Who Won $11K The Grand Prize Winners of the #8JGBC

Who Won $11K The Grand Prize Winners of the #8JGBC 20 The biggest guest blogging contest of the year is over! Time to announce the… Contest recap This year's edition of the contest went off with no major hitches, thankfully. There were a few hiccups though â€" there always are â€" one contestant had some paid traffic (that's a no-no), another one pulled out in the middle of the contest, and two others didn't fulfill their contest requirements and won't be eligible for prizes as a result (I warned them plenty of times!). After last year's never-ending event that spanned almost 3 months (I still can't believe I did that!), this was the shortest contest in years, barely spanning 6 weeks. This year's 23 contestants drove almost 60% more traffic to JobMob than last year's contestants. In fact, this year would have been the first time someone would have won the Traffic Race prize (first person to 2500 unique visitors) but since no one had done it the past few summers, I didn't offer it this time around.eval The 23 submitted guest posts have already been shared over 7500 times, a 150% increase from last year. Almost half the contestants won multiple prizes. How's that for making this a contest worth joining? ??eval A great result and I'm very happy with how it all went. Thanks to all the contestants for insightful submissions, and thanks to our sponsors for making it all happen. Thank you to our terrific sponsors Silver Sponsor: MaxCDN MaxCDN is one of the fastest CDNs in the world. A CDN makes your website fast by taking a copy of your website and delivering it from the closest servers to your website visitors. For example a user in London loading a US website will be slow, so what they do is allow that user to load the site from London, making it fast for them. Check them out at www.maxcdn.com. MaxCDN is very easy to recommend, because JobMob has been using their service for almost 4 years, since November 2010. Silver Sponsor: Moz Moz provides inbound marketing analytics software. They also foster the web’s most vibrant online marketing community and create free resources for learning inbound marketing. Silver Sponsor: Neil Patel and Quicksprout Traffic U Neil Patel's Quicksprout Traffic U is the only online traffic school guaranteed to teach you to attract more visitors who will buy from you. Get the traffic your business needs â€" even if you’re new to SEO… With unlimited traffic-generation and conversion tutorials from the trusted co-founder of KISSmetrics and Crazy Egg. Silver Sponsor: Resume to Interviews Resume to Interviews is a career services company that provides professional LinkedIn services, including company pages for businesses and LinkedIn profiles for individuals. The company of five staff work with you closely to examine your or the company's history, asking hundreds of questions, pushing you for details, and eliminating any ambiguous, clichéd, or unspecific language. The end result is a well-written optimized LinkedIn page or profile that features your history, accomplishments, and selling points in a way that will leave you newly confident and prepared for networking. Silver Sponsor: WebHostingBuzz WebHostingBuzz is a reliable web hosting company based in MA, USA. WebHostingBuzz serves over 30,000 clients from around the world. With a reputation for reliable, fast server technology backed by excellent customer support, WebHostingBuzz is an ideal choice for any internet project regardless of the budget available. WebHostingBuzz offers a 45-day money back guarantee for its hosting services and also has a generous affiliate program. Silver Sponsor: Elaine Griffin Designs Elaine Griffin Designs specializes in WordPress website customizations, logo development, marketing material design, and social media marketing design. Elaine and her clients work hand-in-hand, and all of Elaine Griffin Designs' services are customized to meet individual client needs. In addition to her design services, Elaine offers social media content strategy and consultation services, and customized tutorials and how-to sessions so you can take control of your website and marketing needs. Chrome Sponsor: H.T. Prof Executive Search H.T. PROF Executive Search is a U.S. recruiting company that assists companies in hiring ‘KEY’ individuals. For the past 12 years H.T. PROF has worked extensively with over 200 Israeli companies entering the U.S. Market or growing their current presence in the U.S. We recruit on a national basis across all industries with our main focus in traditional Technology, BioTech and CleanTech. And now… The moment only a handful of you have been waiting for… Here… We… Go… The Winners of the 8th Annual JobMob Guest Blogging Contest First up, every participant who didn't win any of the major prizes has now won: 1 year 100 GB CDN account from MaxCDN, a US$90 value In addition: Joey Trebif has won a 1 year Buzz Premier shared hosting account courtesy of WebHostingBuzz, a US$131 value Lavie Margolin has won a gift certificate for a professionally-written LinkedIn profile or LinkedIn Company Page from Resume to Interviews, a US$150 value NEW! Best Referrer prize The only prize that goes to a non-contestant. Wendy Enelow has won 1 year 100 GB CDN account from MaxCDN, a US$90 value Wendy referred 5 contestants, the most by far. Thanks Wendy! NEW! Best Sponsor Promoter prize I had a feeling how this one would turn out. In general, it's not much fun to promote sponsors and I knew that this would likely go to the only contestant who made at least a half-hearted effort to win. Turns out I was half-right. The winner was the only one to make any extra effort, but it certainly wasn't half-hearted. He really went out and promoted the sponsors on his blog and social media profiles. Tony Deblauwe has won over $500 in prizes: 1 6-month 500 GB CDN account from MaxCDN, a US$234 value 1 gift certificate for a professionally-written LinkedIn profile or LinkedIn Company Page from Resume to Interviews, a US$150 value 1 year Buzz Premier shared hosting account courtesy of WebHostingBuzz, a US$131 value Thanks Tony, from myself and the sponsors! The Judges' Choice prize The 5 Judges' Choice finalists for best all-around entry were: Ibro Palic Paula R. Stern Stephan Wiedner Tara Goodfellow Dana Manciagli Each of them has won: 1 gift certificate for a professionally-written LinkedIn profile or LinkedIn Company Page from Resume to Interviews, a US$150 value 1 year Buzz Premier shared hosting account courtesy of WebHostingBuzz, a US$131 value The winner was voted on by this panel of esteemed judges: Miriam Salpeter of Keppie Careers, @Keppie_Careers Ann Smarty of MyBlogU, @myblogu The Recruiting Animal, @animal Heather Huhman of ComeRecommended, @heatherhuhman Hannah Morgan of CareerSherpa.net, @careersherpa Jason Alba of JibberJobber, @jasonalba Dan Schawbel of The Personal Branding Blog, @danschawbel The vote was very close, with the winner winning by one point, 13-12. Stephan Wiedner has won the Judges' Choice prize with his article Do You Have This Moneymaking Personality Trait? In addition to the two finalist prizes above, Stephan has also won: Lifetime membership to Quicksprout Traffic U, a US$564 value 1 6-month 500 GB CDN account from MaxCDN, a US$234 value And now, onto the grand prizes… Third Grand Prize With 1618 points generated with his entry The Secret to Boosting Your Reputation Online, the Third Grand Prize winner is… Tony Deblauwe Tony has won almost $1400 in prizes: 6 month subscription to Moz Pro, a US$600 value 1 6-month 500 GB CDN account from MaxCDN, a US$234 value 1 gift certificate for a professionally-written LinkedIn profile or LinkedIn Company Page from Resume to Interviews, a US$150 value 1 year Buzz Premier shared hosting account courtesy of WebHostingBuzz, a US$131 value 1 hour of blogging/marketing/job search consulting (your choice). Sponsored by

Accountant Job Description Sample - Algrim.co

Accountant Job Description Sample - Algrim.co Accountant Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources Staff Accountant Job Description Sample Staff Accountant Resume Example Tax Accountant Job Description Cost Accountant Job Description Accountant Cover Letter Sample

Disaster Preparedness - Is Your Business Ready

Disaster Preparedness - Is Your Business Ready Floods. Landslides. Wildfires. Every week we hear about a new natural disaster. We humans make disasters too: data hacks, power outages, and even mass shootings. If you own a small business, planning ahead will help you recover if the worst ever happens. The impact There is another side that gets less coverage: The effect these disasters have on small businesses. The economic impact is huge. How huge? The Small Business and Entrepreneurship Council reports that businesses with woman as majority or joint owners created $453 Billion in payroll and $2 Trillion in sales.  That doesn’t count the impact on owners, employees, and customers of these businesses. Natural disasters can destroy businesses just like they destroy homes. When Hurricane Florence hit the Carolinas in 2018, it destroyed everything from bars to sporting goods stores. The statistics are sobering:   40 % of businesses hit by a natural disaster never reopen. Another 25% do reopen but then close within 1 year. Disaster plan Have a disaster plan for yourself and any employees. Whether the disaster hits during business hours or not, you should all know how to reach one another, where the nearest shelter is and how to get there. No business can run without its employees. Be ready to help yours when the worst happens. Start with a publicly available disaster plan, then adapt it for your business’s specific needs. If you run   pet daycare, have a plan for re-uniting your guests with their owners, or caring for them if reunions aren’t possible.  If you run a restaurant, have a plan for backup generators to keep food safe. Website designer? You need plans for data storage, power generation and wifi. Disasters can happen anywhere, at any time. Prepare ahead to reduce your risks. Data protection Every business needs data to run. Have a plan for accessing your data remotely. Saving to the Cloud is a practical, inexpensive way for many businesses to do this.  Backup your financial records, important business documents like your licenses and insurance papers, and customer and supplier contact information. That will get you up and running again faster when the acute phase of the disaster has passed. The sooner your all get back to work, the better it is for you, your employees and your customers. Insurance Know what your insurance policy covers, and how to reach your insurance provider in a disaster. Keep your insurance contract backed up so you can access it remotely.   When you buy insurance, think about the disasters that are likely to happen in your area. Get coverage for them if you can. Insurance is there to help you beat the odds against restarting your business after a disaster. Don’t be penny wise and pound foolish; this is not a place to scrimp. Community Connections Familiarize yourself with your community support services, like Community Emergency Response Teams, the local Red Cross, and FEMA. Know what services are available in case of disaster. Think about your particular business. If you run an elder care program you might need additional help. It’s better to know the first responders before you need them. You may be able to help others: if you are a trained nurse, know CPR, or just have a particularly sturdy building, the Community Response Team will want to know you. Get to know the key people before disaster strikes. Find Out More The US Department of Homeland Security’s  www.ready.gov website lists 5 kinds of disasters: wildfires, power outages, hurricanes, floods and active shooters. It’s filled with advice for how to prepare, and what to do if one of these affects you. You might not be at risk of flooding or wildfires, but a power outage can happen anywhere. If you haven’t visited this site yet, do it now.

How to Recruit Talent that Can Scale Your Start-up

How to Recruit Talent that Can Scale Your Start-up There is no denying that there are a number of reasons to work for a tech startup. Tech startups provide the opportunity to work in an exciting, ever-changing, and dynamic environment that you won’t find in other industries. Nonetheless, 90% of tech startups have trouble finding the right talent. A big reason for this is the competition. Major companies like Google, Microsoft, Amazon, and Apple are constantly hiring new tech talent and offering hefty paychecks and major perks. They offer the stability of an established company, as well as the ego-boost of being able to say, “I work at Microsoft.” This doesn’t mean that a tech startup’s only hope is to hire Google’s leftovers. There are several ways tech startups can compete with big companies and find the right people. Here are a few best practices for recruiting tech talent. Be Honest About Your Flaws There’s no point in hiding the fact that working for a tech startup is hard work. There are long hours and new project deadlines always approaching. While you don’t want to scare away any potential candidates, you don’t want to attract someone who may not be cut out for the startup world. Beyond recruiting talent, you want to keep them around. On average, startups fire 25%  of their employees within their first year of work, and this often is because employees were not prepared for the challenges of working for a startup. In interviews with candidates, disclose the anticipated work hours, the fast-paced environment, and the ever-evolving projects. Balance the Bad with the Good Beyond explaining the challenges of working for a startup, share in your job posting and in interviews the unique benefits. This is your opportunity to share your passion and to speak to fellow individuals who are passionate about what they do. Emphasize your company’s culture, how you work as a team, and how you like to have fun after a hard day’s work. In your job posting, explain what makes your startup unique, what you’re trying to accomplish, and how you expect to succeed and grow in the next five years. People want to know that you have a plan for the future â€" and that they’ll have a job a year from now. While you can’t guarantee that your startup will flourish, you can clearly define your goals and why the market needs your product or service. Highlight the benefits of working for a tech startup that employees won’t find at larger companies, such as extensive growth opportunities and the ability to put your creative juices to good use working on innovative projects. Look at More Than the Resume While experience is ideal, don’t judge candidates solely by their resume. Ask about their tech innovations and hobbies outside of work, such as developing an app or designing a website. Look at projects on which they’ve previously worked and ask for their portfolio, depending on the position. Offer Perks Many tech startups can’t compete with the paychecks giant tech companies can offer. While you may not be able to offer a cafeteria, bicycles, and a yoga room, consider providing breakfast on Mondays, the occasional pizza lunch, or summer Fridays. Small incentives like these cost less than a bump in salary and provide an added perk you can tie into your company culture and team morale. Consider Remote Employees If you are searching for talent with a very specific skillset or are having difficulty finding the right person in your local area, expand your search and consider national or international candidates. Offering a flexible schedule and a remote position can help you attract more desirable prospects. While it can be difficult managing international or remote employees, especially if they are in a different time zone or working different hours, implement a company-wide chat system or similar communication method that makes it easy for everyone to collaborate and stay in touch. Implement a Referral Program One of the best ways to find great talent is to turn to the great talent you already have. Offer incentives to employees who refer candidates, and encourage your employees to be on the lookout for individuals who fit your startup’s culture. Connect with Universities A great place to find young creatives who are ready to work hard in technology for less than a six-figure paycheck is universities. Attend career fairs at local universities and colleges, and meet with schools’ career centers to discuss opportunities for recruiting new graduates or hiring interns. Don’t wait until the end of the school year, as that is when other companies will also be recruiting. Start looking for prospective employees at the beginning of spring semester. Search Beyond Job Boards Get creative in your hunt for the right candidate. Search beyond LinkedIn and try alternative networking methods, such as searching on sites like Meetup. Attend a tech or networking group and search for potential candidates. Continuously Recruit Once you’ve filled the position, continue to network and look for talent. You never know when you may need to fill a position or add additional staff as your startup grows. Tech startups face many challenges when hiring staff. However, by tweaking your job posting, searching for candidates beyond job boards, and offering unique experiences or perks, you can compete with the tech giants and recruit talented individuals who share your vision.

How is New Temporary Skill Shortage Visa Impacting Job Seekers in Australia CareerMetis.com

How is New Temporary Skill Shortage Visa Impacting Job Seekers in Australia â€" CareerMetis.com Photo Credit â€" Pixabay.comOn 18 April 2017, Australian Prime Minister Malcolm Turnbull announced the abolishment of the Temporary Work visa, also known as the 457 visa. Namely, it will be replaced with the Temporary Skill Shortage The 457 Visa: The OverviewThe Temporary Work visa was introduced by the Howard government in 1996. Ever since then, it allowed thousands of skilled foreign employees to work and live in Australia, filling jobs in more than 650 occupations. Unsurprisingly, the program gained momentum during the 2008 Global Financial Crisis. Given the fact that Australia is one of the fastest-growing countries, with a solid economy, high wages, and a strong dollar, it attracted a plethora of skilled overseas workers looking for better working conditions and higher-paying jobs. Obviously, this has been a win-win scenario for both employers and job seekers, boosting Australia’s economic stability. The benefits of the 457 visa for foreignersAccording to a 2016 research, roug hly 95000 people are living in Australia on primary 457. These visas are usually sponsored by business owners aiming to fill the gaps in skilled labor. On the other hand, secondary visas cover family members, accompanying primary visa holders. The benefits of the 457 visa plan for foreigners are multiple. For starters, they are allowed to bring any family members, who are provided with unlimited work and study rights. Also, the holders of this visa can freely travel in or out of Australia. Finally, they are given the opportunity to be sponsored by Australian organizations and apply for permanent residency. What are the requirements?Given all these perks of the Temporary Work visa, it’s not surprising at all that its requirements are pretty strict. To be sponsored, applicants need to be approved by the Department of Immigration and Border Protection. Additionally, they are restricted to working for their sponsor and may not work for any other company. They also need to meet at leas t some minimum English language, skill, and health requirements. evalWhat Changes can we Expect to See?Regardless of all the benefits of the 457 visa, there has been a long history of problems related to this program, including the rising number of systematic scams and the exploitation of foreign workers. The Turnbull government claims that the reforms regarding 457 visas are triggered by these rising issues. Namely, the new TSS visa program consists of two streams- the Short-term visa, issued for two years and the Medium-term visa, issued for four years. The latter one is specialized and targets higher skills. Now, the 457 reform has brought new challenges to the table for those willing to apply. Here are some of them:evalThe government has introduced labor market testing, a market salary rate assessment, and a non-discriminatory workforce test.The applicants for the TSS visa will need to meet higher English language requirements.They need to undergo a criminal check.For the majori ty of applicants, the age limit plummeted from 50 to 45. They need to have at least two years of work experienceThe TSS visa will be more expensivewhen compared to the $1,060 the 457 visa cost. While the Short-term visa is expected to cost $1,150, the Medium-term one will be about $2,400. Which Professions will be Affected by the TSS Visa?The greatest change the reform brings is the reduction of eligible skill occupations from 651 to 435. The occupations removed from the list include web developers, air traffic controllers, archivists, biochemists, dental therapists, as well as a wide range of creative professions, such as composers, actors, photographers, and singers. The list of eligible occupations will be constantly monitored and altered every six months to meet market demands. Even though it is still impossible to precisely estimate how the implementation of the TSS visa program is going to impact Australian business recruitment habits, it is obvious that the sectors that will be most affected by these changes are:IT, which is the largest sponsor, by the wayprofessional servicesscientific servicestechnical servicesaccommodation servicesfood servicesWhat about the Current 457 Visa Holders?Now that the full implementation of the TSS visa is approaching, the Prime Minister highlighted that the reform won’t affect current 457 visa holders. So, if you’re already under this program, you have nothing to worry about. At least for now.However, one thing is going to change completely and that’s the government’s attitude towards permanent residency. Namely, one of the most attractive features of the 457 visa is a chance it gave to the visa holders to get Australian Permanent Residency Today, skilled and aspiring workers are in high demand everywhere in the world, irrespective of their nationality or race, which gives them the opportunity to choose where they will live and work. The mere fact that Australia has become pretty inhospitable to skilled overseas e mployees might drive them to some other countries that are seen as more friendly.

7 Ways To Earn Your Promotion

7 Ways To Earn Your Promotion What is the real secret to getting promoted? As you know, there are  a limited number of slots. So how does your boss decide who gets promoted? Have you noticed any pattern or trends within your organization around who is picked and what skills and traits got them there? Perhaps it looks like promotions are a popularity contest. Here are some ways you can position yourself for that next promotion. 1. Do great work. I think doing great work means you achieve these three things: Consistently exceed performance expectations Perceived as a strong team member Your boss knows what and how youve overachieved You can achieve impressive results and still not get promoted if you come across as a hotshot or know-it-all. Your arrogance may be seen as a turnoff by your boss and block your chances. Doing great work means you humbly communicate the impact you had on the team, organization or project and recognize the team members who helped you  achieve the results. Would you agree? 2. Track your accomplishments. It will be difficult to prove you are exceeding expectations if you don’t have evidence. It is your responsibility to track your accomplishments. Keep a simple spreadsheet listing your task or goals, the actions you took and the result or outcome of your actions. When you step forward and take on special projects or tasks, remember to include these results as well. 3. Meet regularly with your boss. Setting up regular meetings with your supervisor doesnt mean you are a kiss up or a braggart. Once you start the meeting momentum, you’ll find that regularly touching base with your boss is about making sure you are on the same page. The goal is that you and your boss begin to understand each other better and can comfortably share problems, solutions and goals. Don’t hold back from  letting your boss know  what you’ve been doing. Stick to the facts and data and share the moments you are proud of. Always be sure to share the impact this has had on customers, the department or the company. 4. Hang with the cool kids. Become recognizable by engaging with upper leadership, top performers and key influencers. Don’t let fear or intimidation stop you from making small talk in the break room or parking lot. To build long-term relationships, identify common interests outside of work and use those interests to continue future conversations. Your mission is to become a familiar face. 5. Become involved in activities. It isn’t uncommon to face  a brick wall at work. Maybe there are other great performers in line ahead of you or your talents haven’t been recognized yet. This is the time to look for opportunities to volunteer outside your company to gain exposure and experience. Join professional associations or organizations that have high visibility in your community or area of expertise. The next step is to look for volunteer opportunities within the organization that provide you with the opportunity to use your strengths. 6. Learn new skills. One way to set yourself apart from the pack is to learn new skills. Read trade publications, professional association newsletters or ask around to see what the hot new technology is. You could also look at the skills, degrees or knowledge shared by people who were recently promoted in your organization. You can either pay for the training yourself or  teach yourself  through MOOCs or mentorship, or you can tap into career development reimbursement options that may be available through your employer. Investing in your professional development is just one more way to show you are ready for a promotion. 7. Ask! Most importantly, if you want more responsibility, you have to ask for it â€" and keep asking for it. Prove to your boss you have what it takes to handle more or new responsibility. You may be familiar with the saying “it is easier to ask for forgiveness than permission.” It might be worth the risk to take on a special small project, initiate a process redesign for your work flow or present a proposal to your boss. Part of being promotable means you know how to take smart, calculated risks. And remember, promotions don’t always mean more money, sometimes you have to demonstrate you can handle more responsibility before you see the financial reward. This post originally appeared on US News World Report On Careers.

How Far Back Should You Include in Your Resume?

How Far Back Should You Include in Your Resume?When writing a professional resume, how far back for job history you should include is very important. Many people will leave off years that they are not really familiar with and not always leave their skills out either. This is something that is very important because it can affect your ability to get the job.The only way to know exactly what happened in your past jobs is to sit down and write a detailed timeline of them. It's no different than if you were to go into an interview, and you had to show all of your past jobs. You would be going into the interview not knowing what you were talking about and just throwing it out there. The same thing applies to resumes.Now if you have only worked for one employer then you may not be able to tell from the information that you have, but if you have gone through many employers before the current employer then you will be much more knowledgeable and accurate when writing a professional resume. Y ou should do this as soon as possible after leaving your current job.Of course, your resume is going to look much better if you have gone back to when you first started working for the same company. Your chances of getting hired will greatly increase if you make this detail clear in your resume.Now when looking at previous jobs you need to look at every detail including the dates that you started and stopped working for the current employer. For example, you may have worked for the same company for five years and have had some problems with them during this time period. The best way to learn is to write down all of your job history and go through each day you worked for the company.Of course, before you begin writing your resume you need to take a break and go over all of the previous job history you have, so that you can go back and address any discrepancies or mistakes. Another important thing to do is to compare your salary to what other employees at the company made. The last th ing you want to do is to compare yourself to other employees that worked there, because this can result in you being overpaid or even losing your job because of this.One thing that you may want to keep in mind when you are doing this is that you may not be accurate in some of the details that you wrote on your resume. It is also a good idea to send your resume in with plenty of space between each bullet point. If you leave anything out, you are risking having a potential employer looking over your resume and realizing that something was left out that you forgot to include.When writing a professional resume, how far back for job history you should include is very important. Do this quickly and you will be much more successful.