With nearly 130 million people in the U.S. walking around with smartphones in their purses or pockets, you’d better be sure you’re doing all you can to be available to and market to this mobile-loving crowd. Shockingly, 34 percent of small businesses recently surveyed still do not employ mobile technologies in their businesses. What could be the reasons? Some of the reasons entrepreneurs gave include not understanding the technology and not having the time to learn and engage. But the top reason is that their customers haven’t requested mobile from them. We’ve got news for you: Mobile isn’t going away—and just because your customers aren’t asking for mobile doesn’t mean they don’t want it. They could just be moving on to your competitors’ mobile-friendly sites.
Web.com Small Business Tip of the Day: What a Difference Being Mobile-Friendly Makes
May 20, 2013 in Customer Service, Getting Advanced, Home Page Blog, Mobile/Applications
For Your Next Hire, Think Out of the Box
May 20, 2013 in Getting Advanced, Home Page Blog, Human resources for Small Business
When you think about hiring, do you automatically think of hiring a full-time, permanent employee? There are many other options for hiring that can save you money, expand your range of possibilities and give you access to skills and talents you might not otherwise have. Here are four “out of the box” hiring options to consider.
- Hiring seniors. More employees over 55 are staying in the work force longer, so even if you are looking for full-time employees, those in their 50s, 60s and even 70s could be part of your talent pool. However, seniors are also a good bet if you’re looking for part-time or seasonal employees. Many retired seniors want to stay active and engaged by working, but don’t want full-time hours. By hiring a retired senior as a part-timer or consultant to your business, you might be able to access years of experience without paying full-time salary and benefits.
- Hiring stay-at-home moms. Similar to seniors, many stay-at-home moms formerly held jobs (often quite high-powered) and while they can’t go back to work full-time just yet, many are itching to use their skills and earn money. Consider seeking out stay-at-home moms if you are looking to fill a job that offers flexible hours (while the kids are in school) or can be done from home.
- Hiring interns. High school and college student interns can be valuable to your business, but it’s important to know the rules relating to interns. Check with your state department of labor to see if your state allows unpaid internships or if interns must be paid. Either way, for a job to qualify as an internship, the employee must learn about your industry and gain useful skills during the period of employment—they can’t just be filing or making coffee. The bonus for you is that if you find a great student intern, you can groom the person for a full-time job when he or she graduates.
- Hiring virtual employees. Virtual assistants (people who work remotely helping you with all the tasks an administrative assistant would do) are probably the best-known type of virtual employee, but in reality you can hire people to work virtually for a wide range of jobs. Hiring a virtual employee is especially useful for companies that need specialized skills which may not be available in their local area. It can also be a way to tap into specialized skills for less—for instance, a Silicon Valley tech company could save money by hiring virtual tech workers from an area of the country where the cost of living, and thus salaries, are lower. If you hire a virtual employee, it’s important to be aware of tax laws (if the person lives in another state), make sure you understand whether the person is classified as a true employee or an independent contractor (again, this affects how you handle their tax withholding), and put systems in place for effective communication with and management of the remote worker.
Image by Flickr user Creative Tools (Creative Commons)
Web.com Small Business Tip of the Day: Hiring in the U.S.
May 17, 2013 in Business, current events, Entrepreneurship, Getting Advanced, Home Page Blog, Human resources for Small Business, Resources
The U.S. Customs and Immigration Services (USCIS) has revised the work eligibility form I-9 required when businesses hire new employees and made it available to employers as of May 7, 2013. To make sure you’re using the correct form, look for a 3/31/2016 expiration date. You do not need to fill out an I9 for any temporary workers, independent contractors or those employees living outside of the U.S. In addition to form I-9, you can also register for the E-Verify system. If you haven’t used the E-Verify system because you feel it’s too complicated, a recent study might change your mind. The National Restaurant Association and ImmigrationWorks USA report that nearly 80 percent of restaurant owners surveyed found the E-Verify system yielded 100 percent accurate results for them.
Web.com Small Business Tip of the Day: Facebook Is Going to the Dogs (and Cats)
May 16, 2013 in current events, Getting Advanced, Home Page Blog
What gets the most likes on social media site Facebook? Pictures of cute animals, of course. According to a new study of 3,000 images used in “Like Ads” on Facebook by 125 brands, those with images of animals had the highest response rate overall. Does that mean you should start working Grumpy Cat into your posts? Not necessarily, but it is advisable to use some kind of images in your Facebook ads and posts. Facebook research shows Like Ads that are text-only have the lowest interaction rate. In contrast, simply adding a logo, product shot or picture of people increases interaction with the ad.
The Do’s and Don’ts of a Successful Guest Blogger Program
May 16, 2013 in Getting Advanced, Home Page Blog, Marketing
If you want to increase the reach of your blog and the value it delivers to your readers, consider starting a guest blogger program. Before you start inviting people to contribute, though, read through these do’s and don’ts to ensure the program runs smoothly and actually meets your goals.
Do: Invite people you trust and respect
You need guest bloggers who can not only deliver engaging content, but who also deliver it on time, respond to you fairly quickly, and are generally easy to work with. There’s no need to work with someone who is high maintenance if it will only cause you aggravation.
Don’t: Reach out to strangers
I would think twice about reaching out to a stranger, even if they are an influential expert in your field – and not because they will probably say no, but because you have no idea what it is like to work with that person. Again, avoid headaches.
Do: Ask for writing samples
No matter how much you like and respect someone, ask for writing samples on the topics you’d like them to cover – or that they would like to cover – to ensure they can actually, um, write.
Don’t: Assume people will write in “your” style
Just because your style is informal and conversational doesn’t mean theirs will be. It might be more reserved and formal, or full of meandering stories that eventually make a point. That’s OK – see my next point.
Do: Put together a style guide
A blog style guide need not be long – one page should do. Include tone of voice (formal or informal, warm and friendly or more professorial), word usage (Is slang OK? Cultural references? Jargon?), general length, and style (Should blog posts be educational or actionable? Are opinion piece or personal or customer stories to illustrate a point OK?). Your goal is to ensure consistency.
Don’t: Rewrite what they submit
If, even after distributing the style guide, you receive a blog post that is a hot mess, don’t rewrite it. Make suggestions on how to improve it, and send it back. If version 2 is still way off-base, consider a brief conversation to help steer them in the right direction. If version 3 is still awful, well, you’ve done all you can. Thank them for their time.
Do: Structure your program
Set up a spreadsheet in the cloud (Google Drive or Dropbox), and give your guest bloggers access. Ask them to choose a date and fill in their topic and the general points they will make (give yourself a few days lead time for editing). Once they pick a date, send them a calendar reminder.
Don’t: Be inflexible
Life is full of surprises. Your guest bloggers might fail to deliver a blog post when they say they will due to many reasons, some of which will be legitimate, and some of which will not. Try to be flexible and understanding – and always have a backup blog post.
Do: Encourage them to share
If one of your goals is to increase your blog’s reach, encourage and remind your guest bloggers to share their blog posts with their network – on social media, in their newsletter, on their website, etc.
Don’t: Forget to highlight your guest bloggers
Include a short bio with links to their social media accounts, email, and/or website at the beginning or end of each of their blog posts. When you share their blog posts, tag them.
Do you have a guest blogger program? What has worked well for you? What mistakes have you made?
Image courtesy of advancewebranking.com























