5 Marketing Gigs You Can Do From Home

The Daily Muse 23 hours ago

For marketing professionals, sitting in a cubicle is something like a paradox. They're creative, resourceful and observant of our surroundings — and being confined to a literal box can really cramp their capabilities.

Luckily for those who work in marketing, companies are now considering remote employees more than ever, giving marketers an opportunity to work from a coffee shop, at home or anywhere that's going to allow them to be more productive.

In fact, there are a number of opportunities out there for work-from-homers — specifically in the digital marketing world and with tech companies that are increasingly advocating for virtual work environments. So, if you’ve ever thought about taking your marketing career out of the office, take a look at these types of positions.

1. Product Marketing Manager

If you love both tech and marketing, check out Product Marketing Manager roles, where you’ll manage new product releases and the internal communications, messaging and positioning that surround them.

While many companies want their Product Marketing Managers based on-site to interact with other team members, you can have success working for start-ups that are tight on space or companies that value virtual work. For example, Santa Barbara-based cloud computing startup RightScale offers many work-from-home positions — and is currently hiring a remote Product Marketing Manager who can be based in California, Seattle or Denver.

You Should Have: Tech savvy. Product Marketing Managers typically work with software and web-based products, so a passion for and experience in this world is ideal.

2. Marketing Copywriter

Recently rated one of the best jobs in the marketing and advertising industry, copywriting is an obvious choice for a work-from-home gig. After all, the work you produce — including web copy, ebooks, sales materials, blogs and articles — says far more than the hours you clock in at an office.

It isn’t difficult to find full-time work-from-home copywriting positions for companies or marketing agencies on sites like FlexJobs; or, if you’d like to freelance, check out Freelance Writing Jobsand ProBlogger’s Job Board.

You Should Have: Awesome writing skills is a given, but you should also have a handle on SEO. Companies want writing that they know will get seen on the web.

3. Marketing Analyst

If you’re extremely detail-oriented and love crunching numbers, this is a cool opportunity to do from home. In a position that requires you to analyze data and turn it into brand or marketing strategy, a quiet, uninterrupted work environment allows you to be more productive.

These types of roles vary in both scope and experience — for example, United Health Group is hiring a Senior Marketing Research Analyst to perform high-level research and make recommendations on that data, and an e-commerce company is seeking a telecommuting SEO Analyst Assistant to perform SEO research and data entry.

You Should Have: Depends on the role, but most likely a combination of analytical skills and strategic thinking. And an understanding of SEO is a big bonus.

4. Content Strategist

If you’re currently blogging, chances are you already understand how content marketing works. So, why not use your expertise to show companies how to be successful with the same methods? As a Content Strategist, you’ll work with brands to determine what type of content they need based on their goals — then, you’ll work to develop that strategy through campaigns, projects and editorial calendars.

There are plenty of opportunities available for full-time and contract roles, but I’ve also seen people have success pitching their skills to businesses they want to work with. If you’re hired on a project basis and deliver great results, that’s a great case for hiring you full-time. Make a list of places you want to work, pitch them your idea and learn from the process.

You Should Have: Proven success with blogging or content strategy.

5. Digital Marketing Consultant

This is probably the most flexible role of all, and if you have several years of experience and proven success in digital marketing, it could be the ideal gig for you. As a bonus, consultants are generally paid well, as companies rely on their expertise to take their company to the next level.

One option is working for a digital marketing firm, which are often hired to analyze current digital marketing processes and policies, provide thought leadership, and strategize with teams on improved performance.

Or, you can strike out on your own as a freelance consultant, where you can choose exactly what types of work and clients you take on. This can be a great fit if you’re looking to carve out an industry niche for yourself. Think social media for fashion and beauty clients or brand strategy work for healthcare organizations.

You Should Have: Several years of experience, ideally deep expertise in one or two specific sets of skills.

Image courtesy of Flickr, ishane

This article originally published at The Daily Muse here

Beyond the Resume: How to Choose the Best Candidates

The Daily Muse 11 hours ago

A traditional resume (or a LinkedIn profile) may be necessary for anyone who’s looking for a job, but in my 10 years as a business owner, I’ve never relied on either one to hire.

Honestly, I think resumes are a waste of time.

Part of the problem is that it’s human nature to exaggerate or even glorify a simple role. But the bigger issue is that there are a lot of things resumes can’t tell you about a candidate — like whether he’s the type of person you want to work with or whether she’ll fit in with your company’s style.

Instead, I’ve used a few non-traditional techniques that help me look beyond the resume to find great employees. Here are some tips for finding the best hires for your business without relying solely on a piece of paper or virtual profile.

Pay Extra Attention to the Application

The first step in the hiring process often involves an application. In the tech industry, where an ad for a job usually results in a high volume of applications, I play close attention to how people handle this initial interaction. Do applicants craft a personalized, interesting cover letter and follow up with an email or phone call a week later? Or do they simply fire off their resume without taking the time to interact beyond that? Someone who doesn’t take the time to be “remembered” not only seems less eager, but is most likely not a serious candidate.

One sneaky way to weed out the candidates who are just blasting out their cover letters is to add a special code or a hashtag to your application. I’ve been known to say something like “be sure to include #iactuallyreadthis on your cover letter.” I know immediately that the people who don’t put my special code in their letter aren’t paying attention to detail. And that fact alone tells me they probably aren’t right for us.

Do More Than Ask Questions at the Interview

When you bring your narrowed-down bunch of candidates in for interviews, you’ll definitely want to sit down with them and ask the standard questions, including soliciting specific examples from their previous work experience. But I also like to see how people perform on the job, rather than just have them tell me.

For example, if you’re hiring someone to answer phones, have candidates answer a mock phone call and see how they do. If you’re looking for developers, have them refactor some code. Even if you’re looking for something less task-based, like a project manager, you can have the candidate look at a current project outline and see what kind of questions or suggestions he or she might have.

You’ll also want to look beyond the skills and experience to make sure the candidate fits well with your company culture. At my company ShortStack, we don’t want to see a candidate on her “best behavior” — we want to see how she’ll be to hang out with during lunch or maybe even over a beer, because that’s part of our culture. Every Friday, our whole teams goes out to lunch together. It’s meant to be a fun outing, so I will invite prospective employees to make sure they can relax with us — or at least try to relax!

Use References Right

You probably already ask your applicants to provide references (and if you don’t, you should), but you want to make sure you’re using these contacts to their fullest potential to get the information you want.

For example, I’ll ask references about the candidate’s work performance, but I’ll also ask what the person’s sense of humor is like. This can tell you a lot, and as far as I know, won’t get you into legal trouble. (Ask your legal counsel to be sure — HR laws vary from state to state.) If the person’s more of a serious type — or on the other end of the spectrum, the office joker — he or she might not be a good fit for your organization.

I also like to ask if a candidate’s work area was clean or messy, how he or she interacted with the rest of the staff, and if he or she participated in any external activities, such as softball or volunteering. Think of what matters to you and your company culture, and use that as a guide for questions.

Use Trial Periods

I know this isn’t possible with all positions, but if possible, take the potential employee for a test drive before hiring full-time. Trial periods are almost like internships, but better paid and more serious. They can last for a few weeks or a few months, but can give you a good idea of whether the person is the right fit for your office.

For example, we give potential graphic designers and developers a few (paid) freelance projects to start with and then see if they have the skills we’re looking for. Look at it from an investment standpoint: If the salary is $60,000 and you invest $1,000 in a freelance project and discover that the person isn’t the right fit, you’re not out $1,000 — you just saved yourself $59,000!

It’s also important to pay from a legal standpoint. The person could have a great idea that you want to move forward with, but if he or she wasn’t paid and you don’t end up making a full-time offer, you could run into legal issues if you end up using the idea.

If you do go down this path, try not to mention the possibility of a full-time position so if the person doesn’t work out, it’s easier to move on to the next candidate. Make sure to clearly state that the period of work-for-hire is for a certain number of weeks and includes specific responsibilities.

The next time you’re looking to hire, think beyond the resume. Resumes are great for providing a list of (potentially exaggerated) skills, but building a successful team requires more than a list of traits on paper.

Photo via iStockphoto, Sturti

This article originally published at The Daily Muse here

6 Ways to Find Employer Contact Information

BY VAL MATTA  8 hours ago

It’s the crux of modern-day job seekers: They're often told that to stand out from other candidates, they need to contact members of an organization directly. But what if employee contact information is hidden? Sometimes it’s like a black hole — you could end up searching for what seems like forever to no avail.

At times like these, you have to think of yourself as a detective of sorts. You have to be creative. You have to think outside the box. You have to be stealthy. Finding the contact information of a hiring manager or employer is like a game, and you need to use the right methods to come out on top.

So, what are some best-kept secrets to gaining this information so you can streamline the communication and application process? Check out these suggestions.

1. Stalk Them

OK, so literally stalking anyone is a bad idea, but when you want to find out employer contact information, some light “stalking” can improve your chances.

For example, you can make some phone calls to company gatekeepers, such as administrative assistants, interns or secretaries. Contacting members of your network, such as school pals or fellow graduates of your alma mater, to see if there’s a mutual connection is also a great way to find contact information. Lastly, going to networking events where you know an employer will be present not only helps you find contact information, it can also open up the lines of communication.

Advantage: Allows you to quickly investigate contact information without any heavy lifting.

2. Use Email Verification Tools

Email verification tools are a great way to tell if an email address is fully functional. For example, you may get a tip from someone that the CEO has a hidden email address. By using these verification tools, you can find out whether or not the address is legitimate. Check out resources like verify-email.org to get started.

Advantage: If you have several email addresses to chose from, verification tools can help you to narrow down your options.

3. Check Out Public Records

Public records allow you to easily access contact information, such as phone numbers or email addresses, for basically anyone. Though they may cost money if you use an outside service, it may be worth it, since it’s harder to access public records on your own.

Advantage: Contact information is typically up-to-date and verified.

4. Contact Former Employees

Former employees may not be your first point of contact, but they typically have access to contact information of company bigwigs. Even if you don’t know them, send them a note on LinkedIn or contact them through their listed information. Most people are willing to help, especially if your approach is polite and straightforward.

Advantage: Former employees may also be able to point you toward the best person to contact.

5. Make Calculated Assumptions

You’ve heard the saying, “You should never assume,” right? Well, in this case, assumptions could steer you in the right direction. Many companies use the same email address patterns. If one company email is listed as susy.snowflake@wintertime.com, chances are, the same patterns will occur in other email addresses. That is, first name, period, last name.

Advantage: Since patterns are typically the same for all members of the company, all you need to do is locate the name of the employer or hiring manager. This is typically easier to locate than the contact information itself.

6. Search Social Networking Platforms

Social networking platforms are like the modern-day Yellow Pages: Most people are on them and you can find out a lot about a person by doing a quick search. See if the profile of the employer is open on Facebook — some of them include email addresses and phone numbers. You can also contact someone on Twitter to verify an email address. Or, you can connect or send messages on LinkedIn to gain contact information.

Advantage: This is an easy way to investigate employer information, while also giving you the chance to use these platforms as a communication method.

What do you think is the best way to find employer contact information? Tell us in the comments what's worked for you.

Mashable Job Board Listings

The Mashable Job Board connects job seekers across the U.S. with unique career opportunities in the digital space. While we publish a wide range of job listings, we have selected a few job opportunities from the past two weeks to help get you started. Happy hunting!

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5 Words to Use in Every Business Meeting

BusinessNewsDaily Jun 22, 2013

Forget presentations, handshakes and power suits: You should focus on what you're saying if you want to make a big impact in a business meeting.

New research has found that employees who used the words "yeah," "give," "start," "meeting" and "discuss" ended up with more accepted proposals in meetings.

In the study, Cynthia Rudin a professor in the Massachusetts Institute of Technology's Sloan School of Management and MIT student Been Kim examined data from meetings and the impact of certain words during those meetings. The research is particularly important considering that 11 million meetings take place every day, Rudin and Kim said.

"The study of meetings is important, yet challenging, because it requires an understanding of many social signals and complex interpersonal dynamics," says Rudin. "While there has been a lot of academic work done on meetings, our research is unique in that it is one of the first studies to use a data-driven approach to meeting analysis. There are many published lists of persuasive words, but they weren't created from a data-driven perspective. We wanted to prove which words are more persuasive using predictive modeling and hypothesis tests."

The specific words were found to be persuasive for a number of reasons. For example, the word "yeah" is believed to show acceptance and agreement of a point of view.

Moreover, "the word 'meeting' is used in suggestions about what not to discuss," Rudin explains. "For instance, someone might say, 'Maybe this is something for the next meeting,' as a way of gently moving the topic onward without causing offense. That suggestion was almost always accepted."

The researchers also found that workers must be particularly careful about paying compliments at a meeting, because compliments that follow negative assessments are seen as disingenuous.

"This is a bit counterintuitive because it would seem natural to compliment someone to make up for something negative you said about their idea," Rudin says. "However, that almost never happens."

Additionally, the researchers provided insight into the decision-making process of meetings by looking at words that signal a decision is imminent. Rudin and Kim said that when workers give suggestions, information, acceptances, rejections or information requests, a decision is expected.

"This would be useful when listening to a previously recorded meeting and you want to fast-forward to the key decision," Rudin said. "Or, it might help managers be more efficient if they could be automatically alerted to join a meeting when a decision is about to be made."

Photo via iStockphoto, BrianAJackson

This article originally published at BusinessNewsDaily here

Do You Have What it Takes to Work From Home?

The Daily Muse 23 hours ago

Most of us, at some point, have fantasized about quitting that 9-to-5 office job to work from the comfort of a couch. I certainly did. After all, I was clocking in four hours daily commuting into work (and sometimes, sadly, it was closer to five). Although I loved my job, I hated the wasted time spent on the train.

So when the opportunity arose to work from home — and doing what I love for a company I respected — I jumped at the chance. I might have even danced the jig.

But, working from home proved to be way more challenging than I imagined. For one thing, it was so quiet. My cubicle at my previous job had been smack-dab in the center of the hallway, where people would stop and chat all day long. I got used to the chatter, the incessant ringing of phones, people slurping their soup — all of it. So, now, being at home (a home that’s surrounded by woods, mind you), the silence was deafening.

I quickly realized that it takes certain skills to work from home. And if you’re considering a telecommuting gig, too, here’s what I learned are the keys to success.

Laser Focus

Who can resist the dinging sound of a new email? You, that’s who, especially if you want to stay on task. And forget about signing into Facebook “just for a minute.” It’s easy to get distracted when you telecommute — unlikely distractions that just don’t exist at work abound at home. At the office, for example, you might visit the company kitchen once in the morning and once in the afternoon for a cup of joe (because that’s what’s appropriate), but at home, you’re hitting the fridge every hour on the hour. Or more.

The way around this is to act like your home office is in the center of an actual office. That means, yes, taking a shower, getting dressed, and being presentable for your workday. Somehow, it switches your mindset, and being preparing to “go” to work (even if it’s just a stroll down the hallway) makes the transition easier. I also schedule specific times to check email, and when I get a Facebook alert, I refrain from logging in until lunch hour.

Mad Organizational Skills

At work, you had to keep your desk neat so that you looked organized — and sure, it’s always helpful to see the top of your desk. But at home, who cares if clutter collects around you?

Well, don’t fall into that trap (especially if video conference calls are part of your routine). While you might miss the building services team, who used to wipe down your crusty keyboard and empty your waste paper baskets every night, it’s ultimately up to you to keep your space spic and span so you can do your best work.

What’s more, it’s time to get those list-making muscles in working order. Without face-to-face communication, it’s easy to let things slip through the cracks, so you’ll need to find ways to be as organized as possible. You might find that you like to write things down in a notebook, or perhaps you prefer calendar notifications. Find what works best for you to keep you organized and on task.

The Ability to Work Alone

When I started to work from home, I missed talking to people. A lot. But I soon found a friend. Every day, I would hear the UPS guy gunning his motor as he drove down my long driveway to deliver my packages. As soon as I would spot him, I’d fly out of the house and chat him up.

And now he leaves the packages by the curb.

Sure, the one big bonus of working from home is that it gets you away from the petty office politics and never-ending gossip. But once you’re in your home office — alone, every day — you might start to miss that collegial camaraderie.

Since the UPS incident, I’ve reached out more to colleagues via IM and will post cute pics of my new puppy for my colleagues to see on Yammer. And when we’re on deadline, we even (gasp!) talk on the phone. It’s helped tremendously to make the disconnect not feel so severe. It’s a good balance between having peace and quiet when you need it and much-needed interaction with others, too.

Excellent Communication Skills

When you work in an office, you can ask your boss about the details of your upcoming presentation when you see her in the company kitchen. But if you telecommute, she’s just a green light on your GChat. From letting her know if you’re going to miss a deadline or getting clarification on an email, you’ll have to be proactive about communicating all aspects of your job and any questions you might have with her.

Also keep in mind that communication with a telecommuting team requires an extra layer of crystal-clear clarity. Since almost everything is done via email (and there are no facial or body clues to read), you’ll need to make sure that you mean what you, um, type. I’ve found that shorter, more succinct sentences go a lot farther than long-winded soliloquies.

Self-Motivation

Without the fear that your boss could walk in on you playing Candy Crush, your motivation can get foggy when you work from home. So while you might be tempted to throw a load of laundry in the washing machine or start working later than you’re scheduled to, you’ll need to keep yourself motivated.

How? Start by giving yourself daily, weekly, or even hourly goals. Once you start accomplishing them, you’ll feel productive and happy in your career — and you’ll be one step closer to achieving your own work-life balance.

Working from home can be the Holy Grail — but you have to know what you’re getting into. But if you do, and you make a plan to gain these skills, you can make working from home work for you, too.

Image courtesy Flickr, Doug Woods

This article originally published at The Daily Muse here

Your Facebook Popularity Can Help You Getting Job

MELBOURNE: Your popularity on social networking sites such as Facebook, Twitter andLinkedIn may help you bag a job as companies are increasingly looking for well-connected and influential people, experts say.

Digital experts say social media and recruitment now largely go hand in hand.

While at the most basic level, companies check up on prospective employees to see if they make unsavoury postings online, they are also using LinkedIn, Twitter and Facebook to find new employees - both by listing opportunities and by increasing the chatter between recruiters and the people looking for jobs, website stuff.co.nz reported.

"Social media has become an essential part of any organisation's recruitment strategy. It is easier to generate talent through social media. A lot easier than it was four or five years ago," said Hays Recruitment New Zealand managing director Jason Walker.

Walker said in a recent survey of 270 employers across New Zealand the company found that 64 per cent of employers used LinkedIn to find new employees, 50 per cent used Facebook and 10 per cent used Twitter.

Of those looking for jobs 74 per cent use LinkedIn, 24 per cent used Facebook, and 7 per cent used Twitter, Fairfax NZ news reported.

Tom Bates, the social influence director for digital strategists Contagion, said employers would look at a prospective employee's social media presence to validate what the candidate was saying about their online profile.

"If someone says that they are influential and they are not even on Twitter, or don't use social media well, then they are not being authentic or honest," Bates said.

"When I am recruiting I look first and foremost on LinkedIn. I look at the experience people have, their connections, because it gives a really open, transparent, easy way to source relevant people," Bates added.

"I also look at all their other social media identities to get more of a sense of who they are, outside of the one-hour interview I may have with them. I look at their Facebook and Twitter and potentially Instagram and beyond to make sure there is a good cultural fit," Bates said.