I’ll be teaching a class on article marketing this Tuesday at BetaLoft in downtown Salt Lake at 2 pm. It’s free to attend, but space is limited. If you’re interested, please RSVP on Meetup.com or Facebook.
Here’s what you can expect to learn:
Topics covered include:
How to title articles for maximum impact.
Which article submission sites to use.
Is there a duplicate content penalty?
The quandry of quality vs. quantity.
How to write interesting articles that will get published through syndication.
Plus much more. Don’t miss it!
So much of what goes into article writing is either spammy, boring or written by people who don’t know their subject matter. Article marketing is a very smart way to perform search engine optimization, but so much of it is so bad it really gives article marketers a bad name.
Here’s a sample I did for a client. Let me know what you think.
Temporary is the New Face of the American Worker
For most of the last two decades of the 20th Century, American workers were warned their lives were about to change. The days of working for the same company for 40 years and then retiring with pensions and benefits were gone. Today we’re seeing those prophecies fulfilled. Consider this quote given by Robert Reich, former Secretary of Labor
It seems as if every conference I attend on the subject of American competitiveness (and there are many — the competitiveness industry is surely one of America’s most competitive) begins or ends with a speech by a prominent chief executive of a large American corporation about business’s stake in improving the quality of the American work force… At the start, an upbeat assessment of the current state of American industry coupled with grim warnings about foreign competitors who are gaining ground. This is followed by an assertion about the importance of the American work force to American competitiveness in the future, why skilled and educated workers are crucial, why companies have more and more need for brainpower instead of brawn, and so forth.
Looking back in the history of the past twenty years, there are several times we could attribute his comment to; the late nineties, the 2001 recession and even today. It was actually written 19 years ago.
I find it very interesting to see certain events that will most certainly be the subject of historical textbooks (or whatever they’re using then) play out in real time. The transformation is one of those events and we’ve had warning about it for several decades.
Like the Industrial revolution of the nineteenth century that led to a time period of manufacturing dominance, another commercial revolution is taking place. This is the information revolution and like any great change, it’s facing significant resistance.
In the past two and a half decades, this shift has taken us from the older industrial model to a new economic paradigm, where knowledge, innovation, and creativity are key. At the cutting edge of this shift is the creative sector of the economy: science and technology, art and design, culture and entertainment, and the knowledge-based professions.
This economic shift is creating a new type of employee; one that is educated, adaptable and more and more temporary. By temporary, I mean a worker who may be in a position with a particular company for six months to two years. While staying in the same industry, they may find the signer of their paycheck could come from three, four even five different employers in a ten-year period.
We call these types of employees temporary, but wouldn’t dynamic, flexible and adaptable also be accurate descriptions? Welcome to the 21st century of business where extreme competition leads to extreme solutions.
In the past, temporary employee created an image of a secretary, labor or food service worker. In today’s economy temporary means contract or consultant and almost every industry employs such people for jobs as varied as information technology, medical and direct sales.
Historically, seasonal jobs seemed to create more temporary workers. In today’s economy with technology driving innovative new products and services in shorter and shorter business cycles, specialized direct sales companies can manage various sales sources with an expertise that is mercenary in nature. It’s also highly effective.
Consider MarketStar, a world-wide sales and marketing specialist that employs thousands of flexible employees in its direct sales force. Due to the dynamic nature of their employment, its not surprising MarketStar’s clients occupy the consumer electronics space where product life cycles are short and competition is fierce.
Their client list reads like a who’s who of amazing technology:
Research in Motion (RIM)
LG and HP
Those are just a few of the companies utilizing an outsourced (specialized) sales force through MarketStar. The beauty of using business process outsourcing (BPO) is it’s seamless. With proper sales training, the end customer will never know their salesperson wasn’t a permanent company employee no matter what the sales channel was: direct, value added reseller (VAR) or retail.
Of course, a successful sales outsourcing company has to manage its clients and its employees. By providing up to date training, benefits, flexible schedules and the stability of a large company, MarketStar is able to attract the best and the brightest as its direct sales reps.
MarketStar is just one example of a business that is miles ahead of its competitors by offering talented and motivated staff in America’s new economy.