My Odyssey Blog

The famous hidden job market, what is it? How to find it

For years everybody has heard of the hidden job market. In the beginning it was basically a myth spread by third party recruiters to draw in candidates. The myth said that you had to sign up with recruiters because they controlled this great wealth of hidden, exclusive jobs and you would never find them without their help. This was not true then and it certainly isn’t entirely true today. With very rare exceptions the only recruiters who control access to jobs are retained recruiters working on primarily VP & C level jobs. Ninety five percent of recruiters are contingency and do not exclusively control access. Most employers who give a job to a recruiter give it to more than one and also look on their own through job boards and their own website. TIP... You are always better off to apply directly to the employer as you do not come with a big fee attached.

There are now career/job search coaches and coaching firms who are trying to use the claim that they have access to the hidden marked to justify charging $3,000 to $10,000 for their services. They claim that they have and/or control jobs from their exclusive networks and you will never find out about what could be the perfect job for you unless you pay their outrageous fees. Unless these coaches double as retained recruiters this claim is also false. If this is the primary motivation for hiring the coach save your money.

Now that we have debunked a myth and learned what the hidden job market isn’t what is the real hidden market and how do we access it? There are three categories of jobs in the hidden market. The first group of jobs are simply unadvertised or advertised in a very limited fashion that makes them very hard to find. Companies are starting to move away from the big job boards like Monster and CareerBuilder because do to the high unemployment they get buried in resumes/applications and most of the responders are not qualified. Posting on these boards can result in a time consuming nightmare; an absolute blizzard of paper and emails. In an attempt to avoid these employers first seek the help of their current employees offering lucrative bonuses for referrals that result in a hire. Next they post/advertise in highly specialized, targeted publications and small, off the beaten path, specialty job boards that are hard to find for the average job hunter. These boards target a limited group of niche employees. They believe that if you are qualified you know about the boards. This limited advertisement might include the company website.

The next group of jobs are legitimate openings that are not posted or advertised anywhere because the employer is just not ready to fill them. They may be on the drawing board for months down the road so there is no active effort to fill them. They will however fill them should they stumble on a perfectly qualified candidate.

The last group are not actual jobs. They are problems waiting for a solution. The employer/company has a real problem with a segment of the business and is not finding anybody in the company who can solve it. If an outsider comes to them with a legitimate solution the problem now becomes a job for the person with the solution.

There you have it. That is the hidden job market. How do you find the jobs in this market? The answer is networking, networking and more networking. You must find people who work for or have worked for companies you would like to work for. You find out from them about existing jobs, problems the company is having and through these relationships and many other sources identify key decision makers. The type of networking you need to do is hard and the average job hunter won’t do it because it is out of their comfort zone. If you do it you join the ranks of the employed. How to do it, when to do it, what to say and how to develop relationships through networking is a big complicated topic for another time and article. Or hire a good coach and let him teach you. Sorry, I had to get at least one little pitch in.

Happy hunting

Should you accept a lower level job? The hardest question you may have to answer; It is a lower level job or less money but I need a job. Accept it or turn it down?

Over the last several months many people have written to me asking several difficult questions revolving around the same topic. 1) Should I accept a position with less responsibility than I want just to get to work? 2) Should I accept a much lower salary? 3) Should I accept a position outside of the field I really want because I need a job?

I have not written about this topic because it is a decision that could make or break a career. If my advice was wrong or misinterpreted it could severely damage a career if acted on inappropriately. So many people continue to ask that I decided to write what I know to be the  truth based on a lifetime of career coaching and employment consulting. I would have to trust that after evaluating all their options my readers would  ultimately make the decision that was best for them.

My answer to all three questions is NO. If you decide to act in the affirmative it is probably out of desperation. You have been unemployed for an extended period of time. You need money and you do not want a longer period of unemployment on your resume. Your intent will no doubt be to accept the wrong job and then continue looking for the right one and jump ship when it comes along.

If you accept the wrong job out of desperation with the full intent of continuing to look for the right one you will no doubt regret the decision and possibly/probably do irreparable harm to your career. In other words you may end up committing career suicide for a short term gain/solution. My advice is to not give up on your long-term objectives by taking the easy way out of a short term dilemma. If the only reason for taking a job that you do not really want is to pay rent and put food on the table, take a short term temporary job that is not related to your career and continue  your full-time search for the right career position. Lots of seasonal jobs will be available soon if you apply now. You will be being honest with yourself and potential employers. You will not damage your resume or track record because future employers will recognize that you did not make a career move instead you took a temp job to support your family and be productive. They will understand it and respect your actions.

Let’s look at what will probably happen if you take a wrong career level job out of desperation.

1) You will be making a commitment to a new employer that you do not intend to live up to. It would be dishonest and I believe that in some way we always pay a price for dishonesty.

 2) You will change as soon as you find what you really want and your resume will carry a black mark forever. It is one thing to leave a temporary job not related to your career. It is completely different to quit a career level position.

3) Since you will be unhappy you will not do good work or be happy doing it so you will create a bad reference and burn a bridge.

4) You will have trouble convincing a future employer that you will not quit him just as fast for greener pastures.

5)  You will not have time for a full time job search so it will take much longer to find the job you want.

If you are doing everything right and conducting a smart full-time job search you will find what you want. Sure the job market sucks and there are far fewer jobs than a year ago but they are out there and people are getting hired but only those who conduct a smart search. I am a coach so I'm sure I am biased but I do not think anybody can conduct a perfect search with great results without professional help. Hire a coach who you really check out. I don't care if it is me but hire somebody. My blog is full of great advice on job hunting. Read it and all the other free stuff you can find on linkedin. Study hard, work hard and don't give up. I promise that a year from now you will be very happy that you stuck to your guns.

The does not address a question I also get that is close to this subject. "Is it wise to accept a lower level job in responsibility and money if I want the job? My answer to this is a resounding Yes. In this market you really only need to ask yourself two questions. "Will I be happy?" and can I provide security for myself and my family?" If your answer to these is yes there is no reason not to accept the job.

Who am I ?

My goal as a job search specialist and highly experienced coach is to help anybody who needs it and to provide this critical service at a price that everybody can afford. My service fee is lower than any other coach on linkedin. I do not wish to capitalize on others misfortunes. My clients who have investigated other coaches tell me I provide every service offered by $3000 coaches(see recommendations). During my career I have probably coached a thousand candidates on the intricacies of the job search. I have seen everything that can go right or wrong in the process and am an expert at successfully navigating the job search. I use everything I have learned during my 30 year career in my coaching and teaching.

I have been in the recruiting and coaching business for close to thirty years. During my career I have successfully completed hundreds of senior level searches in the fields of Information Technology a wide range of healthcare specialties and senior executives in a variety of industries. I have also managed large staffing projects of up to 200 positions. I have built two highly successful recruiting organizations that were able to favorably impact many companies on a national level.

Why panic? An analysis of the current job market and how to survive it

The employer’s opportunity

Many employers will see the current economic downturn as a golden opportunity to upgrade their workforce. For many the need for creative and flexible staffing regarding the skills and experience of candidates has been swept away in a few months. In the recent past if an employer had six “required” qualifications they might hire somebody with four or five and train for what was missing. Today they will hold out for all six because so many great candidates are available. It is no longer a problem finding the perfect candidate. In other words the competition for every position is fiercer then anytime in the last few decades. This is one of the primary reasons why in years past you may have received five responses for twenty resumes sent and today you are getting one, two or possibly none. If your resume does not meet the requirements as advertised it is ignored. When your resume is evaluated (scanned) your ability to do the job is no longer relevant. You have the qualifications or you don’t. Employer’s number one complaint about the major job boards is the volume of responses from candidates who do not meet all the requirements. If you follow the rules given in the posting about how to reply do not waste your time if you are not a match to what the employer puts in the posting.

If you are currently employed it has never been more important to be an ideal employee. Your employer is receiving resumes every day from candidates with backgrounds equal to or superior to yours and they are hungry and less expensive. You will not be retained as an employee just because you are a nice person who has been there for a long time. They will keep you only because you are so valuable that they cannot afford to lose you. You must approach every day as if your job depends on the work you do that day. Be the first in and the last out. Volunteer for extra work. Take on new projects with enthusiasm and gratitude. Work on self improvement every day. Read and take courses to improve your skills. Do more than the job requires. Today just doing the job as it is written is viewed as simply average. Do not do all this quietly. Publicize your work. When you finish a project early or under budget do not just slip your work in your boss’s inbox. Hand it to him in public, ask his opinion and ask for more work. Do not ever complain to anybody about anything even those you think are friends. If you can’t say something positive keep your mouth shut. There are plenty of books available on how to be a great employee. Read them; follow the advice and leave them out on your desk. If you are not willing to follow all this advice remember that your replacement is knocking on your boss’s door.

Job market recovery

You are probably starting to hear people talking about recovery. They say we have probably hit bottom. We may still hit 10% unemployment but then as markets and business improves the jobs will start coming back. Unfortunately “they” could not be more wrong. It is true that the number of jobs lost will go down however an improvement in the new jobs created number is still quite a ways off.

I hate to be a negative naysayer and rain on the parade of everybody who is predicting that as the rest of the economy recovers so will the jobs however a large portion of both blue and white collar jobs lost over the last two years will not come back anytime soon. It is economics 101.

When companies are forced to accomplish the same or more with diminished resources they become more efficient and do not return to the old way of getting things done. Let’s say that last year I had a task to produce X revenue with three people but then the people at the top told me that I had to reduce expenses by reducing staff by thirty percent. We all know that when a staff reduction of 30% is ordered the people giving the order do not also tell me that it is ok if revenue goes down by an equal amount. They would tell me to maintain production and possibly improve it. If I have to do the same with fewer people I find ways to make/help the reduced workforce work smarter, better, harder. I may do it through longer hours, training, better tools, incentive compensation etc... Once the improvements are in place and working. Management knows that the work that used to take three people was now being done with two. I will not be able to bring back the third. This has happened throughout history. A portion of the jobs lost during a down economy are not replaced during a recovery. Even if eventually the numbers come back the jobs will be different.

If you are unemployed this means that if ten people were let go there will only be jobs for seven (Hypothetical numbers) and fewer are available now. If you want one of the available jobs you should be in panic mode. By that I mean that you must be conducting an intense, fast paced, perfect job search. Your job search should be a 40 hour job. You can’t miss a single posting and when you respond you must do it in ways that separate you from the hundreds of other responses. Your correspondence, letters and resume must be perfect. You can’t afford a single typo. You need to plan time everyday for networking and talk to 10 – 15 decision makers every week. Maintain a target company list of 20+ and talk to current and former employees of these companies every day looking for leads, advice and finding problems that you can solve.  Since I am a job search coach I am biased but I believe that unless you are 100% confident in your abilities to conduct a perfect job search you should be working with a professional; especially if you have been looking for 3+ months.

I did not write this to discourage people but everybody needs to clearly understand what they are up against. I run into far too many people who are sitting at home sending out a few resumes a day and waiting for something to happen or who are looking for a job the same way they did the last time they changed. These people face a long and frustrating period of unemployment. If you apply yourself 100% and make use of all the resources readily available to those who take the time to look you should be working in two months. If not….

Get out there and go get it.

 

"What have you been doing with yourself while unemployed?"

With so many people being unemployed for an extended period (4+ months) employers are paying very close attention to specifically what have you been doing that is productive. Unfortunately they are not looking for... job search related activities, "recharging my batteries", "learning how to get healthy", "Learning to discover myself", "learned to cook" etc....etc...This can all be important and probably contributes to our growth as healthy human beings but unfortunately our future employer has not had the opportunity to learn to take such a holistic view. Our next employer is viewing downtime productivity under a different light.

What employers are now seeking out comes in two categories; what we are doing to constructively provide for society preferably in a leadership role and what we are doing to improve our ability to contribute to our next employer by advancing our career related skills and abilities. 

 The societal component comes from any leadership activities in your favorite charity or community organization. Financial contribution and joining are fine but leading takes more time and contributes more. It also transfers to your next employer through improved skills in this area. It demonstrates leadership, organizational skills, creativity, communication skills, values and work ethic.

The self improvement component comes through taking courses in your career field, internships and pursuing certifications. You can combine both by teaching courses at the local community business or technical college either compensated or pro-bono.

Protracted periods of unemployment have traditionally always been hard to explain and are viewed very negatively. Activities reviewed in this discussion can move a period of unemployment from the negative to the positive side of the decision making balance sheet.

I have provided a great deal of information to help you successfully navigate the job search process on my blog and site. I also try to provide helpful answers whenever possible. Good luck and much success to all.

Unemployed 3+ months? This is important. Plus what my clients say

If you have been on the market for three or more months and have not been generating enough  actiivity you really should not continue without professional guidence. If you have been looking that long clearly you are trying to find a job the way you have in the past and it is not working. Your problem is not that nobody is hiring I am sure you agree that you need to dramatically change your approach, methods and strategy or the next three months will simply be a repeat of the last three and it will be the same for the next three.That is the only possibility. The old saying "If you keep doing what you have been doing you willl keep getting the same results" certainly applies to your job search. 

You have come to the conclusion that you must make dramatic changes or resign yourself to living off unemployment. Ask yourself what changes will you make? How will you master them? How and when will you put them into practice? How will you know if they are working? If you can't easily answer these questions you know you need professional help. You need a respected, seasoned, highly experienced job search specialist working side by side with you. So how do you do it.

Start by doing homework. The best source is clearly Linkedin. Read what coaches write. Read their advice on their blogs or sites. Look for recommendations. Pick up the phone and call coaches. Ask about their backgrounds and experience. You are looking for a job search specialist not a traditional career consultant and you want one with plenty of experience; not a failed recruiter or HR staffer who decided to try coaching. Ask if you can contact clients. Do not let yourself be SOLD.You will know what you want when you see it. Beware of being closed. If you get the one who says "I would like  to have our president explain our pricing plan, run for the hills it will be very expensive. Lastly do not be talked into a fee that you cannot handle. The last thing you need it to put out lots of money with none comming in. You knoow that if you want to jump start your search you need help so go out and find it.

Of  course I would like you to check me out. Start by reading what my clients are saying and then read  all the helpful, free advice in this blog.

MY CLIENTS

“I found Mark Warren via LinkedIn as I was struggling to get organized in my position search, and hired him to assist me in my efforts. Mark's expertise and insight was invaluable, as he helped me look at the job search in entirely fresh ways, coached me to keep on track and not let down the intensity of my efforts, and cut through the unnecessary time wasters that plague so many job seekers today. By using Mark's approaches, I was able to generate fresh opportunities to stand apart from my competition, and present my abilities in ways that circumvented the sometimes frustrating maze of job boards, recruiters, and HR elimination efforts. I am absolutely convinced that if I had not adopted new ways of approaching the market based on Mark's coaching and guidance, I would not have had the opportunity to accept a great position in a great company that lines up well with my skills, and done it so quickly. Mark told me at the outset what was necessary to stand apart, and bypass the normal employment channels, successfully present myself in interviews and many other tricks of the trade that ultimately helped me shorten my search by months. I would highly recommend Mark to anyone who needs a boost in their personal selling efforts as they market their own skills to potential employers.” October 1, 2009 Doug Toftner

“Just by reading his postings on LinkedIn and the excellent information on his blog, Mr. Warren has helped me land my "dream job" without ever having met him. His articles on interview preparation and the "dreaded salary question" were instrumental in helping me land a new career with a company that is not only a leader in their industry, but is also my first choice for an employer. I would not have been as successful without Mark's excellent advice." Richard Giachetti

“After investigating several “coaches”, I decided to work with Mark as my business / career coach (his services and availability are greater than those offered by coaches charging as much as $2,500). I greatly appreciate Mark’s straightforward job search approach, especially during our weekly one-on-one sessions. He is not a resume re-write or personality analysis guy, but rather a well informed mentor who knows how to guide you through the job search process. My job search activity has dramatically increased in the past few weeks, and I know we will have a successful outcome.” Barry Scott
“I hired Mark for some career counseling based on his Linkedin information - and, wow, am I pleased! Mark took a great deal of time to understand my situation, needs and desires. He crafted suggestions and helped me rewrite what I thought was already a great resume. Now I am getting much more response. Mark coached me on what to do each day and how to stay positive. Mark's many years of experience and empathy make him a true professional that I am only too glad to recommend.” Guy Churchouse

“After trying to "jump start" my career search on my own with little success, I came across Mark's blog and began reading. Besides having a fascinating and inspiring story to tell, it's clear that Mark has a true passion for what he does. Getting people to understand that the "old way of doing things" just won't cut it anymore is not easy. I had to be dragged kicking and screaming into the "new world order" of the strategic job search. It takes a while "to get it", but once you get it, it's like seeing the world through new eyes. Mark has been an excellent coach, and an understanding ear when one gets down from an extended search. With his coaching and assistance from "beginning to end" of the job search process, I have no doubt I will be successful. Kudos to Mark for providing such a great service for an amazingly reasonable price.” September 3, 2009, Larry Rosen CISSP

These people will tell you that I offer everything  provided by other leading job search coaches but on average I only charge 20% of what they bill. I put everything I have learned in 30 years of search and staffing to work for you because I want to help and do not wish to profit by taking advantage of the hardship imposed by the horrible market we are in.

Take your time browsing through the many helpful articles I have written for this blog. Many of your job search questions will be answered here but for those that are not please get in touch. In the words of Richard Giachetti above "I can only imagine what the results would be with Mark's one on one coaching.

What is a candidate summary? Should I use one?

When an employer hires a retained search firm and a few high level contingency firms they expect a lot more candidate information than simply a resume and cover letter. One thing they always get is a candidate summary. The summary is a customized and detailed evaluation of the candidates fit and overall qualifications  for the position they are being submitted for. It is  an excellent selection and interview tool. It clearly addresses each of the employers needs and using specific and proven details explains (not sells) how the candidate meets or exceeds each one. For the most part the recruiter does not state personal opinions but sites documentable facts. The summary might end with an opinion statement but editorial comments are not intermixed with the facts. As candidates we are not going to send the opinion piece but can and should submit the factual portion of the summary. It can give you a big edge over the competition and employers are surprised to receive it from a candidate.

The candidate summary can be a separate attachment titled "Candidate Summary" or it can be part of a cover letter. Lay out the page like a spread sheet with two columns. The left column is titled "Your Requirements" and the right column is titled "My Qualifications". Divide the columns into "cells” one for each requirement and each qualification. Under "requirements" write the requirement as it has been written by the employer in his job posting fill in the box to the right with your qualification. Be clear and factual using numbers and very specific examples. Repeat this process for every requirement.

The summary can also be sent as part of your follow up letter after an interview. Use the requirements and employer needs that were mentioned during the interview. When sent after a phone interview it might hellp you get the in person interview.

This is a little extra work but it makes a big impression and the employer will find it very helpful. He will probably thank you for providing the information in this format. Happy hunting.

How do you handle the dreaded salary question?

In an interview you will be asked two questions about compensation. If you do not handle them correctly it will be the end of the interview process or cost you a lot of money.

The first question is about earnings history. “What are you earning or what did you earn in your most recent job”?The second question is about your required compensation. “What do you need “? “What are you looking for”?

I have seen lots of bad advice on LinkedIn and other sites about these questions. I will not review the bad advice but will cover the correct answers to both questions. The first question about earnings history must be answered honestly and accurately. Since it can easily be verified there is no point in trying to dodge the question so tell the truth. There are no circumstances that justify anything else.

The harder question that everybody frets over is what are you looking for? I have heard many suggestions for this one but based on my extensive experience preparing many hundreds of people for interviews and debriefing as many employers there is only one correct answer. One thing you never want to do is give a fixed number. Any number high or low will hurt you. Let’s look at what giving a number will do.

 If the number is to high your interview process will end. The opportunity may have been so great that you might have considered it for less but in the beginning of the process it is too early to tell and the number you give assures you will never find out. Giving a number cost you the job. What if you decide to play it safe and give a low number?  Suppose you say you would like 60K. If the employer was prepared to go to 65K you just lost 5K because like everybody else he wants to save money and if he thinks he can get you for 60K that is exactly what he will offer. Giving a low number cost you money and giving a high number cost you the job.

So if you can’t give a number what do you do? You give the following answer; my reason for being here is to evaluate the opportunity just as you are evaluating my fit for your organization. If the opportunity is everything I want and I satisfy all your needs I’m sure the money will not be an issue. In most cases that will be the end of it. Some interviewers may push you by saying something like, I know you are primarily interested in the opportunity but really, what are your salary expectations? In this case turn the question around on the interviewer with something like, You know my background, skills and experience as well as your needs and pay range; what compensation do you feel would be appropriate? They will not give you an answer because like you they know and have been trained that the first person who gives a number in a negotiation (that is what this is) loses. So far you are playing the game very well and winning but in rare cases you might get pushed even further. If the interviewer simply will not let it alone (maybe 10% of the time) give a range as a last resort. Do not do this earlier or unless you have no choice. Make the range 5% below your lowest acceptable and 15% above and always qualify this answer with “depending on the quality of the opportunity”.

You have actually given them nothing but you left them thinking they got an answer (win-win) and you have left yourself with plenty of wiggle room. That is exactly how this phase of the salary negotiations should end.

These guidelines apply any time you are asked the question including the application and if a posting ask you to include the information in your cover letter or on your resume. Just because they ask the question does not mean you are required to answer. If a paper or electronic application ask for a salary commitment write TBD or OPEN. If the electronic application will not process or submit without a numerical value use all zeros. Contrary to urban myth no candidate has ever been rejected because they would not give a firm commitment. Every employer knows that it is their responsibility to come up with a number and make a fair offer. They are simply attempting to get you to make their job easier and cut down the risk of embarrassment by getting a turn down.

This is some of the soundest advice I have given in 30 years of preparing candidates at all levels for interviews. It has NEVER backfired.  Please trust and follow it to the letter. I would be happy to answer your questions on the subject.

The real work of job hunting in this new employment market, Networking, Networking and more networking.

Anyone who has entered the job market in the last 6 -10 months knows that the market and the job hunting process is vastly different then the last time they experienced it and unfortunately recruiters that many people have depended on in the past for advice are no more educated in the new methods and process of the job hunt than they are. It is not really the recruiters fault since in this new job market they are no longer one of the most important factors in the successful job search and they are not accustomed to teaching people to find a job without them. It is certainly not in their economic interest to do so. Since nobody understood the changes in the processes everybody entering the overcrowded candidate pool started looking using the same methods they have for years consequently almost overnight the average length of a job search grew from two months to 6+.

The old method was relatively simple and required no real skill. You wrote an average resume, posted it online, and contacted a couple recruiters and a few days a week you responded to job board and company website postings. If you had a decent track record, education and current skills you were working in less than two months. Eighteen months ago 80% of jobs were filled through these traditional methods and 20% were filled through networking. Today and for the foreseeable future the numbers are reversed. This year and next only 25% of job hunters will find work through recruiters, online resources and traditional applications. Seventy-five percent of jobs will be acquired through networking. Unfortunately most job hunters possibly including you are spending 75% or more of their time in efforts that yield the poorest results. If this is you than you must immediately refocus your efforts towards intense networking.

Networking is hard and takes a lot of time and work. With the exception of highly experienced sales people who are trained in and comfortable with cold calls and starting conversations with complete strangers nobody likes it. Unless you want to still be on the marked in another six months sending out hundreds of resumes and not even getting responses you need to learn to network. So how do you do it? Read a lot. Bookstores and the internet are full of easy to find resources. Use LinkedIn for all it is worth. It is the best professional networking tool available. Plenty of networking tips and instruction is available on the site. The LinkedIn group “Linked Strategies” has information and frequent webinars on the effective use of LinkedIn for the job seeker. I am biased but I really believe the most effective thing to do is hire a coach who knows networking, will teach you and help you manage the effort. Contrary to myth you do not need to spend thousands on a good coach. This is very important and I want to help so please feel free to send me questions and I will try to help. I can’t coach for free but if you have read my blog and many discussions  you know I will try to help.

Get the most from Linkedin; Show yourself and provide value. Don't miss the Linkedin boat. Here are the best secrets.

LinkedIn is without a doubt the best recruiting and job search tool any of us have ever seen however if used improperly it is not worth the effort. The two secrets to getting the most out of it are be visible and give value. You need to maintain high visibility at all times to those that might be interested in you as a candidate. Build your network fast but be smart. Connect with those in your area of expertise. Pass on those who only connect for the sake of bragging about how many connections they have and those that have nothing in common with you or do not influence those who do.
Join lots of groups and actively participate. You can join up to 50. Start commenting on as many discussions as you can. When you feel you can add value to the group start discussions. The discussions should feature your expertise and legitimately give value to other members. Give away your knowledge. For example if you are a project manager with a history of completing projects on time and under budget share how you do it. Teach others to do it.
Go to LinkedIn’s question and answer section. And start answering any questions you can. You can choose the categories of questions you know the most about. You can go to this link to learn about this part of LinkedIn.
http://www.linkedin.com/static?key=answers_info&goback=%2Each_HRH*4SFF%2Eabq_1_1247841468142_n_o_HRH*4SFF

If you follow these ideas you will become known as an expert in your specialty and connection invitations will flow in. accept the ones that are mutually beneficial.