Rule No. 5: Blogging is not about money. Blogging is about trust. You don’t sell ads on your blog (rarely), you don’t get the big book deal (rarely), but you do build trust and this leads to opportunities. In Bryan’s case it led to more inflow, rather than him going door to door, and it also led to his biggest early opportunity. My own blog has made me a total of zero cents but has created millions in opportunities for me.
Blogging is pull marketing.
Providing great content, relevent information, intriguing stories, tips and ideas will bring people to you.
They might end up reading your blog regularly, or they might be a flash in the pan, coming in from a google search.
But when you provide awesome content, you can “become a trusted source” (quoted from right above the excerpt I took out – read the whole article).
When I first started JibberJobber I had a few marketing people who said I must promise that this would help people get a job faster. Even, get a better job faster.
I could not claim that. I know unscrupulous companies would claim that but I really had nothing to back it up with. I was too new to have testimonials from people who had gone through a job search.
Unlike switching from a horrid resume to a clean and effective resume, I couldn’t say the purpose of JibberJobber was to “get a job faster.” I didn’t want to be like some college career centers who, on the day of graduation, called their recruiting friends begging to get little Johnny into ANY job, even entry level, so they could say they have high placement. Yes, this really happens. The recruiters tell me about the frantic calls, just so the school can save face.
Let’s go back to one of my favorite concepts in marketing, branding and positioning: The Pill vs. The Vitamin. I wrote this post in 2011 and it is one of the most profound concepts I think everyone in sales (that is, any entrepreneur and every job seeker) needs to understand.
I can’t promise JibberJobber will get you a job faster. There are too many factors that I have no control or influence over. The economy might stink, you might stink (literally), your resume might be folded up in your back pocket, you might be in a dying industry, your competition might be ten times better than you, you might be wasting your time on job boards like I did, instead of networking effectively… the list goes on and on and on. And I can’t say JibberJobber will be the job search silver bullet for you.
I’ve blogged about the job search silver bullets various times, including here and here and here and here.
So what is JibberJobber’s Promise? I’m not sure. After almost seven years I think it is:
Hope and Inspiration. Not through blog posts. These blog posts are my therapy more than help to/for you. But I want you to remain hopeful, and be inspired, and that is why I do what I do.
Empowerment. I felt so powerless and out of control as a job seeker. JibberJobber should empower you, and make you feel more in control.
Venture Capitalists would hate that JibberJobber is not a Pill. You can sell and monetize Pills quick and easy. Vitamins are harder. But that’s what we are, and I’m not going to make fraudulent claims that we are the Silver Bullet Pill that will make all your wildest dreams come true.
What is YOUR promise to an employer, or your career?
Dick Bolles didn’t show up fifteen minutes early. 10 minutes early he wasn’t there. Two minutes early he wasn’t there.
Three minutes late, I decided to start. Lots of people were on, lots of questions were coming in. I was honestly hoping Dick was okay…. we had communicated a number of times about this webinar and I knew he had it on his calendar.
Turns out, he was great. I found out, twenty minutes into the call (when he came on), WHY he was late. I don’t want to spoil it for you… he tells all when he joins the webinar.
This interview with Dick was different than I expected. I wasn’t quite sure what to talk about or ask, but the audience came through and we spent the entire time on questions.
His answers, with over forty years of experience in the job seeker space, were different than I expected. They surprised me. I think they might surprise you, too.
This week I should finish editing the 51 Alternatives to a Real Job book, which include stories and tips from people doing them. It has been an overwhelming project to talk to people who are living their dream and making money outside of the cubicle world.
Is this interesting to you? I hope to get a page up to prepurchase in the next month or two. I also hope to ship the books this summer. I’m anxious to be done and get this inspiration out to people who are so frustrated in the job search.
Some of you know I call JibberJobber “Career Management 2.0″ Let me share why, and how that relates to the book.
Career Management 1.0 is the old, traditional stuff we used to do, where we could count on companies to have some loyalty.
Career Management 2.0 is where we are now, where we have taken a lot more responsibility for our careers. Networking and personal branding have A LOT to do with that.
Career Management 3.0 is where we really introduce multiple revenue streams to our portfolio, and a “job” is just one of them. It might be the largest, but it doesn’t have to be the most important. I predict this is where we are headed.
51 Alternatives to a real job is all about Career Management 3.0. If you want to naively trust your company to provide your income through retirement, go for it. If you want to be more empowered, and less submissive to forces outside of your control, then implement Career Management 3.0!
Sound interesting? Let me know.
Finally, Dick Bolles has been the name in Career Management and job search for decades. He wrote What Color Is Your Parachute, and refuses to let his publisher edit it. He does the writing and editing. I’m going to interview him on Tuesday morning and you are invited to come. If you have any questions you want me to ask, let me know. Otherwise, come and hear from a legend in this field. No charge.
I like the Recruiting Animal. A lot of people find him offensive but he brings out real issues and doesn’t let you hide behind rhetoric. You can hear his show on Wednesdays.
Here’s something he wrote on Facebook earlier this month (I’m posting with his permission):
Yesterday, on The Recruiting Animal Show my guest was Chris Fields.
He wrote a blog posting in which he declared: “We all know that diversity helps make everything better.”
I challenged him on this. How is a Greek programmer better than an Italian programmer? How is a woman programmer better than a man?
What about a Dutch accountant? Better than a Russian accountant?
He hadn’t thought the issue through and all he could say was, “The teams I’ve worked on have always been better when they were diverse. I don’t want to work on a team full of me.”
But, in fact, he also said that people are naturally attracted to people like themselves. That’s why every minority needs affirmative action.
Because most of the hiring managers are going to be from the majority population and they are naturally going to favour people like themselves. Inotherwords, everyone in the world is, by nature, averse to diversity.
So, if people like people like themselves, how can teams be better when they are diverse? Chris didn’t tell us that either. He wants to come back on the show. And maybe he’ll have answers then.
When Ed Newman was a guest (here’s a less-than-three-minute clip), he said that diversity programs are just to prevent the standard bias in hiring. But they don’t promote innovation through the hiring of diverse thinkers.
There are a lot of things to hate about affirmative action, whether you are a minority or not.
It is an ingrained part of HR and hiring… so for now, how do you get around any decisions based on discriminatory hiring and focus on talents, skills, deliverables, etc?