of their age.
They may not retaliate against an individual who complains about age discrimination or helps the government investigate an age discrimination charge.
The ADEA allows an employee or job applicant who believes they have been discriminated against based on their age to file a charge against an employer, employment agency, union, or government agency. Charges are filed with the Equal Employment Opportunity Commission (EEOC), the federal government agency that is responsible for investigating the charge.
There are a few exceptions to the ADEA -- for example, there are jobs where an employer must be able to provide that an age limit is necessary for adequate job performance. There are also companies that mandate that their executives and high-level policymaking employees retire at a certain age.
Thursday, November 13, 2008
Cutting Out the Middle Man
A few days ago, I wrote about a website called "Blue Chip Expert," which purports to be like a "MySpace for Job Seekers."
In doing a little more Googling, I found that this isn't a unique concept ... either in the U.S. or abroad. For example, I found two United Kingdom-based sites, Zubka and Jobtonic, that fulfill similar functions. They engage job seekers, referrers (like resume writers, recruiters, or other job seekers), and hiring managers or recruiters and provide a pay-for-performance model that rewards referrers for connecting job seekers with hiring managers and recruiters.
It reminds me of another site that dates back several years, Who Do You Know for Dough. I never did earn any commissions from that site ... but I never did have any clients that fit their openings particularly well either. (I see that the site is currently serving job seekers in Pennsylvania, New Jersey, and New York.
Have you had experience with one of these sites? I'd love your feedback.
In doing a little more Googling, I found that this isn't a unique concept ... either in the U.S. or abroad. For example, I found two United Kingdom-based sites, Zubka and Jobtonic, that fulfill similar functions. They engage job seekers, referrers (like resume writers, recruiters, or other job seekers), and hiring managers or recruiters and provide a pay-for-performance model that rewards referrers for connecting job seekers with hiring managers and recruiters.
It reminds me of another site that dates back several years, Who Do You Know for Dough. I never did earn any commissions from that site ... but I never did have any clients that fit their openings particularly well either. (I see that the site is currently serving job seekers in Pennsylvania, New Jersey, and New York.
Have you had experience with one of these sites? I'd love your feedback.
Tuesday, November 11, 2008
Website Basics
Last week, I gave a presentation to about 30 small business owners on marketing their services. One of the hot topics was websites. I think websites are an important took for small businesses, but they are certainly not the "be-all, end-all" of marketing.
So it was with great interest today that I came across this website, ResumeAnswers.com, and it reminded me of some of the basics that resume writers should remember when developing their website.
These are:
So it was with great interest today that I came across this website, ResumeAnswers.com, and it reminded me of some of the basics that resume writers should remember when developing their website.
These are:
- Make it easy for prospective customers to contact you. Maybe it's my browser, but I can't find a phone number or e-mail to contact the site owner/business owner -- despite several statements about "contact me for 'x'".
- Establish your credentials. I get the feeling that this individual works in a recruitment agency, or maybe in hiring in general. But I don't know who he or she is, or any of their credentials, because they're not spelled out anywhere on the site.
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