More College Students Getting Involved In Online Entrepreneurship Students Beware

Writen by Anthony Bae

College students, and even a number of high school students are thinking about or already running a business online. Student don't have tens of thousands of dollars to do any physical business, so they are taking advantage of the easily accessible internet. Why? Not only is it affordable - web hosting doesn't cost much - with billions of internet users world wide, with the right marketing strategies, businesses can get exposed and get business almost instantaneously. Of course, knowing how to design and develop their own website will save them a lot of money.

Many will find doing business online and making money while they are asleep, in class, or hanging out with friends, to be very convenient; while others have to file documents, make photocopies, organize books, or fold clothes to earn their weekly allowances. If business in done right, it is possible to pay for his/her own college tuition.

Students may think that starting an online business is easy, but it's tough, and it does require a lot of studying. Experience is also key, and if they are interested in reading about other online entrepreneurial experiences and lessons, they should check out sites like http://www.ImBae.net

If a thousand students attempt to start a business online, only a handful will succeed, and the rest will end up losing any sort of investment that they've put in.

Know what online advertising is about as getting exposure in the most cost effective way is key to online success. Exposure is the life of ebusiness. Also, be sure to create a business plan ahead of time and seek advices with trustable friends, familes, or relatives. Hiding your business idea may not be a good idea.

By Anthony Bae
Raising Money for Charity by Selling Links to Online Advertisers
http://www.iGoLink.com

Sales And Marketing Executive Search

Writen by Andrew Rowe

The field of headhunting is a very challenging one when it comes to finding and recruiting top sales and marketing talent…whether they be executive, mid-level, sales management, marketing management or front line sales and marketing producers. Searching for these types of top candidates is no easy task.

If your company is trying to find the best, make sure to bring in an experienced sales and marketing recruiter who can help you. They are worth their weight in gold, and their fees are easily justified. By outsourcing to a search firm, you can reduce your hiring time, improve the process and avoid the risk of mis-hires.

I see lots of companies that have made mis-hires over the years, and it's not because they haven't done their best to find good candidates. The problem is that their best is just not good enough. Often times, Presidents or Chief Operating Officers or VP's of Sales rely on the same tools as everybody else to try to find candidates, which includes posting ads on Monster.com, Careerbuilder or one of the other major career sites. This just doesn't cut it anymore.

If you want to find the best talent, deploy the best talent to find those people for you, which means hiring an executive search or retained recruiting firm that specializes in sales and marketing. If you don't, you're doing yourself a disservice. Now you may ask yourself, why should I spend money to go find candidates when I can just find them myself by posting on the internet? The fact is, the best people, the top talented people are not looking for jobs, they already have jobs. So they're not going to see your job psoting because they're not actively looking at online listings. Recognize that those talented people are already working, happy and making good money in a job somewhere else. You've got to go find them, and the best way to do this is through a professional recruiting firm.

It's very costly, very time consuming and very difficult for somebody who's running a business to go spend time to actually identify, locate, find and extract potential employees from competitors or other companies. This is where an executive search firm ads real value.

The fees involved can run between 25 and 35% of a person's total compensation in the first year, which is a lot of money. You'd ask yourself, how can I justify that? The answer is, how can you justify not spending that money if it makes a difference between hiring an "A" player and hiring a "C" player? An executive recruiting firm possesses the ability to find top talent and put them to work for you.

Think about how the following would impact on business: hiring a person into a position to sell $1 million in annual revenue, versus hiring a top performer who can achieve $3 million worth of annual revenue. If you hire a recruiter who can bring this kind of incremental revenue to your company by finding top talent, why wouldn't you pay for the best? They're going to pay for themselves over and over and over again throughout the years.

So think about hiring a sales and marketing recruiting company, or a sales and marketing staffing company as a strategic vehicle towards growing your business.

Cube Management helps companies accelerate their sales, by providing the Sales & Marketing talent they need to grow their business. Cube is a leading recruiting and consulting partner to mid-market and emerging growth companies in the technology, manufacturing, healthcare and business service sectors. We work across the spectrum of Sales, Marketing and Business Development, providing holistic solutions that drive revenue and profit success. Cube Management combines Strategy, Process and People, to produce great results. Download the Cube Management Recruiting Guide and the Cube Management Inside Sales Guide.

The Queensland Employee Relations Environment Context

Writen by Philip Lye

For many Australians, both employers and employees, the workplace continues to be a place of harmony where each goes to work discharges their individual responsibilities and continues to get on with life.

This is confirmed by government statistics that suggest that 1,000 people per week are migrating to Queensland, Australia to live. The attraction is lifestyle; affordable property and housing, progressive government development and support for new business initiatives and low unemployment.

In addition there are a large proportion of immigrants coming to our shores from the United Kingdom, South Africa and New Zealand to name a few.

Sadly amongst this good news there are some concerns amongst employers and employees alike. Over the last 10 years with out-placing, downsizing, outsourcing, redundancies, and other interesting forms of industrial justification for off-loading employees, the workplace has been experienced as difficult and for some 'a house of pain'.

However, the industrial relations environment in Queensland and Australia continues to evolve in response to business concerns, community expectations and continuing pressure on the government to ensure that unemployment is kept low with the additional concern of the Commonwealth Government on the continuing drain on the welfare system.

There continues to be some pessimism by employers about the economy and a lack of trust which has seen a delay in employing more full-time workers especially in the small to medium enterprise sector. This is confirmed by research which suggests that the particiaption of casual and contract employment has increased markedly However, Queensland has made some large inroads into creating an environment conducive to small business growth.

Because of the reducing birth rate in Australia it is estimated that by 2010 the percentage of employees aged between 45 and 60 years of age will be 65%. Many industries are not presently equipped to cope with this radical change in age demographics and it is now time for industry and government to work together preparing the way ahead.

Recent studies have belied the myth in respect to older workers and concluded that mature workers are productive, however, there still continues to be muddied perceptions about age related workers (Productivity of Mature and Older Workers: Employers' Attitudes and Experience – ACIRRT 1996).

Grey power will increasingly become more important as enterprises endeavour to stay ahead of the pack and retain mature aged workers who have skills, experience and competencies to contribute to industry and business.

The industrial relations arena continues to be highly regulated and subject to many acts. These include,

• Common Law
• Australian & State Industrial Relations Acts/Regulations
• Workplace Relations Act 1996 – Federal
• Workplace Health & Safety Acts
• Anti-Discrimination Act 1991
• Human Rights and Equal Opportunity Commission Act 1986
• Trade Practices Act 1974 – section 53B
• Income Tax Assessment Act 1936 & other Tax Legislation

A move towards

• Awards – State & Federal
• Enterprise Bargaining Agreements (EBA)
• Australian Workplace Agreements
• Increased workplace mediation before legal action

We are making progress in employer / employee relationship there are many enterprises and employees who continue their day to day businesses without having experienced these concerns.

Employers can take measures that increase their understanding and educate employees to understand their rights and responsibilities and thereby protect themselves for various workplace issues.

Small business is not an easy road especially in start up mode but there is help available. For other helpful aricles please visit www.biz-momentum.com

Philip Lye is Director of Biz Momentum providing services in strategic human resource management, critical thinking, workplace health and safety. Biz Momentum is based in Brisbane, Australia and operates nationally.

For other helpful articles visit http://www.biz-momentum.com

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