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Designer. Disruptor. Startup Mentor. Digital Innovator.

Author: jeanneleez

How to Maximize Your Social Media Strategy

"How to Manage Remote Workers” - ibuildcompanies.com by Jeanne Heydecker

Social media can be a very powerful driver of traffic to your web site. It can also be a major investment that doesn’t justify the salaries of the staff involved. How do you maximize the effectiveness of your program and convert fans into leads that convert to additional sales?

NOTE: A technical issue – social media sites are not built as a vehicle for marketing. Making fake profiles for marketing purposes is against most Terms of Service. One of the ways that they catch “social spammers” is by capturing their IP address. Most company networks typically use a single IP for the entire system. If 20 people using the same IP address suddenly become active, their software will suspend or delete these users. A few suggestions to counter this issue is to utilize a number of different IPs, usually through a proxy, or to connect from mobile phones, or from different locations.

Facebook

Facebook is the single largest social media site in the world and had the highest potential for growth. While growth in the U.S. and Europe have much plateaued, there is still significant growth in Asia. In order to maximize your results, search for SEO keywords, and identify similar pages and special interest groups. These groups can be utilized to link back to your web site and other social media pages. Even if you have an established Facebook Business Page, all “public writers”, i.e., any personalities that you use online, such as spokespersons, story-line characters, etc., should have professional profiles and Fan Pages as well. All staff should be fans and actively participate on your company’s corporate and fan pages. Writers should post links to their latest stories.

Global Users (Source: Zephoria Digital Marketing):

  1. Worldwide, there are over 2.27 billion monthly active users (MAU) on Facebook for Q3 2018.
  2. There are 1.15 billion mobile daily active users (Mobile DAU) for December 2016, an increase of 23 percent year-over-year.
  3. Mobile advertising revenue, according to Facebook, represented approximately 91 percent of advertising revenue for Q2 2018 up from 87 percent in Q2 2017.
  4. 1.49 billion people on average log onto Facebook daily and are considered daily active users (Facebook DAU) for September 2018, which represents a 9 percent increase year over year.
  5. There are 1.74 billion mobile active users (Mobile Facebook MAU) for December 2016 which is an increase of 21% year-over-year.
  6. On average, the Like and Share Buttons are viewed across almost 10 million websites daily.
  7. Age 25 to 34, at 29.7% of users, is the most common age demographic.
  8. Five new profiles are created every second.
  9. Facebook users are 76% female and 66% male.
  10. Highest traffic occurs mid-week between 1 to 3 pm. On another note, a Facebook post at 7pm will result in more clicks on average than posting at 8pm. Go figure. How this can help you: You have the potential to reach more consumers and drive higher traffic to your site during peak usage times, but people may be more likely to be more engaged in the evenings. This statistic may be a factor when you are planning social communication scheduling.

Compare That to Myanmar:

  • Facebook Subscribers (Source: Global Stats Statcounter): 16,000,000 (29.7% penetration)
  • Gender: 37% female/63% male
  • Age: 53% ages 18 – 24/25% ages 25 – 34

Highest Number of Local Fans in Myanmar on Facebook Pages in Myanmar (Source: SocialBakers):

  1. 7Day News Journal: 15,445,403
  2. Eleven Media Group: 12,924,233
  3. BBC Burmese: 10,122,801
  4. Mizzima – News in Burmese: 9,238,765
  5. The Irrawaddy – Burmese Edition: 9,183,085
  6. VOA Burmese News: 8,891,191
  7. MRTV-4: 8,098,777
  8. Myanmarload.com: 7,877,552
  9. Telenor Myanmar: 7,748,092
  10. MPT: 7,633,436

DO:

  • Enhance your Company Corporate Page. Update your cover art. Explore different options for your profile image. Review your “About” page. Is it comprehensive? Are all of your contact details available?
  • Develop promotions and giveaways that can be downloaded for user pages, such as widgets, badges, etc.
  • Use polls, games, etc. that link back to your web site (preferably to a targeted landing page that amplifies the interaction while pointing to other parts of your site for demos, downloads, product information and sales).
  • Respond to any comments on your wall as soon as humanly possible.
  • Post at least one status message daily or three posts a week minimum.
  • Create and promote events, both on and off-line.
  • Ask for reviews.
  • Posts photos of events. Have a photo album with an insider’s view of your company. It may be of office parties, people having lunch together, dressing up for special occasions, etc. Keep updating this. If you have a CSR program where employees go as a group to clean up streets or work with stray animals, posts those photos, too.
  • Post video interviews with people in each department. For example, have one of your HR people give five tips for preparing for a job interview. Have your software development lead talk about the types of projects they work on, what software they use, database, etc. and the types of people they look for to join the team. You can also have the strategic head discuss their views for what the industry will look like in five years. These videos don’t need to be very long; 30 seconds to three minutes is plenty. You can also do quick videos like, “Describe working at our company in one word.” Interview a person on their first day on the job. Since 68% of videos are watched without the sound on, use beautiful readable typography to create nicely done subtitling. Be sure to use consistent, branded title cards and credits with the last one a call to action such as visit our web site, call, or email today (with the details, of course!).
  • Post all of your videos on YouTube and transcribe each one, then use the embed link on Facebook, twitter and LinkedIn.

LinkedIn

LinkedIn is the top most visited professional social network site in the world. It is the best platform to raise questions on your industry, recruit staff, talk about industry issues, etc.

LinkedIn receives over 14 million visitors a month on average with 42.9% from US alone. Visitors has been increasing at the rate of 3.75% on a monthly basis between April 2009 and April 2010. Their audience is between 25 to 54 years old, with 35-44 as the largest group on LinkedIn. Over 9 million of its members have a college degree and over 4 million have a post graduate degree or above. An average user views 8.45 pages on LinkedIn and spends over 6 minutes on-site.

Compare That to Myanmar:

LinkedIn Subscribers (Source: LinkedIn): 267,701

DO:

  • LinkedIn Company Profile for Your Company: In order to have a brand presence on LinkedIn, you must have a company profile. It gives your company a face and the visitor an overview of what you’re all about without having to visit your website. This will give your online presence an SEO boost as well as bring in curious visitors.
  • Network with Thought Leaders and Potential Strategic Partners: LinkedIn groups are one of the best places to network with thought leaders in your industry and listen to what others are thinking and saying about your industry. You’re allowed to join 50 groups on LinkedIn but don’t join all the groups in your industry. Find similar people in groups that are peripherally connected to what you do.
  • Do market research and get feedback: Depending on how active the people are in each group, the individuals should be sent links to blogs and articles on your web site.
  • Asking questions in your LinkedIn Groups can generate content as well as a community discussion. They can be asked what their take is on a particular subject with a link back to the original article or post.
  • Develop a free poll in surveymonkey or another free survey program to allow you to get sample data from your professional network as well as publicity on various issues related to your company and industry.
  • Nurturing and Generating Leads: The contacts you gain through LinkedIn will give sometimes give you email addresses as well. They can be sent a canned welcome email on whether they’d like to subscribe to your company newsletters or alerts. Personalizing the email will be seen as a personal invitation to subscribe and not as spam.
  • Host a Group on LinkedIn: Make a group for dialog between people who are concerned about issues and concepts related to your company and industry. Invite those individuals who are already in other related groups. Most groups have few members because there is no dialog or activity within the group. The right audience will be already there since they’ve joined other similar groups. Being a part of a larger group with a personal invite also means that they can engage in conversations that they have an interest in already.
  • All authors, staff, and board/advisory members of your company should have a profile on LinkedIn. They should accept any invitations that make sense to accept. Enter any recent business cards you receive to invite them to LinkedIn or connect with them and point them towards your group.
  • The conversations started at a conference or meetup can continue online through group discussions. The group should also link back to videos of panels.
  • Recommending colleagues and partners is a must. Provide 1 recommendation every few days and be honest.
  • Update your status at least once a week or tie in your status with Twitter.
  • Make at least one introduction/recommendation to those with similar interests. Connecting two people can really be rewarding. I once was following a gent in Myanmar selling solar panel/battery systems for small homes in rural parts of Myanmar and he was frustrated with the quality of the solar panels. He connected with me, since I have worked in green telecom and had used solar panels in our rural telecom solutions. I made introductions for him with my suppliers in India and in China and he was very happy to find better quality at lower prices.
  • Industry keywords should be highlighted as one of their interests on LinkedIn. The Linkedin group should also be prominently displayed in their profiles.

Instagram

Instagram is a social networking app made for sharing photos and videos from a smartphone. Similar to Facebook or Twitter, everyone who creates an Instagram account has a profile and a news feed. It’s like a simplified version of Facebook, with an emphasis on mobile use and visual sharing. Just like other social networks, you can interact with other users on Instagram by following them, being followed by them, commenting, liking, tagging and private messaging.

When you post a photo or video on Instagram, it will be displayed on your profile. Other users who follow you will see your posts in their own feed. Likewise, you’ll see posts from other users whom you choose to follow.

There are more than 540,000 users on Instagram in Myanmar. 45% of users are female while 55% are male. 45% of users are between the ages of 18 – 24 and 32% are between the ages of 25 – 34.

Niche Groups

There are several other global sites that make sense building partnerships as they target the same community as you do. For example as a company in the travel and tourism sector, you should be visible on tripadvisor.com, couchsurfing.com, nomadicmatt.com, etc. Find the global sites that match your target consumers and reach out to see what they’re willing to do to promote your efforts in Myanmar. Offer to create custom content about them in exchange for the same. Use comments to leave substantive content about what you offer.

Tie in to other social media more powerfully – use the interaction from other sites as adjunct content – let your readers also be active writers – enable them to upload content to the site. Make your use of SHARE buttons for social media much more prevalent. This makes them more loyal to you as well, and ask them to recommend you to their friends – this has the highest clickthrough rate potential you can get.

Myanmar Social Media Statistics for October, 2018

Social Media Statistics for Myanmar October 2017 - October 2018 - ibuildcompanies.com by Jeanne Heydecker

Source: StatCounter Global Stats – Social Media Market Share

  • Myanmar Population: 53,855,735
  • Internet Users: 18,000,000 (33.4% penetration)


Do you want to outsource this type of work so that you can focus on higher level activities? Subscribe today to learn more about building your business and receive a free PDF “Process Plan for Creating Your Own Innovation Program”. Feel free to email us to learn more about how we can help you grow your business.
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How to Maximize Your Email Open Rate

How to Maximize Your Email Open Rates - ibuildcompanies.com by Jeanne Heydecker

The other day, I recommended to a client that we should add email marketing to the mix, and they replied, “That’s so old school. We’re not interested.” I then explained why email marketing was still relevant and will remain relevant as long as people use emails. They’re now generating emails to start an email campaign.

Email marketing has been around as long as there have been personal and professional email addresses. The reason companies still create email campaigns is BECAUSE THEY WORK. Email has come a long way from simple text and a link to a web site, to becoming fully functional sales and customer retention tools that increase the lifetime value of a client.

Let’s start with the basics. The important metrics to chase in email marketing are open rates (OR), click-through rates (CTR), spam counts, percentage delivered and bounces. For this post we’ll be focusing on Open Rates and what makes a person open an email.

You have a micro-second as a person is scanning the subject lines and the name of the sender for the person to decide whether to mark you as spam, delete or open. A boring email subject line will likely mean that your email will be quickly deleted and never read.

There are plenty of rules which most email filters will catch and assign as spam such as:

  • ALL CAPS
  • Spam words, such as “amazing”, “risk free”, “winner”, “cancel at any time”,
    “great offer”, and “order now”
  • Misleading subject lines such as “Urgent – Update Your Information” or “Thanks for Your Order” when you don’t have an account or placed any orders.

ISnotSPAM is a great free tool that scores your emails for deliverability and lets you know if they are likely to trigger spam filters.

NOTE: You can also be considered a spammer if your IP address was previously blacklisted. Two popular sites are MXToolbox and DNSStuff to check this out.

So What Helps Increase the OR on Your Subject Line?

Add a Date

Putting the deadline or a date in the subject line is a good way to encourage the recipient to open your email right away, instead of ignoring it for a few days. It makes the reader feel a sense of urgency to open and read the content.

Example:
Only one more day to save 50% on your flight to Bali

Add a Compliment on Their Work

An article, a talk, a video, their new product blog post —anything specific to this person, their company, or team, can help you make an authentic connection, and your email subject line will be much more likely to be opened. I find this to be the best and most effective way to increase open rates as it DOES require research and specific information about that person. This gets a bit technical, but in most email software, there are fields where you can add information about the person which you can update on the back end. As part of creating your email, you can add in all sorts of placeholders for individual fields. Let’s say that you are sending out emails to journalists in the telecom industry and want to know if they had considered writing about solar powered options. If you use one the fields to document the location of their latest article on telecom, you can use a placeholder for the publication in the subject line. In this example [PUBLICATION] = Harvard Business Review, so your subject line would be written as “I Read Your Article in [PUBLICATION] and Have a Few Follow Up Comments”

Example:
I Read Your Article in Harvard Business Review and Have a Few Follow Up Comments

Add a Shared Connection

People are more likely to open your email if you mention in the subject line that you are from the same hometown, went to the same university, or have some other shared connection. As a bonus, your knowledge of their background shows that you put in the effort to research them and that you’re not just messaging them from a random list. Again, this could be an additional field in your email database, where the subject line is: “[FRIEND] Highly Recommended You for a Great Job Opportunity”

Example:
Barbara Simons Highly Recommended You For a Great Job Opportunity

Add Their Name

This is pretty easy to do and using a person’s first name in subject line increases the likelihood of them opening the message, according to marketing software platform HubSpot. However, many tech savvy people know how simple this is to do and may still not open it since everyone has tried this at some point.

Example:
Sarah, How Often Do You Check Your Credit Score?

Add an Active Verb

If you’re getting a request from a potential connection to meet, your reader will be much more likely to open “Let’s Grab Lunch Next Tuesday – My Treat”, rather than “Networking Lunch Request.” Begin your subject lines with a verb rather than a bland summary of your request.

Add a Tag

Tags are required by the CAN-SPAM Act when an email is an advertisement so use this sparingly. I highly suggest testing this to see how these perform with the readers in your email list especially with your deliverability scores. Tags such as [Time Sensitive], [Urgent], or [Action Item] at the beginning of your subject can create an urgency to open and reply. This is not a field placeholder as above – just simple text.

Example:
[Urgent] Need Your Approval By End of Business Today

Numbers

There’s a reason why traditional and online publishers love publishing lists. The human brain typically memorizes and learns information through categorizing content organized into lists. It can also help indicate how much time the reader can expect to spend reading your email.

Bad Example:
1,000 Great Birthday Party Ideas

Good Example:
Five Simple Ways to Save Money at Costco

Also, the human mind prefers odd numbers: 3, 5, 7, 9. Sometimes even 11, but the longer the list, the more time someone will feel they’ll be investing and it may get tossed. Add three and a link to more on your blog.

Email marketing is a great way to announce new products and services, reconnect with past clients, prospect for new business and to maintain relationships with your fanbase on a regular basis. Developing content can simply be lists of your most read, commented or shared blog posts. If you’re not doing email marketing today, please consider a small test to check response. It is surprisingly affordable and it may surprise you. If you’re not sure how to start contact us and we’ll walk you through the process and can get you started quickly.


Do you want to outsource this type of work so that you can focus on higher level activities? Subscribe today to learn more about building your business and receive a free PDF “Process Plan for Creating Your Own Innovation Program”. Feel free to email us to learn more about how we can help you grow your business.
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Localization: More Challenging Than CEOs Think

Localization: More Challenging Than CEOs Think - ibuildcompanies.com by Jeanne Heydecker

One of the mistakes many companies make during expansion is putting up foreign language web sites and thinking this is the end of their localization initiatives. I once worked for a large school district outside of Chicago with 50 schools and 35,000+ students. I was responsible for all web development across the district. In the first year I redesigned every single web site (55) all by myself because I had no team. In the second year, we created an ability for teachers, administrators and students to add moderated content to their school web sites. I’d won a Webby Award. Everything was going great. Then the Superintendent asked me to explore making duplicate sites in multiple languages.

I knew how much work that was going to be because when I worked at Lycos, we had an entire localization team building out sites daily across the world. I asked him what language he wanted to start with and he stated that there were statistics somewhere as part of the admission of a new student as to what language was spoken in the home. So I explored who might have this information and found the one guy with the data. There were over 140 languages spoken in the homes of our 35,000+ students! Armed with this information, I approached the Superintendent and explained the situation. He agreed with me that making foreign language sites for all would be unrealistic, so we decided to stick with the English version and facilitated forms and other downloads in Spanish only.

Imagine walking down the street in New York and a guy in a hot dog costume hands you a flyer in Spanish with a call to action. When you pick up the phone and call, what language do you expect the call to be answered in? Spanish, right? In India, I had to create a Marathi version of our logo, which was required by law in the state of Maharashtra:

iPlace India Logo - English Version

iPlace India Logo – English Version

Logo for iPlace India (Marathi Version) by Jeanne Heydecker - ibuildcompanies.com

Logo for iPlace India – Marathi Version

 

 

 

Once you start down this road, by putting up your first Spanish web site, you have set expectations to your visitor that you will support their language across all of their touchpoints:

  • Your Company Branding
  • Web Site Content
  • Sales Literature
  • Tech Support Documentation
  • Customer Support Personnel
  • Invoices and Billing Information
  • Sales Proposals
  • Contracts
  • Technical Documentation
  • Installation + Maintenance Manuals
  • Social Media
  • Blog Posts
  • Print and Online Advertising
  • Everything

Develop a cross functional team and list every deliverable to be produced, staff to recruit, procedures and approval processes. Finalize your budget and determine what it will take to establish return on investment (feasibility). Implement one language at a time, doing milestone reviews and documenting any improvements that could be made to streamline processes, decrease costs, improve quality.

You will also need to set up a process flow that facilitates communication between teams so that every time something is updated in your primary site, the rest of the versions know what has changed. A feedback loop needs to be established so that the person leading localization is notified when each other language site has been updated.

Also bear in mind that local languages come in all different flavors. The Portuguese spoken in Portugal is very different from Portuguese spoken in Brazil. For some languages, like Spanish, classical versions MAY enable you to serve more customers across the Spanish-speaking world, but maybe not, especially when it comes to contracts and other legal documents. Also, if you’re selling products, you’ll need some sort of programming to ensure your pricing is in their currency and you have the most current exchange rate. The best way to do this is through geolocation.

Localization is critical for large companies operating or serving customers in several parts of the world. Programming the site using geolocation and automatically bringing up the right language is a hugely positive user experience. It builds a bond between you and your consumers in a way that makes them feel valued. Because your web site is in their language, it will feel less foreign and more familiar. If you do localization right, ensuring all touchpoints are in their language, you’ll most likely see an increase in traffic and sales conversions. Get started by prioritizing your language choices by markets and potential reach, and then start building. Its a lot of work, but well worth it for expanding into new markets and turning challenges into new opportunities.


Do you want to outsource this type of work so that you can focus on higher level activities? Subscribe today to learn more about building your business and receive a free PDF “Process Plan for Creating Your Own Innovation Program”. Feel free to email us to learn more about how we can help you grow your business.
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ibuildcompanies.com Offers Free Download for Starting Your Own Innovation Program

ibuildcompanies.com Offers Free Download for Starting Your Own Innovation Program

Download your free PDF: "Process Plan for Creating Your Own Innovation Program" - By Jeanne Heydecker - ibuildcompanies.com ibuildcompanies.com is proud to announce they are releasing a free downloadable PDF for anyone interested in developing their own internal innovation program. Suggestion boxes and other informal ways of innovating have gone the way of the past. R&D departments cost a fortune and may never create the disruptive ideas required to solve industry challenges and create more opportunity. This PDF explains a way to foster innovative thinking within your company and formalize innovation by creating an environment where the idea maker gets “a seat at the table” when ideas are approved, planned and executed.

“When used properly, simple ideas can become major game changers for your organization,” said Jeanne Heydecker, Founder and CEO of ibuildcompanies.com. “One such idea at a previous company started out as a simple point-of-contact assignment for a variety of employees. This morphed into a huge restructuring of the company that put automatic promotions and salary increases into the work, eliminating management time. This type of value creations comes from solving the pain points experienced by your employees. When they share their solutions, you would be very surprised to find the amount of  innovation already going on in small groups in your firm. But surprisingly, most people are afraid to share their ideas, afraid they’ll be rejected, especially here in the East. It’s okay to fail in the West, just as long as you learn from it and carry on. This program teaches and coaches, even when ideas aren’t sound. People will still continue to engage and share ideas when this program is followed.”

To get your own copy of the “Process Plan for Creating You Own Innovation Program”, please email us and we’ll send you our twelve-page white paper in PDF format or you can  download it here immediately.

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Leadership: A Reality Check

"The Dark Side of Entrepreneurship" - ibuildcompanies by Jeanne Heydecker

Lots of people want to be promoted and many are furiously focused on moving up the proverbial ladder to ever increasing job titles and responsibilities. Some use politics, others figure out ways to remove their current bosses in order to take their place, others move from company to company moving up as far as they can until they find a better company to get up to that next rung. None of that has anything to do with leadership.

Leadership is not a title. There is probably the same percentage of crappy bosses as there are crappy janitors. The problem is a crappy janitor does not make decisions that affect the lives of every employee in the company. Leaders are born. They tend to be the children at recess organizing team games. They tend to volunteer for extra work or duties. It’s the same in the workplace. Natural born leaders may not have the titles, but they certainly have the influence. People approach them — for answers, assurance, to share ideas. I’m sure you can think of one or two you’ve worked with in the past.

Then why are leaders not always the boss? Good question. There are plenty of reasons, from discriminatory hiring practices, seniority policies, perhaps even perceived as a threat to their boss and his/her career path. Leaders may also not be interested in managing other people, even though people follow them naturally. Leaders are not necessarily good managers either. Managers and leaders are very different animals.

Managers execute. They plan and manage projects, people and budgets to achieve department or company goals. They may not have a long term vision or the communication skills to inspire people to follow them. In fact, inexperienced managers may demand respect due to their title without having earned it. To become an inspirational leader, you need to be able to communicate effectively to all levels of the company. Your employees need to understand the “why” behind decisions made that affect them or their roles.

Leadership does not come from the suit; it comes from within. Some people think birth order makes a difference — that the oldest child will be the most natural leader, but after years of anecdotal evidence, I don’t see that as necessarily true. Leadership can be developed, just like someone who has a mechanical aptitude can tinker around, taking things apart and putting them back together again. The more you develop yourself, by taking on challenges, innovating, and encouraging others by sharing your knowledge or experience, the better a leader you will be.

In my company, we run an intensive 16-week Leadership Development program that puts practicing leadership into the work. Many employees apply and they can be from any level of the organization. We have Heads of departments sometimes being led by an Associate Recruiter through some of the team projects. Removing levels in professional development takes everyone out of their comfort zones and forces everyone to re-imagine their working relationship and communication skills. It’s hard to manage senior executives when you’ve only been with the company for six months. The intimidation factor of having to disagree and/or correct a senior leader in the organization can be uncomfortable at best, terror-filled at worst. Creating a safe place for practice and correction, elimination of hierarchy, and broadening their horizons by providing solid business skills along with leadership models and techniques, enables the program to develop leaders who will be building out new business ventures that will be part of the company’s future.

Now, most companies don’t have the luxury or scale to require a leadership development program. What can you do to develop yourself in a company that does not invest in their people? First, remember that leadership skills are transferable to any position. Even if you need to invest in additional education, this is an investment in yourself. In your future. (And please, not an MBA. We have too many managers. What the world needs is more leaders.) There are lots of online courses, blogs, videos, webinars, podcasts… books, magazines, and other print publications, as well as business-related TV shows that can add to your theoretical knowledge of how to be a great leader.

So how do you use what you learn through your investment in yourself? How do you put what you learned into action? Take the first step by having a 1:1 meeting with your boss. Share your desire to develop yourself and volunteer to assist with your manager’s work in order to learn more about what he/she does, how he/she does, and why. While some managers may feel threatened and won’t be comfortable with the idea, most will welcome an informal mentoring relationship that creates a “win-win” for you and your manager.

What if your manager isn’t willing to share their workload or assist in your professional development? Perhaps there are other more senior people in the organization that have the bandwidth and inclination to help you be a better, more productive employee at the company. It may make you more visible to senior members of the organization, but also remember it could make you look like a threat to your current boss. Tread carefully. Perhaps even ask for his/her permission before approaching more senior staff.

What if there isn’t anyone within the firm that is approachable? You have a couple of options. First, decide whether a company that is unwilling to develop their employees is worthy of your time and effort. If not, seek other opportunities in the market that may have better options for you. You may also find a mentor through a hobby or through volunteering at an NGO. See if you can find a cause you’re passionate about and determine which organizations can a) use your existing skill set, and b) can mentor you in learning new skills that you cannot explore in your current job.

Leadership is a special quality that requires active listening, empathy, advocacy, grit and perseverance. Leaders know that they are in the spotlight and their actions carry a lot of weight in how others decide to act. Leaders know that they can’t be successful without the efforts of their team members and they actively push any praise given to them back towards their teams. The more you do it, the more they’ll give back. It’s a wonderful thing. So get up out of your chair, step out of your comfort zone, and go for it. It is absolutely, totally, worth it.

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Preparing for Your Job Interview

"How to Hire the Best Talent and Repel the Worst" - buildcompanies.com by Jeanne Heydecker

Whenever I am considering hiring for open positions in our organization, I become quickly frustrated by the lack of preparation of many people interviewing for positions with my company. I expect people to have some idea of who we are and what we do. Here are some tips to ensure you get a fair offer from the company you are interviewing with.

Review the Job Posting

Read through all the roles and responsibilities for the position as well as the qualifications required. Carefully evaluate your skill set and if you are not a complete 100% match, be prepared to have solid responses in order to address any concerns the hiring manager may have. For each job role or responsibility, try to have a response prepared that illustrates how you have successfully accomplished that role or responsibility. You may not need them, but if you do not have experience in a particular role or responsibility, you want to align what you have done that could transfer into that position. For example, you may not have significant direct event planning management, but you may have assisted in the process and understand the overall process. You can describe your past role, what you learned, and what you would have done differently or share other ideas you had that you were not able to execute in a past position.

Ask Questions

Thoughtful candidates will have plenty of questions for the interviewer, such as, “What is the most important activity that this person will have to complete in the first six months?”, or “How often does the technical requirements document change during the development phase?” The more questions you have regarding the job, its role and responsibilities, the better. DO NOT ask questions having to do with pay, vacations or benefits as this will make the interviewer assume that you are more interested in salary than in the job itself and most hiring managers want people who are interested in the JOB, not the salary or perks. Many hiring managers will hire someone with less experience if the person interviews well, showcasing their skill set, thought process, and industry familiarity, over a more experienced person who seems only interested in a salary bump. You want to demonstrate that you know the company, its business model and what you can do to add to the bottom line.

Manage Your Personal Brand

Not only do you want to show up for your interview about ten minutes early, well dressed, clean, and prepared, you want to do a major review across all your activities online to ensure you are showing the professional side of your life. Bear in mind that hiring managers will google your name, and if it’s a common name, they might google your email address. You’d be surprised at what comes up. There are a number of online services that can help you with this process.

Learn Everything You Can About the Company

As with personal branding, check out the company’s reputation online. Glassdoor, Indeed, and many other organizations can tell you a lot about a company. Check out their web site, and where they are on social media. Review all the team members in the company’s “About Us” section and read their public profiles on LinkedIn. Hint: do not connect to everyone you see from an organization before you interview. This can make some hiring managers uncomfortable. I don’t feel this way, but many interviewers may feel pressured to accept your contact or ignore it completely, just like someone mentioning marriage on a first date. It’s just awkward. It is a good idea to connect to someone who has or had the job you are interviewing for and asking them how they got the job, what it is like working in the organization, etc. Some connections may actively help you out by giving you tips for when you interview or other handy advice. Search for the company name to see if anything negative comes up that you may want to address during your interview.

If you know the name of the hiring manager, you may be able to put together an organizational chart of them and their team. You may find interesting nuggets of information (for example, I learned that one hiring manager I interviewed with was an avid fly fisherman. I made sure to include watercolor paintings of freshwater fish I had done as a freelance project. He definitely remembered me because of those fish and I was hired.). You may also notice during your research that all his/her team members played collegiate sports or that all his sales people are from the same demographic background. If you don’t match these preferences, odds are that you’ll have to interview extremely well to ace the interview, since you will not be deemed a “cultural fit” for that hiring manager.

During the Interview

Okay, so you prepared for the interview by cleaning up your personal profiles and researching the company. You put on your best suit that makes you feel super confident. You have a clean copy of your resume/CV. If the job requires it, you have a portfolio of work or a website to showcase your work. Use the bathroom before you get to reception to ensure you don’t have lipstick on your teeth or to straighten your tie. Also, not having to go to the bathroom while in an interview makes it slightly more bearable. Sit upright in your chair while you are waiting, and be nice to the receptionist. If he/she is not busy, you can ask her what it’s like to work at the company. Maybe get some more intel on the hiring manager. Every morsel of information can help you decide if this is the company for you. As you wait, look professional and engaged. Review your resume again, go over your planned responses to anticipated questions in your head. When the hiring manager arrives, stand up and extend your hand. Your handshake should be firm and accompanied by a confident smile.

Once seated in the interview room, pay attention to who takes what chair. If it’s a conference room and you are the first to sit, take the first chair on the opposite side facing the door, but not the head of the table. Your interviewer may take the chair at the head of the table or the seat facing you. If you are interviewing with a panel, typically the most important person you need to impress is seated in the middle. Bottom line, treat them all as if they were the decision maker. Pay attention to your body language. You want to look engaged and interested, so lean in and be attentive. Poor posture or lounging back in your chair, rocking back and forth, will all give a poor impression. The interviewers may not even know why they were not impressed. Body language is not always read consciously by most people.

After the Interview

So you think the interview went well and you are looking forward to hearing from HR with an offer. You don’t know who else they have interviewed with and how you compare. If you were listening carefully during the interview, you may have noticed when your answer may not have been the best possible response. This is the time to correct it. Follow up with a nicely written email that thanks them for their time and enabling you to learn more about the organization and address any points you may have forgotten to share or to clarify any statements that you think did not go over well with the interviewers. You might also review the key takeaways you wanted to showcase during your interview.

So HR Calls with an Offer

Interviewing is a two-way street. You are under no pressure to just accept any job offer (unless you’re unemployed and the rent is due!). The interview is just as important to you as, most likely, you want to be hired at a great company that values you and provides meaningful work for you. If you are a star player, you want work that matters. Like Steve Jobs said to John Scully, “Do you want to sell sugar water for the rest of your life or do you want to change the world?” Are there any unanswered questions you need answered before you accept the position? During your research about the company did anything negative come up that you’d like answers to before you make a decision? Bottom line it for yourself: will this position create value for me as a person? Will it look good on my resume? Do I see myself still there five years from now? Only then, make your decision. Ultimately a company is looking for stable, dependable people who find meaning in their work and will spend quality time creating quality work that will create value for the company as well as challenging the employee in their career growth.

What other tips can you share about your experiences, as interviewer as well as candidate? Please share in the comments below. Good luck in your job search!

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How to Effectively Interview a “Creative”

"How to Manage Remote Workers” - ibuildcompanies.com by Jeanne Heydecker

Creatives are those people who work in the creative sector — writers, designers, singers, actors, dancers, sculptors, etc. But there are other jobs that require creativity or where a person who is naturally creative can excel. Interviewing creatives can be a miserable experience for more analytical people. They can’t fit the person being interviewed into any real classification because creatives are by nature very adaptable and flexible, naturally curious, are taught to see things differently, and are open to new experiences. They are always thinking “outside the box”. I have always loved this quote:

“When the artist is alive in any person, whatever his kind of work may be, he becomes an attentive, searching, daring, self-expressive creature. He becomes interesting to other people. He disturbs, upsets, enlightens, and opens ways for a better understanding. Where those who are trying to close the book, he opens it and shows there are still more pages possible.”

— Robert Henri

The Interview Process

Let’s start with the job posting. Creatives are not typically people who care much about money or title; they are all about the “creative journey” your company can offer. Your job posting should be written in such a way that the reader can understand the value you place on their creative output. Seek out great creative people you know to review your content and ask them whether it would attract them to apply. If not, get more feedback from them and do a few rewrites. You won’t find the best people unless you write about the position and your company in a way that will entice them to apply. What benefits and perks do creatives most like? Remote work environment (doesn’t have to be all week, but occasional work from home is useful), meaningful projects, reimbursement for conferences devoted to their area of expertise, and just feeling the respect fellow employees have for those who work in creative fields.

Once they apply, your process should include a review of their portfolio of work. Most of them have a portfolio somewhere online. Behance.net and myportfolio.com are great place to view people’s work, but there are many others as well. Carefully review the products they’ve uploaded. Does their style match your corporate brand? The closer the match, the easier the work will be for you both. Imagine expecting someone who loves to sketch buildings to create a precision-based rendering of the same building. Both of you will unsatisfied with the end result.

Regarding portfolio reviews, be aware that artists steal each others work and it’s all the more prevalent now with the availability of many online free and cheap design services and freelance sites. When someone’s portfolio is filled with many different and disparate concepts, some clean and precise while others are not, you may have found someone who is using other people’s work. Google’s image search has saved me from hiring some of these people. I’ve also had worse — people sending me samples of their work with the watermarks still on them from the sites they downloaded them from. An HR person may not notice this as they are scheduling interviews for you.

Interviewing

Once you have selected the portfolios of work that meet your standards and company branding and style, look over their resume. They may be job hoppers. This is actually pretty standard with creatives. They need continual inspiration and challenges to keep them interested. Their work needs to have meaning. Their work may not be considered important or they may have been told that their project is “on autopilot” which is a deeply unforgivable comment to make to a creative. Apple has shown the world that design matters. Designers, especially good ones, are very much in demand and can demand high salaries because they create immense value for an organization. When interviewing candidates, ensure that these values are true within your work environment and discuss how these values are instilled within the company or they probably won’t accept your offer.

Keep the interview process simple.

Ask about each project, how many people were involved and what was their role. Most creatives are delighted to discuss their work and even appreciate some feedback during a portfolio review. Ask them about their direct supervisors in each project and how they interacted with them. You’ll probably notice that most don’t like to spend a lot of time interacting with people, going to meetings, or presenting PowerPoints. They want to create. They want to build something. As part of the interview process, you may want to give the final two or three candidates a small project to produce for you (it would be nice to pay them a small fee for doing so) in order to evaluate their work style and whether they can complete the brief in the time allotted. Only those who are really interested (or desperate) will complete the work, with others dropping out due to lack of interest. You will have saved yourself from a bad hire.

The Offer

Bear in mind that meaningful work inspires creatives. The more alignment you have between the company’s goals and the candidate’s personal ambitions, talents and interests, the closer you will be to getting the candidate to accept your offer. When making your offer ensure that your language documents this as best as possible.

The Care and Feeding of Your Creatives

The creative process does not work like a manufacturing process. Managing a creative team can be a nightmare for rigid managers. Creatives need space and time to think through all possible solutions. What may look like wasting time spinning in circles in the middle of the office may be their way of doing this. They may surf the internet for days and just before the deadline, you suddenly see them furiously working late into the night creating the project. Maybe they’re still there at their desk when you arrive in the morning. The creative process cannot be forced; the magic only happens through inspiration and what the Japanese call “satori”, AA calls a “moment of clarity”, and others might call “eureka!”. Coach and positively reinforce their activity. If their work is not up to the mark, take a moment to let them know that you know they can do better. Be constructive and supportive. Defend their odd and quirky ways to upper management. Create that environment and you’ll have a line of creatives waiting to work for you. 🙂

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Free Resume Review Services Suck; Paid Services Are Even Worse.

Free Resume Review Services Suck; Paid Services Are Even Worse.

A friend of mine is looking for a new opportunity and he has had no luck in his search during the past three months. Sure, he had two interviews, but no offers. The companies he interviewed with didn’t bother to respond to his followup emails and phone calls. Frustrated by the lack of response, he asked me to take a look at his resume since I would be typical of a hiring manager looking for an internet marketing professional. My response to him was clean up the format and make it easy for readers to scan the resume and quickly decide whether or not to interview him. I also told him that instead of focusing on his responsibilities, to add achievements, for example, how much money/time did you save the company, what percentage of growth was attained, etc. I thought he’d done a good job and thought he’d have better luck.

During the next month, he sent out his shiny new clean resume, updated all his social profiles and waited. And waited. He applied to interesting job openings, but still no response. I was just as confused as he was. He decided to share his resume with companies that offered free reviews. Here’s one reply:

Your resume looks in a bad shape. I will enumerate few points below.

1. The length is extremely long. You should target a 2 page resume for the US market.

2. The font selection is bad. It is making the resume extremely difficult to read.

3. The summary and content is weak. Does not make you look like a 15 years experienced entrepreneur or management level candidate.

4. You have strong numbers in your resume which can be used to highlight your impact over the years. Right now, the numbers are lost among the letters.

Hmmm. We decided to test it again, this time with mine. Here’s the response:

Your resume looks in a bad shape. I will enumerate few points below.

1. The length is extremely long. You should target a 2 page resume for the US market and a maximum of 3 page resume for any other market including India.

2. The font selection is bad. It is making the resume extremely difficult to read.

3. The summary and content is weak. Does not make you look like a 30 years experienced Entrepreneur or CXO level candidate.

4. You have strong numbers in your resume which can be used to highlight your impact over the years. Right now, the numbers are lost among the letters.

Look familiar? Very much a template with a few changes in the content. I don’t think this was very helpful. Both recommended paying for creating a better version. He tried a number of other free services, then decided to pay for one service to rewrite his resume. They never called him or asked him any questions; essentially they just took the pre-written content and moved it around a bit, but nothing really different. It seemed cold and impersonal. They used acronyms and jargon that I thought would not make sense to the HR screener. They also did some questionable things, such as changing titles (for example, he was a Social Media Ninja at one startup) to something resembling more typical internet marketing titles. My concern is that when doing a background check, that discrepancy could cause a red flag. They also removed his social media links which made no sense to me since he’s applying for social media-related jobs. As a hiring manager, I would have to do the work to find him online to see his work and how he represents himself and the company online. I don’t have time for that…

I’m a harsh critic. Because I am a marketing professional, I expect that anyone wanting to work for me can market themselves well. After all they are selling themselves, warts and all. If they cannot sell you on themselves, how would they be able to sell technical products or services they aren’t as familiar with? I expect to see a flawlessly designed (or at least a neat and well structured) resume that showcases the person and what they’ve achieved. Typos will immediately get you thrown in the waste bin. I need detail-oriented people working quickly. Since most people have plenty of time to write up or update a resume, they can spend an extra five minutes proofing it for any typos or other layout challenges. I do visit all the social media contacts I can find, read through their LinkedIn recommendations, updates, posts, etc. to get a feel for their online persona. I notice how many followers they have on each one. If that persona fits with the way our company communicates, they’ll get an interview. Only then.

So what’s his next step? He’s going to keep the faith.

He’s decided to include the resume we worked on together. The paid for resume is headed to the waste bin.

“Someone out there is looking for me. We just haven’t met yet.”

He was spending a lot of time on company web sites applying for jobs using awful applicant tracking systems that were a nightmare to complete. Since he stopped wasting that time, those companies will never get a chance to meet an awesome internet marketing that I would hire in a minute. His new plan is to use that time to market himself using a rifle approach instead of the shotgun approach he’s been using so far. He will do more research on individual companies and connect to hiring managers on Linkedin. After he’s had time, he will create a dossier to send to them on ways he could a) grow traffic, b) increase quality leads, c) increase revenue, and/or d) save that specific company money. He would build a preliminary marketing plan based on his research and see what kind of responses he generates. He is still connecting with lower level people in these companies to ask how they got their jobs. These connections, he thinks, will be great. He plans to buy them lunch if he gets an interview to learn more about the company and the people he will be meeting with before the interview. Sounds like a decent plan to me.

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Life Is Too Short… For Online Job Applications

Life Is Too Short… For Online Job Applications

“#fml.”

My friend sharing that she’d just been laid off.

“I took one look at all the milestones on the progress bar, then hit the back key.”

Another ex-colleague, describing his displeasure when he clicked the “Apply Now” and “Apply on Our Web Site” appeared.

“I tried. I really tried. It was just too difficult, such a mess… I just couldn’t keep going.”

A different acquaintance describing the hell that is an upload or import of your resume parsed into a text block in an online form.

Recently, I asked a friend to keep a log of his job search activity for a week. (I am keeping this confidential because he is currently unhappily employed.) He’s a brilliant internet marketer with an active social media persona. His Linkedin profile and online resumes are up to date. He is willing to relocate for the right job and pretty open to new experiences. He’s personable and a team player. I’d hire him if I needed his skills.

His day starts by checking his personal email.

TIP #1:

NEVER use your work email for searching for a new job because:

You never know what kind of monitoring is going on with your corporate network. If you don’t want the company you are currently working for to find out, then don’t. Just don’t. It’s not professional.

As a hiring manager, if I saw your company email address, I would assume you were doing your job search on your company’s time, which indicates a lack of integrity. Your resume went straight into the trash.

Back to his email. About a month ago, he went through the laborious process of uploading and reformatting his resume on Monster, CareerBuilder and other more niche job search portals. He then set up searches on each that would email him when matching jobs were posted.

As he opens each of these email alerts, his shoulders sag. Why would he be interested in an entry-level SEO position when he has a decade of experience across the integrated marketing spectrum? Out of the ten emails he gets each day (between 70 to 120 links to openings), most of the jobs are not properly targeted. The software pretty much sends you any matches with very little filtering.

TIP #2:

Use the advanced search capabilities and keep refining your search until it seems to produce the best results possible. THEN set up your email alert. If you know how to leverage Boolean search techniques, you could also create Google Alerts to data-mine the entire interwebs for you.

As he’s reviewing emails, he begins opening new tabs to jobs he’s interested in. There may be six to seven jobs in total a day that he’ll click-through to, in order to learn more about them. Some will have been closed. Some may be in an industry that he’s not interested in working in or he’s not qualified for. Eventually he may find two or three interesting enough to learn more and apply. With his resume cleaned up and a basic cover letter at the ready, he clicks on the “Apply Now” button.

Sometimes it works seamlessly, but typically only within a job portal where you already have a resume uploaded and cover letters set up for every possible specialization you want to emphasize. The trouble comes when the company’s HR department doesn’t care enough about the candidate experience that they put you through applicant tracking software hell. Even if they’ve posted an ad on Monster or CareerBuilder, they still want you to apply on their web site. You know the companies I mean… a popup window with a progress bar with 15 separate sections. The upload that parses your beautifully formatted resume into what looks like gibberish. No rich text formatting to facilitate bolds, bullets and even new freaking paragraphs!!! ← You, too, Linkedin. Seriously. You’re the biggest offender. Get your act together.

My friend says there are times when he rejoices when he sees the “Log in with Linkedin” button, but it depends on the web site he’s on — sometimes it works perfectly, others, not so much. He’s had half a description show up as the description for another job. All the job titles in one job, all the dates in another. Going in and cutting and re-pasting took as much time as if he had done it by hand himself.

TIP #3:

He recommends trying the “Login with Linkedin” feature first, then deleting everything and starting over if it’s really bad, instead of reviewing every line to assure it’s actually in the correct field.

Same thing with uploading your resume as a PDF or Word Document. When these applicant tracking systems parse your resume, you have no idea how the software will recognize each piece of data. If you have fancy borders, tables, columns, bullets, bolds, custom styles, literally anything at all that you might use to create a visually beautiful and easy to read document, it could create havoc with what the software actually creates.

TIP #4:

Redo your resume as a text-only document (.txt or .rtf) and set up visual cues for spacing and bullets as best you can relying on nothing but characters, spaces and punctuation. Revisit one of those nightmare sites and use it to test your TXT file until it reads clearly and flows as desired. Then keep it handy for uploading to these nightmare sites.

The time it takes for him to apply is much faster with his streamlined text version for uploading purposes. Even if the software makes mistakes, they are typically easier to identify and correct.

Even then, some of these applicant tracking software systems make you double the work, by uploading your resume (which you had to review and correct to ensure your formatting was clear), but then begins a series of pages WHERE THE SAME INFORMATION HAS TO BE ENTERED INTO INDIVIDUAL FIELDS. Start Date. End Date. Location. Title. Salary. Why you left. OMFG. Where do I upload my DNA sample? The EEOC labor compliance doesn’t have to be seven pages of checkboxes and submit clicks. If you treat candidates like this, how do you treat employees? I cannot imagine trying to file an expense report or a health insurance claim with this same company…

This is where my friend got angry. I mean, really frustrated. At this point, he typically gives up and this, my friends, is the problem. He’s a really great internet marketer. He’s a brilliant guy to work with, yet these companies will never have a chance to meet him and it really is their loss.

TIP #5:

Update your Linkedin and online profiles regularly. All those resumes you have online should be updated WEEKLY if you are actively looking and interviewing for a new job. Sourcers and recruiters are usually going after the latest resumes to be posted and may not even even go back 30 days when searching for candidates.

So how did his time break down? At the beginning of the week, he updated all his profiles, taking about two hours. He keeps links to all of his online profiles as bookmarks, and he just goes down the line, making small changes, testing different things (like taking his middle name out, changing it to an initial, eliminating it altogether) to learn what shows more activity. He looks at any analytics these portals provide (like LinkedIn’s “Who’s Viewed Your Profile”) and compares the activity across the sites and prioritizes any follow up he wants to do. Each day he spends about an hour reading through the email alerts and reviewing the interesting positions. Depending on how he has to apply, he could spend between 5 minutes and two hours per application. Seriously. And he’ll only spend that two hours for a dream job, something he wants to be perfect when he applies.

After applying for positions, he networks online, seeking out potential hiring managers in companies he’s interested in. He’s also connected with lower level staff to find out how they got hired. He spends, on average, about two hours a day networking, connecting, posting in groups, responding to posts, and posting his own updates.

After that, he goes after staffing firms adding his resumes to their applicant tracking systems, following up on recruiter calls, and handling phone interviews. People say looking for a job is a full time job. It shouldn’t be. My partner says, she’s never had to look for work; that the offers just come to her. That’s not really true. She’s very active on social media and a thoughtful curator of industry news that makes her a thought leader in her industry. She writes consistently for multiple channels, keeping her work fresh and updated regularly. She does it for the love of her work, not for jobs, and it shows. She earns awards and gets on top ten lists all the time. Being generous with your knowledge, connecting like-minded people, mentoring — all are skills that enable you create an online persona that is attractive to employers even if you are not actively looking for work.

So, how did he do? After the week of logging his time, filling out applications on job portals and company web sites took the majority of his time, nearly 18 hours. The next largest chunk of time was devoted to networking at 10 hours, with responding to recruiters and screening interviews third at 4 hours. That’s 32 hours on top of a full-time job. It shocked him when he fully understood the time issue. He’s making it part of his job search to completely forego company web site applications. Based on our analysis, the time spent vs. actual responses showed a 0% result. (I know a couple of the companies he applied to — known for being black holes; articles about their “strong” work culture shows they have no respect for employees; it’s quite evident in their hiring practices as well.) Following up with recruiting agencies also seemed to be an epic fail. Out of the 28 agency responses to his applications, he followed up with 23 as being interested. Out of the 23 recruiters he responded to, that had wanted to discuss an opportunity with him, NONE responded within that week. (He did get one call from a previous week’s effort.)

What does this say about the overall situation in the recruiting industry? Most recruiters don’t follow through. None of them really care about you. You are a product they are selling to a company in exchange for a fee. You are the same as a house to real estate agent. If a better house is more easily sold, which house do you think the real estate agent is going to concentrate their effort on? Job portals are like the LMS listings real estate agents share. If a job order comes in that matches your skills, they will call you. If not, who are you again? It’s not their fault. They can only fill the jobs they have available now. If you don’t match any of their current openings, they can’t help you.

The majority of people are hired through their personal networks and employee referrals. This is hard to do if you are job searching while still employed, but quietly reach out, make connections, clean up your online activity, and polish your interviewing skills, will significantly shorten the amount of time you spend looking for a new opportunity.

Message to Companies Who Still Want You To Apply on Their Web Site:

Have you gone back over the analytics of your applicant tracking system to see how many people register but never complete the process? Do you have someone in your organization who monitors this metric? If it looks anything like the bounce rate on a spammer site, you are seriously losing out on some of the best people available. I will state it again:

At this point, he typically gives up and this, my friends, is the problem. He’s a really great internet marketer. He’s a brilliant guy to work with, yet these companies will never have a chance to meet him and it really is their loss.

You might want to reconsider how you attract talent and your entire candidate experience more carefully because only those with plenty of time on their hands, or are desperate enough, will complete those horrible applications.

Great people are busy changing the world, not completing endless fields in your applicant tracking system.

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ibuildcompanies.com Goes Live in Myanmar

Product Launches - ibuildcompanies.com by Jeanne Heydecker

Friday, February 16, 2018 — YANGON, MYANMAR: ibuildcompanies.com is proud to announce they have soft launched their web site today. They are a management consulting company set up to assist Myanmar companies marketing to the West or are planning to do so.

“There are plenty of issues out there that can trip up a Myanmar company when playing at the international level. They’ve been living in such a bubble for so long that their expectations, quality, their client’s expectation do not match,” said Jeanne Heydecker, sole proprietor of ibuildcompanies.com. “I have been really lucky in my life when it comes to working across a number of industries as well as in several countries on five continents. I want to help Myanmar companies get that good that much quicker. We are a one-stop shop that is surprisingly affordable.”

ibuildcompanies.com will be offering the following services to start:

For more information, or to learn more about how these services can benefit you, visit their site at ibuildcompanies.com.

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