Job Search Fact Or Myth? Age Discrimination Is A Major Issue In A Job Search
A lot of material has been published both in print and posted online that has caused older job seekers, especially those Baby Boomers in their 50s and 60s, to be afraid that they are no longer marketable. As a career coach and resume writer, I am finding that even some candidates in their early-to-mid 40s are now concerned about their age when conducting a job search.
Do Companies Really Discriminate Based on Age?
The answer, for the most part, is a resounding NO! Most companies do not discriminate against older workers. In fact, in today's business climate, where organizations have serious concerns about the strength, work ethic, and dedication of the younger generations, it doesn't serve corporations to do so and workers with more experience are becoming more highly valued.
The Truth Is in the Numbers
First of all, it is a simple fact that Baby Boomers by far outnumber their children's generation. So basic math tells us that employers cannot afford to be that picky. The whole job market simply cannot be 25 to 40 years of age!
Second, I'm not sure I've met many senior managers, supervisors, and advanced-level professionals who are 25 years old. Furthermore, it isn't like all hiring managers are less than 30 years of age. Many of them are also Baby Boomers or just about. It is a hard sell to suggest they are discriminating against people their own age.
Third, I have yet to hear employers say that they don't value experience. You simply can't have much experience at 25, no matter how great you are.
The Real Issue
It seems to me that what many people tag as age discrimination against older candidates during the job search has more to do with the attitudes possessed by that worker. Remember, most older candidates simply have more work history than those job seekers right out of college. With that experience comes the baggage of having been laid off, downsized, rightsized, outsourced, or just simply having had a bad boss.
The Bitter Root
That baggage usually manifests itself as bitterness during an interview. Any trained interview professional will easily key in on underlying bitterness a candidate possesses, even if the job seeker is unaware of its existence. Think about it, whom would you rather hire, candidates that are bitter about their previous work history, knowing that they will likely drag that with them into their new role, or candidates fresh out of college that are enthused, excited, and energetic about the opportunity at hand?
That's not age discrimination, that's just simple common sense. Employers don't want someone who looks run down, tired out, and weary, and is still angry about that old boss in 1982! Employers want to hire people with good attitudes and a good outlook on work and life, people who are up-to-date on their skills and eager to take on a new challenge, who leverage the great experience they have earned (especially from the bad situations) to build a win-win environment.
So Age Discrimination Is a Myth?
No, unfortunately, cases of it have and do occur. Blue collar, manufacturing, entry-level administration...those are areas where it can occur the most. And, thankfully, there are processes in place for when they do. But even in many of those cases, the tricky question is whether someone is being discriminated because of their age or they are being replaced because of having out-of-date skills.
In this day and age, there really is no longer any excuse for not knowing basic computer functions. There are just too many resources out there, many of them relatively inexpensive, that can help you.
The Last Word
No matter how you look at it, in no way, shape, or form is age discrimination occurring at such a level to cause an entire generation of workers to feel they need to hide their experience on resumes or to feel trapped in positions because they won't be able to find another company to take them.
I really feel like now is a great time for Baby Boomers to be out there. They just need to take that knowledge and combine it with an eagerness to still learn new things and to bring to the table the standard of professionalism that is often sorely lacking in today's corporations.
Blame it on the Economy; Everyone Else Does
I've been half-teasing lately with my career services colleagues that the banks and GM aren't the only ones in need of a bailout. Job seekers should ask for one too. Why not? It seems that in today's environment the more corporate leaders mismanage their businesses, the more attractive they are for getting bailed out by the U.S. tax payer.
So why should job seekers be any different?
It is no secret that most job seekers are ill prepared for their job search. They spend money in the wrong places. They pin their hopes on the wrong things. They have very little idea of what to expect (although they think they know it all). They try all kinds of tricks and shenanigans to make things work for them.
And then they are upset when they don't have positive results. Or when they don't land the career of their dreams.
I spent a great deal of time the other day trying to work with this woman in Jackson, Mississippi. She's been searching for a job for a little less than 30 days, and she is looking for a sales position with an earning potential of about ~$150,000.
She's frustrated. She wants the resume "fixed," she wants the economy "fixed," she feels victimized by her last employer, and she wants this job search over within 45 days or else.....she doesn't know what "else" is exactly, but she really means it. It better be over in 45 days, or she is going to do something!
After talking her down off the ledge, I spent some time 1) discovering how she has been conducting her search so far and 2) figuring out where these expectations came from. As I suspected, kind of like the housing market, when people aren't making 150% profits from their homes, then they're suffering...
So you tell me, is my client from Jackson a victim of the economy or of herself:
When I explained to her that as a full-time job seeker, she should be sending out somewhere between 35 and 50 resumes per week (because she is only sending out ~5/week now), she told me that there weren't 35 to 50 jobs posted in her area in Jackson each week. Her exact words were "Recruiters are telling me to wait until after the new year."
Like most job seekers, networking and cold calling are foreign concepts to her. Instead, she is just planning on waiting around for that job to open up (within 45 days or else, of course!).
When I asked her how she was spending her 40 hours/week since now she is unemployed, she confessed that she has no idea how much time she is really spending (remember she is only sending out ~5 resumes/week). But again, there was little for her to do because Jackson, MS, doesn't have many job postings...
When I told her the average job search time for someone making $150,000/year is about 4 months for ~40 hours/week of time spent searching, she simply recited to me all her stellar credentials. And then blamed Bush and the economy. When I told her that those stats are nothing new, and have been around for a while, she still blamed Bush.
Basically, no matter what I said, in her mind, if she didn't have a job offer within 45 days, either her resume service ripped her off or it was all Bush's fault.
So what am I to conclude here? You think maybe she is a rare case?
I'm afraid not.
Listen...is this a tough job market? Sure it is. I don't think that is in dispute. But tough does not mean impossible, and too many job seekers give up without hardly trying. And most of the time, they went into the search with poor expectations in the first place.
Perhaps the oddest thing about my friend in Jackson is that, of all things, she is a sales person. She can tell you all about the sales life cycle, all about branding and product positioning, all about selling in a tough market. But when it comes to her job search, she cannot apply those same principles.
It never ceases to amaze me just how emotional the job search process is. It challenges you to move outside of your comfort zone and put yourself out there. Most people go into it kicking and screaming, on a good day. So as soon as there is something out there to blame, to latch onto as the reason for all our problems, we so easily take the bait.
Then what are we left with? Demotivation? Looking for that genie in a bottle?
No worries. The government is into redemption these days.
How to “rig” CareerBuilder and other job boards
Is it helpful to your job search to rank highly in a resume search? It should be, since only about 2-3% of resumes sent through job boards are actually read by humans.It's frustrating, isn't it? Many take it personally, getting angry or depressed.But it's also your best weapon to landing interviews…LOVE THE PRE-SCREEN:Computerized pre-screens are a necessary result of the number of resumes that CareerBuilder and other job sites flood companies with. But pre-screens give you a job seeker a HUGE opportunity to stand out from the crowd, if you know how to "rig" your resume.So how can you get an Unfair Advantage? Do the same thing that SEO experts do to websites – game your resume to show up near the top of searches. It's a technique called Resume Search Optimization, and the idea is simple.Use the same words as the job description. Sounds simple, doesn't it? But you'd be amazed at how few job seekers use this simple method. It pretty much like when you figured out in High School that the more of the teachers vocabulary words you used in your papers and essays, the higher your grade was.Why do so few job seekers use Resume Search Optimization? There's a few reasons:
Try Resume Search Optimization with the next 10 resumes you send. Make your resume detailed, and make sure to use the employers words. Please comment back with success stories!
Phil Rosenberg is President of reCareered, author of www.reCareered.blogspot.com, and Moderator of the Career Change Central group on Linkedin (www.tinyurl.com/cccjoinLI), recently named one of the top Linkedin groups job seekers must join.
Career Change – Are you afraid to move in this economy?
Copyright (c) 2009 Dorothy Tannahill Moran
The buzz right now is that everyone is holding on to their current jobs with a death grip due to the grim economy. The overarching belief is that there are no jobs out there and for the ones that do exist, there are too many people applying. Let's say some of that is true. What is also true is that there are job openings. People move, get promoted or something continues to pull people out of their jobs every day. There are jobs. Maybe not as many and maybe the competition for the ones that come available are stiff BUT there are jobs that need to be filled. One thing is also true; you won't get any of them if you don't try.
If you have arrived at a point where you think it is time to make your next strategic career move, you should not let the state of the economy stop you. Don't create barriers where there are none. The challenge will be greater than in previous years but if you're prepared for those challenges, go for it.
Let's look at what some of these challenges might be:
Job Posting Site' You hear stories of 200 people applying for one job at a local nursery for a nursery stock tender. In this environment, you can count on stiff competition for any posted job. The key here is "posted job". While it is one way to find out what openings exist, you and millions are looking at that same posting. Looking for a job this way is the lowest priority in a job search because it is the way millions of others are searching and applying. It is hard to land a new position this way due to the volume of other applicants and it is hard to stand out in a big crowd. It can be done and you should pursue it, you just need to calibrate your expectations appropriately.
Recruiters- You also need some insight into the life of a recruiter. They receive thousands of resumes each day. They will often use their computer software to sort out all kinds of criteria to help narrow down the huge pile that has come in. This is a buyer's market also. They don't need to talk to you, give informational interviews or much of anything they used to do a few years ago. Right now, they want to process the paper as quickly as possible, narrow it down to a few that look hot and screen them. With tight budgets, geographic consideration is also a big selection criterion. They may not want to fly applicants or relocate new hires, so be aware that geography is now playing a role in how an applicant is being screened.
The perfect match - Because the use of resume' handling software has become so prevalent these days, there is such a thing as the perfect match. If a hiring manager has determined 9 key skills and experience, the software will prioritize the resume's that have the highest number of matches. With a large volume, it is now possible to have resume's selected that hit 100% of the criteria, thus leaving out perfectly good candidates who are "close".
This is starting to sound like an increasingly impossible set of barriers. This environment is challenging for sure but not impossible if your plan takes these things into account. Let's look at the key actions a person can take.
Make use of your contact and network - More than 80% of all job openings never make it to any kind of posting. Only the seriously hard to fill positions go out publicly for the most part. That means you must find those positions through the use of "who you know". This has been and continues to be the number one way to find an ideal spot. It's good because to some degree, it's prescreened for you. Your network will be reluctant to send you into a snakepit workplace. They would have to face you later and simply don't want to feel guilty. Also, they will refer when they feel confident with both sides, you and the other being a good fit. Don't feel bad if some people you know simply don't refer, they probably are the same ones that don't fix up their friends with blind dates. Some people just don't want to do it. BUT, some do!
Expand your network - if a career move is on the horizon, it's time to cast the net a bit broader. Figure out some groups you can hook up with that will be rich in potential job contacts. Look in Meetup on the internet, tons of great groups. Also, look into social networking like LinkedIn, Twitter and Facebook, easy and convenient.
Look in unique places- on an airplane, coffee shops or church.
Plan your resume' - It is no longer possible to have just one all purpose resume'. Because of resume' search software, you must create resume's rich in key words. So if there is a few different related positions, create a different one for each position.
Set your expectations - Once you make a decision to move, it is a bit like stopping a freight train. You want to move right now. In this environment, you need to be a marathon runner. You need to pace yourself and set your expectations appropriately that this will take a while. You need to plan for a few dips and bumps which means you need to push through them and keep your eye on the goal.
Don't let the economic environment stop you from pursuing your dream job. There are millions of jobs and people are hiring every day. Your job is to understand the hiring situation, put your plan together and start working on it, today.
Career Change – Step 1 isn’t updating your resume’
Copyright (c) 2009 Dorothy Tannahill Moran
I can't count the number of times I've heard people talk about "updating their resume" when thinking about making a career change. If you are one of those people out there putting the polish on your resume' as you are about to launch a job search for a new career- STOP. Your resume' is not the place where you start your work on a career change. If you are simply looking for the same or similar position in another company, go ahead. There is a big difference between looking for a job and making a career change. Sure, at some point the process is the same and you will need to have a spiffy resume' but it's not the place to get started in making a career shift.
When contemplating a career shift, you are in need of something that looks like a research project. You need to do the work to help point you in a different direction. Picking a career is as hard to do at 40 as it is at 18. The world is your oyster which is a great thing but how do you find the one with the pearl? The good news is: if you are older than 18 you have more work and life experience that will give you important insight into the process and decision making.
So, where do you start? There are multiple actions you can take initially and they primarily involve self examination. Among the first steps:
- Tests or assessments - These are good to give you more information about yourself. These assessments will give you insight on things like interests, strengths and work orientation. If you pursue these, you have to know up front that they alone will not give you the "One Big Answer" about your future career. In fact, they may in many ways tell you things you already know about yourself. So why take them? Because it will give you a starting place, it will help distill down information about you that you need to have as you embark on making a decision about a career. With any research project, you collect data from numerous sources to help create the conclusion. Among but not limited on assessments: Meyers-Briggs, Strength Finder, VISTA cards, Color Q and Holland. Many of these are in books and online.
- Self assessment - This is where you really self examine. What kinds of things do you like to do? Where do you currently excel? What do you gravitate to outside of your current job? What did you dream of doing when you were younger? Are there people you know who have fun sounding jobs? Are there causes you believe in?
- More self assessment - Start looking for feedback. When your performance has been assessed, what strengths and weakness to you exhibit? If you were to ask a circle of friends and relatives, what kind of work do they think you would be good at? You'd be surprised at how insightful this exercise can be. They aren't encumbered with your history yet they know you and often have some great suggestions based on what they know about you.
- Job search - many libraries and websites have all kinds of job titles. Some titles will make almost no sense but most of them will. Start looking these over to see what might jump out at you as something interesting. You can also go to job search websites and get a vast quantity of job titles and job content to help in this step. What is it about the ones you selected that sound worthwhile?
- Compile and research - with your mounting list of insights you can now start synthesizing into some logical groupings. These groupings are becoming what will ultimately be your new career because the baseline is from things in your research that have attracted you in some way. Don't worry about "real" titles, but put logical elements together. You want to avoid putting basketball and surgery together, it makes no sense. You could put problem solving, math skills and detail orientation together. An important action in this step is to eliminate things. If you naturally are interested in specific job titles or elements, then focus on those. Your goal in this step is to create groupings or jobs that will become your future career.
- Network and research - With your newly minted jobs (mind you that you may still not have official job titles), you now need to talk to people and do more research to finalize what you are looking for. In this last and final step before working on your resume', you need to understand where this work is, titles it might be called, and any further qualifications you might need to land a job. You will know when this step is completed when you have a clear picture on what career you want to pursue. The other great thing about this step is it has just given you great input on where to start your job search, once you are ready to get started.
Hopefully, you'll see that when making a career change, you need to do some heavy lifting to move you toward something meaningful. It is way more than simply updating your resume'. Many people don't know what steps to take and muddle their way through life not happy with their career/job. The actions aren't hard or difficult and the outcome is well worth the effort.
A career change can be an exciting and fun step to take. Most people have more than 2 or 3 careers in their lifetime. Since you spend so much time in your life working, it's worth the time and effort to find something you will love.
Career Change – Step 1 isn’t updating your resume’
Copyright (c) 2009 Dorothy Tannahill Moran
I can't count the number of times I've heard people talk about "updating their resume" when thinking about making a career change. If you are one of those people out there putting the polish on your resume' as you are about to launch a job search for a new career- STOP. Your resume' is not the place where you start your work on a career change. If you are simply looking for the same or similar position in another company, go ahead. There is a big difference between looking for a job and making a career change. Sure, at some point the process is the same and you will need to have a spiffy resume' but it's not the place to get started in making a career shift.
When contemplating a career shift, you are in need of something that looks like a research project. You need to do the work to help point you in a different direction. Picking a career is as hard to do at 40 as it is at 18. The world is your oyster which is a great thing but how do you find the one with the pearl? The good news is: if you are older than 18 you have more work and life experience that will give you important insight into the process and decision making.
So, where do you start? There are multiple actions you can take initially and they primarily involve self examination. Among the first steps:
- Tests or assessments - These are good to give you more information about yourself. These assessments will give you insight on things like interests, strengths and work orientation. If you pursue these, you have to know up front that they alone will not give you the "One Big Answer" about your future career. In fact, they may in many ways tell you things you already know about yourself. So why take them? Because it will give you a starting place, it will help distill down information about you that you need to have as you embark on making a decision about a career. With any research project, you collect data from numerous sources to help create the conclusion. Among but not limited on assessments: Meyers-Briggs, Strength Finder, VISTA cards, Color Q and Holland. Many of these are in books and online.
- Self assessment - This is where you really self examine. What kinds of things do you like to do? Where do you currently excel? What do you gravitate to outside of your current job? What did you dream of doing when you were younger? Are there people you know who have fun sounding jobs? Are there causes you believe in?
- More self assessment - Start looking for feedback. When your performance has been assessed, what strengths and weakness to you exhibit? If you were to ask a circle of friends and relatives, what kind of work do they think you would be good at? You'd be surprised at how insightful this exercise can be. They aren't encumbered with your history yet they know you and often have some great suggestions based on what they know about you.
- Job search - many libraries and websites have all kinds of job titles. Some titles will make almost no sense but most of them will. Start looking these over to see what might jump out at you as something interesting. You can also go to job search websites and get a vast quantity of job titles and job content to help in this step. What is it about the ones you selected that sound worthwhile?
- Compile and research - with your mounting list of insights you can now start synthesizing into some logical groupings. These groupings are becoming what will ultimately be your new career because the baseline is from things in your research that have attracted you in some way. Don't worry about "real" titles, but put logical elements together. You want to avoid putting basketball and surgery together, it makes no sense. You could put problem solving, math skills and detail orientation together. An important action in this step is to eliminate things. If you naturally are interested in specific job titles or elements, then focus on those. Your goal in this step is to create groupings or jobs that will become your future career.
- Network and research - With your newly minted jobs (mind you that you may still not have official job titles), you now need to talk to people and do more research to finalize what you are looking for. In this last and final step before working on your resume', you need to understand where this work is, titles it might be called, and any further qualifications you might need to land a job. You will know when this step is completed when you have a clear picture on what career you want to pursue. The other great thing about this step is it has just given you great input on where to start your job search, once you are ready to get started.
Hopefully, you'll see that when making a career change, you need to do some heavy lifting to move you toward something meaningful. It is way more than simply updating your resume'. Many people don't know what steps to take and muddle their way through life not happy with their career/job. The actions aren't hard or difficult and the outcome is well worth the effort.
A career change can be an exciting and fun step to take. Most people have more than 2 or 3 careers in their lifetime. Since you spend so much time in your life working, it's worth the time and effort to find something you will love.
The Job Seekerâs Dilemma: Is it time to change career direction?
Todayâs job market is tough. Millions of people are looking for jobs for the first time in years. Theyâre looking for jobs that donât seem to exist. Recruiters donât return phone calls. Job seekers are fed up and frustrated. They wonder if all the effort is ever going to pay off and if itâs time to change careers. You might be wondering the same thing. But, it seems so risky in this economy.Â
If you are experiencing these feelings, it might be time for a career change:â¢Â Youâve always been interested in other career areas but went with the âsafeâ route and now you feel burned outâ¢Â You donât enjoy your work anymore and you wonder what other options are out there for youâ¢Â You feel stuck and stagnantâ¢Â You are finding fewer and fewer jobs available in your industryâ¢Â Youâre over-qualified for the jobs that are available in your industryâ¢Â You feel the effort to get a new job in your industry is more than you want to undertake
How do you know if now is a good time to change career direction?
The reality is that job loss and job creation are natural components of the world of work. It happens all the time to varying degrees. So there probably isnât one perfect time to change jobs or careers. The decision depends a lot on your personal situation.
Before launching a job search or career change, though, there are several important steps to take which I also outline in my career guide and audio program, Fast Track Your Career: Three Steps for Finding Work You Love.
Gaining Personal InsightBefore you change careers, you need to figure out what you want. By assessing your current situation you can determine what you need in your career to be satisfied. Analyze your values, skills, personality characteristics, interests, and lifestyle preferences. Itâs also useful to take inventory of your financial situation, especially if the career youâre considering might require additional education and training or relocation.
Getting a Reality CheckA critical mistake in making a career change is making the leap without getting enough career information. By exploring career possibilities youâll be able to identify options that are best suited to your personal attributes and preferences. There are online and print resources you can use to learn about job outlooks and industry trends. The people in your network can also be great sources for information about trends and opportunities in various career fields. In addition, they can make introductions and give you referrals.
Charting Your Career PathAfter youâve done some self-assessment to learn what you want in a career and done career research to generate options, you have to make a decision about next steps. Your transition and job search plans will guide you to successfully getting the job you want and expanding your professional network. Youâll also need to update your resume, cover letter, and other support materials and fine-tune your interviewing and networking skills.People change jobs or careers in search of greater satisfaction. By following the steps outlined above, you will increase your chances for finding a career that better suits your personal goals and uses your talents in meaningful ways.
If you're thinking about a career change, purchase the The Fast Track Your Career: Three Steps for Finding Work You Love career guide and audio program today. You will go through a step-by-step exploration and planning process by completing several exercises, so you can get clear about your career direction.
Special thanks to Andrea Delgado for contributing to this article. For more than 10 years, Andrea, was a program manager at an international development organization during which time she held multiple positions involving program and grant management and administrative support. Andrea has been networking to find employment opportunities and has considered a career change into the private sector. Her dream job would take her into the international financial arena analyzing economic policy and regulations. Andrea has her M.A. degree in International Political Economy and Development from Fordham University; a Graduate Certificate in Womenâs Politics & Public Policy from the University of Massachusetts at Boston and a B.A degree in Political Science from the University of Massachusetts at Amherst."
Andrea can be contacted on LinkedIn http://www.linkedin.com/pub/andrea-delgado/10/3b6/717
Great Career Planning News for Middle Managers!
There's some important career planning going on in medium and large companies. Corporations are finally coming around to recognize a revealing statistic: lose a middle manager and tangible losses can be 150% of that manager's annual salary!
Costs associated with recruiting, interviewing, selecting and training new middle managers add up. Not to mention the cost of decreased morale and productivity.
Middle managers make up 7-8% of any company. Because of the current rate of turnover of middle managers looking for better opportunities, the openings created have generated an employee's market. We hear reports of middle management candidates getting good job offers on the initial interview.
Contrary to current thought, human resources departments have found that midlevel managers leave jobs for one main reason. And it's not salary. They don't leave bad companies. They leave bad bosses. Money is the least significant factor in turnover.
As a result of all this, two important phenomena are occurring. Corporations are bending over backwards to retain middle managers. And there are a lot of job opportunities if your career planning has you thinking about moving into management or upgrading your current position.
In addition, recruiters are targeting middle managers. They are collecting and offering pools of talent to meet a company's general purposes.
Besides, with more people younger than 40 entering management, a whole new set of career planning priorities is being set in motion.
For example, people involved in career planning should think of themselves as "free agents." The days of lifetime tenure are long gone. People are expecting to change jobs and even careers several times in the course of a lifetime. And they're looking for jobs with meaning.
So, if you're ready to make a move the time is ripe. The best career planning news is that you can now learn how to lock up a high-paying job in 14 days or less! The exciting, new alternative and non-traditional job search strategies that are capturing the minds of 21st Century job seekers are turning them into mid management winners in a matter of days!
Mid-Management Careers . . . Startling New Statistics Affect YOU!
Some amazing statistics are turning mid-management careers upside down! And what's going on could dramatically affect your future . . . positively or negatively.
For example, there's some important planning going on in medium and large companies. Corporations are finally coming around to recognize a revealing statistic: lose a valuable mid-management resource and the tangible losses can be 150% of that manager's annual salary!
Costs associated with recruiting, interviewing, selecting and training new mid-management add up. Not to mention the cost of decreased morale and productivity.
Middle managers make up 7-8% of any company. Because of the current rate of turnover of middle managers looking for better opportunities, the openings created have generated an employee's market. We hear reports of mid-management candidates getting good job offers on the initial interview.
Contrary to current thought, human resources departments have found that midlevel managers leave jobs for one main reason. It's not salary. Money is the least significant factor in turnover. And they don't leave bad companies. It turns out they leave bad bosses.
As a result of all this, two important phenomena are occurring.
First, corporations are bending over backwards to retain middle managers. And there are a lot of unique opportunities if your career path has you thinking about moving into management or upgrading your current position.
Secondly, recruiters are targeting middle managers. They are collecting and offering pools of talent to meet a company's general purposes. Besides, with more people younger than 40 entering management, a whole new set of career search priorities is being set in motion.
Here's what this means for you. If you're serious about advancing your career, you should think of yourself as a "free agent." The days of lifetime tenure are long gone. People are expecting to change jobs and even careers several times in the course of a lifetime. And they're looking for jobs with meaning.
So, if you're ready to make a move, the time is ripe. But you must move forward with a deliberate plan of action. One that plots out your best moves step-by-step. Why? Because the job marketplace has changed a lot since the last time you were in it And if you go into unprepared, you'll get eaten alive by the competition.
When you take the time to follow a savvy plan, you can dramatically reduce the time you spend in the marketplace from weeks and months to day! What's more, you can equip yourself with valuable strategies and techniques that can put you way ahead of the completion. And command a lot more money than you could possibly gain if you tried to do it completely on your own.