I recently blogged about ‘being an agile recruiter’. [An Agile Recruiter – Are You? You Should Be!].  It focussed on the benefits of being an agile recruiter, how staff are often more agile than the business they work for and how the right tech can make you agile. This is a lovely follow up… and may resonate with you if you are a recruiter or a recruitment leader.

My previous blog got a few nods, retweets and clients mailing me with their thoughts. This post is dedicated to those responses I received in an attempt to open up some dialogue around how other people feel on this topic and I will aim to respond to any posts and comments  within the dialogue section at the end of this article.

One director of a recruitment firm said he was made nervous by the article… here’s the thread:

Director:  Spot on – great article thanks Lisa.  On the edge of controversial too, as I both connected with what you were saying and it made me nervous at the same time. 

Lisa: Nervous?

Director: In the sense that I don’t 100% trust all of our people to have total carte blanche on what internet tools they use and how they use them.

I also have regular debates with my business partner over how we retain ownership of the relationships generated via social media.

(FYI – I fight the corner for allowing them to develop their brand and make themselves the ‘go to’ person by the way)

Lisa: Ooooo, I feel another blog coming on…

Director:  Its very topical from the perspective of …

Letting the consultant fledge on this to maximise their delivery capability

From the perspective of what tools they should be allowed to use and how to use them

From the perspective of who owns the relationships if they are developed in business time and paid for by the company?

We think about what happens when staff leave – having funded this,  is this company owned data etc…

The end…

Does this have any resonance with you?  Do you feel a little edgy about:

• Trusting your staff? Do you really trust your staff? I mean really trust them?
• How to retain the relationships with your clients? Or rather “own” the relationships?
• The legals behind your staff leaving (they will one day… what are your plans for this?)

You need to get to grips with the above – you can’t be agile if you spend too much time looking over your shoulder and double checking output.

My view? Build a robust business process, get a great easy to use CRM and gorgeous problem-solving bits of tech, educate staff as when the data becomes company property, and back up with rewarding good behaviour and threatening to knee cap the baddies (metaphorically speaking)!

Thanks TIRA (Technology in Recruitment Alliance) for originally publishing this post

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more Technology or Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

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I was chatting with a Recruitment CRM CEO recently and we had a lovely debate about where the agency recruitment market is going (or rather where it’s gone) and we came to the conclusion that whereas it used to be (and still is) that clients are a threat to agency recruiters, that also candidates are now the biggest threat to the agency recruitment market. Why?

They have a mind of their own

To be fair, this has always been the case. Candidates can really stuff up your pipeline if they change their mind. (Although this may often be that they weren’t really a candidate to begin with. Perhaps you hadn’t given them the full angle on the role. Or god forbid the client hadn’t given you the full angle to pass on to the candidate – and a car crash ensues!)

They are more agile than you

They can flex, change their minds, move quicker etc… (See previous blogs on recruiter agility if your ability to be agile is important to you). They can quit if the role isn’t right (they’re not bothered bout any “free replacement” terms you have with the client). AND they often know that they are a candidate before you do!

They are more “social” than you

To be frank they’re probably more socially savvy than you (in that they don’t have their mum telling them that they can’t use Facebook to look for a job!) See Bullhorn Reach’s recent survey – some interesting findings about Facebook being more successful in 2012 at placing candidates than Twitter (and Twitter was 3x more powerful than LinkedIn in 2011!) They can freely follow company pages on all channels without the worry of competitors steeling their client lists. They don’t care about ROI and social media – they just get on with it and see it as an obvious way of looking for work. They know what they want and aren’t afraid to go get it.

They are often not afraid of going to the source

They have aspirations of who they want to work with and they can engage on a level with the brand / staff now more than ever before. They’re not sat in a room worrying about whether Twitter is an effective recruitment tool, they are just on it chatting with their ideal bosses! (If I had £1 for every recruiter I spoke with who said that they don’t get Twitter, I’d buy Twitter.)

Jobs for the Boys (and Girls)

Great candidates often know they are candidates well before you do. They engage with clients direct and roles that did not exist are created in the blink of an eye and you weren’t even in the room when it happened.

So, recruiters… how are you going to tackle this? What are you going to do with these pesky (clever) candidates?

Some ideas for starters:

1. What do you actually do to engage (not transact) with people whether they are job seekers or not? Or are you bleating on about jobs under the misconception that everyone is looking and everyone can find you?

2. What are you offering that going direct to the client does not give the candidate? If all you are offering is jobs and interview tips, try harder!

3. Dump the “talent” and “candidate” labels – they can be assumptive and offensive to the very people you aim to engage with. If you get your head around the fact that not everyone is a candidate (see previous blog) you’ll adapt your approach to talk “on sector” and shut up about the job / assumption that everyone is a job seeker.

4. Show your personality. The phrase “people buy from people” bores me, but only because it’s obvious – people buy from nice, interesting people – you’re in a b2b market – you don’t sell beans, you sell your knowledge, your connections, your approach, your wit – so demonstrate it.

What else would you add to this? Are you like many of my agency recruitment clients who are seeing more and more “candidates” doing it for themselves? What are you doing to tackle this?

Thanks APSCo for originally publishing this article.

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more Technology, Social Media or Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

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Scary Stat!

Did you know that the average LinkedIner only spends 17 minutes per month on LinkedIn?  This stat includes the crazed, blood-shot eyed, addicted recruiters who are on it 24/7.

Many recruiters I speak to are really shocked by this; they anticipate that everyone’s like them – on LinkedIn a lot. It’s just not the case – and recruiters need to adapt their behaviour to compensate for this.

Why do so many people look unemployed on LinkedIn?

Your headline defaults to your job title and company if you haven’t bothered updating it!

If you haven’t bothered amending your headline, then you’ll look a bit like: image to follow

Note no current role. Note the headline doesn’t hyperlink to your company page – it’s just text. Note your previous employers do link… Doh!

Why is your headline so crucial?

• It’s called a headline for a reason.
• It shows everywhere: search results, your profile (right at the top) Jobs you post Invitations you send InMails you send, Groups, etc
• This can affect whether people then check out your company page once they have had a quick squint at the top of your profile.  (Don’t get me started on how poor the average company page is. I’ve blogged about this a lot, and LinkedIn is really pushing this element of their system this year).
• The top of your profile is the best / most important bit – snap judgements are made about you. The biggest moan I get from recruiters is that they are not getting the engagement / acceptance levels they want… A keyword and outcome driven headline could nail that first impression.

Typical (Stupid) Headlines

There are some pretty stupid (personal opinion) headlines out there – they mean zero, or don’t accurately describe what people do. Foe example:

• Business consultant – ABC Ltd (I don’t get why recruiters call themselves business consultants… It doesn’t describe what they do!)
• Owner – Green Resourcing, or,
• Director at Vicious Circle

…so what? What do you do? Where? What specialisms do you have?

You have 120 characters to spend – use them (and don’t just fall back on your job title and company – it’s not enough these days!)

The majority of recruiters I know would nail their elevator pitch / interest generating intro – then they totally fail online.

Action Point

1. Check your profile
2. Do you have a current role at the top of your profile?
3. Or do you look unemployed?
4. Even if you have z current role, what does your headline say? If you said it to a new client would they be frowning at the end with a “I still don’t know what you do” look on their face?

So many of us have noticed the changes to LinkedIn but so few have looked at the effects this has had on our profiles or process…

So, are 88% of recruiters on LinkedIn unemployed? Obviously not, but they may look it!

(Thanks to the TIRA team for publishing this last month in their newsletter for recruiters)

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more LinkedIn and Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

If you like this article, please share it or subscribe 

Louise Triance from UK Recruiter has asked Lisa to run the keynote session at 16:30 0n 18 June for UK Recruiter.

I am a big fan of UK Recruiter’s Recruitment Technology events; a great room full of recruitment tech so the recruitment industry can see first hand what’s new and can spend time out of the business (crucial) developing their business (critical)

Lisa will also be running a “what to look for in a CRM / how to choose the right one” session around 11:30 – we would love to see you there - click here for more information and click here to book.

Lisa’s angle at 16:30 will about about funky and strategic recruitment tools and strategies – we hear the term “cool tools” a lot.  We’re big fans of “cool” but we’re even bigger fans of strategic (less bang more buck) – so she’ll be focusing on recruitment technology that will help with:

1. Speedy Sourcing
2. Sifting talent
3. Lead generation to give recruiters choice over what they work and knowledge of their sector
4. Listening (an under-developed but key recruitment skill)
5. Talking to people / managing accounts / marketing the business / marketing consultant specialisms

Read more about Lisa’s keynote session here.

Hope to see you there.

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more Technology or Recruitment posts.

Wayne Barclay is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Wayne on Twitter, his Facebook Business page, his Pinterest boards, read his blog and connect via LinkedIn.

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LinkedIn launched via their blog an upgrade to contacts on LinkedIn last month and I have been eager to get my paws on it.  I have literally just got the change and am getting my head around it now.  Here’s some things I’ve spotted that if you’re a recruiter you’re going to LOVE!

Some things that have changed (that I’m giddy about)

1. You can easily remove connections – phew (it’s been a long time coming!)
2. You can see when you last contacted them through LinkedIn.
3. You can sort on the ones I have “lost touch” with.
4. You can add reminders to contacts.
5. You can tag from within the contact, as well as from the overall connection’s screen.
6. You can add notes to the contact, almost like CRM touch points.
7. I can see where my contacts live on a map and search by them.
8. Searching from the Contacts screen is a little easier.

I’ve created a rough’n ready 10 minute YouTube video to show you what I have found.  Grab a coffee and put your feet up!

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more LinkedIn or Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

If you like this article, please share it or subscribe.

This is going to be a really short blog as it speaks for itself:

• Recruiter advertises through a promoted tweet
• They then use this new feature to attract candidates who want to apply with one click on Twitter, no need for mucking about with links and messy, pointless, take-ages-to-read content

In 2011 Twitter was reported to attract 3x more candidates than LinkedIn – this is serious stuff if you want to engage quicker and easier with your talent base.

Read more about this here

This is the similar (albeit paid for) version of the Apply Via LinkedIn functionality that launched 2 years ago.

Candidates can apply for the role now without returning home, bathing the kids, having tea - intending to log back in but forgetting to apply for the role they saw earlier that day.

Tip top!

(What I want to know is, which Recruitment CRM will link up to this first? ie. which CRM will drive these applications straight through the door for recruiters to manage?)

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more Twitter or Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

If you like this article, please share it or subscribe.

Scoop! 7/10 vacancies go unfilled!

On average, the recruiters which Lisa managed to get data from suggested that they were only filling 3/10 vacancies.

There have been reports for some time now that many recruiters are “candidate poor, vacancy rich”.  Lisa, who has been in recruitment for (unlucky for some) 13 years has seen this trend growing over time.

She spoke with some recruitment consultants about how they source vacancies and found out that some freakishly weird things were happening in the recruitment sector, which confirmed that recruiters don’t need vacancies anymore:

• Many recruiters are deleting group email digests which contain leads.  Many companies are now advertising their jobs in groups, even as far as using the free Job Discussions area.  These jobs are added to group email digests, but recruiters often delete these as they are too busy and don’t need any more vacancies.
• Recruiters are often not bothering to search the Jobs database – after all there are only 200,000 jobs in there – what’s the point when they have so many vacancies already?
• They don’t  seem interested in what their competitors were posting
• Equally, some even didn’t mind that their clients were advertising, so are not searching for their jobs either
• They are not bothering to search Twitter “as it’s just a load of people talking about cats and football”.  There’s rumour that Tweeters are 3 x more likely to apply for a role than a “LinkedIner”, but recruiters are too busy advertising jobs on LinkedIn and job boards to take Twitter seriously.

Many recruiters reported a drop in fee % and an overall drop in margins.  It seems that even though many more candidates are searchable, and client needs are now totally visible online, that the cost of placement hasn’t really dropped.

So it really seems that recruiters have totally nailed the vacancy bit of their job – they don’t need vacancies any more.

Ps. Did anyone spot the sarcasm?

(Thanks Colleague for publishing this on their Blog)

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more Social Media or Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

If you like this article, please share it or subscribe.

Your Workforce and Clients are Agile
They can run, walk… and they can leave!

Your staff have their own kit, that’s often better than what you have provided. They even have the audacity of walking into the office and demanding to plug it in to your network! (Never has the iT department been more scared!) BYOD, BYOC… OMG!

Perhaps your staff have a better internet connection at home, and more access to websites that you have restricted them from using?

Do you Consider yourself an Agile Recruiter?
Ask yourself how well your company technology actually supports your recruitment model. Have you taken a good look at your staff and market recently and really seen how it has changed? This isn’t an “embrace social media” monologue (that was yesterday). It’s a “give your staff what they need” suggestion, especially if you want to keep them, and you want to keep your clients.

Look Up!
The only reason that you may not have noticed that everyone walks down the street looking at their smart phones is that you’re too busy looking at your smart phone whilst you are walking down the street!

Seriously, look up the next time you’re in a lift, on an escalator, at a conference, walking down the street – smart phones in hands everywhere – people supposedly multi-tasking.

What’s actually happening whilst your staff are using their smart phones is that they are likely to be doing one of the following:

• Looking for another job (oops)
• Responding to candidates/clients
• Surfing the web (perhaps looking for talent, or just for the sake of it)
• Accessing websites (nice ones, like Facebook, YouTube) that you decided to ban as you feel that they are irrelevant to your business process (oh dear!)

…Who knows… they’re just online because they can be. It’s “normal” behaviour to do this, even while taking someone out for a hot date!

Benefits of Being an Agile Recruiter

• Your clients can’t claim that you are just using LinkedIn to recruit – you have a responsibility to be innovative and justify your fees with routes to market that your clients can only dream of
• Your staff are happy as you are bringing them great tech to help them do their job
• You are proactively managing your business, not reacting to broken kit, ageing processes, consultant’s screaming demands or god forbid technology sales people.

How are you Planning on Harnessing Digital Recruitment Revolution?
Being agile isn’t just about being able to fling a CV at a client quicker than your competitors (although, there is an argument that you need to get it quicker than your client can find it themselves now!). It’s about looking to the future, seeing what’s coming, being aware of how your staff source / lead generate and communicate, and deciding what tech is coming that will make this easier! THEN it’s about getting the tech into the business without distracting anyone.

Rinse and Repeat, Don’t Set and Forget
I had an interesting debate with a client this morning and we agreed the following: you can’t expect to plug in kit/software and it last more than a couple of years. (Yes, a massive sweeping statement.)

In my IT Director days, you updated your CRM and then went onto the next project. Now techies in recruitment companies need to be sooooo aware of the future of tech in recruitment that they need to give up their day jobs to keep up to date (or hire my company… ooops, slipped on my keyboard!)

Tech does not need to be for life anymore… it can be used to solve specific problems that have a shelf life.

Look at the iPhone for example, just as you’re getting used to it, they bring out another – we don’t really bat an eyelid anymore when we change our phones, we change with breath taking agility! It’s exciting. We show our mates our new tech.

In business, we leave no time to even investigate tech, so when the business process starts to suffer, the tech is at fault (no-one ever thanks an IT Director for Up Time!)

The Tech’s not at Fault, the Business is
I blogged on Barnacle Technology recently. The concept is interesting – lots of businesses have “lack of purpose” kit which really could do with being put out to pasture.

It’s not the tech’s fault that the business is getting no use from it. Perhaps it was spec’d up wrong (scrap that, in my experience that’s actually a very common issue!)

Be Agile
If you want to be agile, you need to think agile. You need to build time into your business to look at tech, plan it, pilot it, iterate it. Overall you have a responsibility to give your staff the tools they need to deliver the services you promise to your clients.

Thanks TIRA (Technology in Recruitment Alliance) for originally publishing this post

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more Technology or Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

If you like this article, please share it or subscribe.

Do you have, or you thinking of buying any of the following: CRM / ATS, Job Board Posting and Sifting software, Analytics software, internet scraping software, LinkedIn licensing, Facebook adverts, Servers, laptops, email archiving software, VOIP,  iPads, the list is endless (and I need to keep my words down).

Now I know that we are theoretically out of recession (shhh…).  My business is certainly seeing an increase in projects surrounding the strategic use of recruitment tech (especially CRM, cloud software, LinkedIn). During the recession funky and sassy recruitment tech seemed to breed like wildfire (Bullhorn, Ebsta, Twitter and Cube19 for starters).  It really feels like it’s come out of nowhere and it’s everywhere.  You can’t go to a recruitment event without recruitment tech people being lined up with fab case studies about how their products will help you.

STOP the Bus!
Before you get uber confident and go into buying cycle, I want to share some practical advice on things that may help you make the right decisions, and you’ll notice cost is not at the top.

1. Job Spec

If the system / thing you want to buy was a person, what would its job spec be?  What could you expect of it?  How would you know if it was performing?  And could you fire it if it did not perform?  And  what do you need to do to get the best out of it.

Set it and forget it tech is really rare, so be prepared to train it.  And dare I mention KPIs…?  I advise all of my clients to measure their tech, for example, do you know how much money your CRM makes you?  You should if you are planning on either ignoring it or upgrading/migrating it. For example, Twitter is not a box ticker (or a job board), so try harder and think wider!

2.    Problem or opportunity?
Why are you considering a new tech purchase?  Do you have a specific issue to solve?  Perhaps it’s not a problem you have, rather an opportunity to be better.  Consider this: the last thing that most recruiters need is more tech. They probably need a more defined, measurable process. Perhaps they don’t need a new CRM, just an easier process and software to scrape data from the “big data” world.

Have you studied your processes to see what they really are?  I often see massive disconnects between directors and the processes that they think their recruiters are delivering are in the businesses.

Get this bit right and it’ll be obvious where your bottle necks and opportunities to improve are – and the tech decisions will follow rather nicely. For example, are you spending countless hours creating the most beautiful spread sheets and then have zero time to actually read and action them? Think about getting a decent analytic system.

3.    Who owns it?
For goodness sake, just because it runs on electricity does not necessarily mean that it is an IT deliverable.  Your IT function they may be too removed from recruitment to get how to get the most out of the kit and thus the product may fail.  The best people to own the kit are the ones who use it – yes, they can engage support from areas of the business, but not just palm it off on them as they are too busy billing.

4.    Problems Between the Chair and Keyboard Humans really stuff things up
What plans have you got to ensure that your staff are going to get value from the kit? Don’t just upgrade them to a lovely LinkedIn Recruiter licence and let them free. Manage the training process, have an expectation and communicate that to them, then measure them on it. Otherwise why bother?  You’re leaving too much to telepathy and chance.

5.    Risky Business
Have you identified the risks of this technology?  Don’t be scared of tech. It’s normally pretty awesome and the new kids on the block (mentioned above) pretty much rock!  But all software and hardware has risks if you don’t treat it respect.  Time to think about education, company policies and SWOT analysis (Strength, Weaknesses, Opportunities, Threats).

6.    Step Away from the Deal
I often see kit which has been bought but the reason for buying it is lost in the process – or rather the cost of the kit has become the definition of the purchase, not a criteria.  Step away from the pound signs and focus on points 1 to 5 above. Repeat and then get to the cash.  If you have taken decent steps with points 1 to 5, you’ll know the true cost (value / investment) needed and be able to make an educated, not price-driven, decision.

Following these steps will ensure that you and your staff have the right gear to get the job done and keep your business running smoothly.

Do you have any more?  Feel free to comment.

 (Thanks Recruiter for publishing this last month.)

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more Technology or Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

If you like this article, please share it or subscribe.

Social Recruiting: Debunking 7 Common Myths and Misconceptions

In the webinar I tackled the following topics which :

• Everyone is a jobseeker
• Social recruiting is free and easy
• A great LinkedIn network is 500+ connections
• If people follow you on Twitter you should follow them back
• Facebook is no good for recruitment
• Recruiters are natural networkers
• Candidates love connecting with recruiters

Plus there were takeaways and tips for each of these topics.  So, if you are a recruiter and use social media (ie. nearly ALL recruiters) there’s something in this webinar for you.

Make sure you grab coffee and watch the video here:

http://www.bullhornreach.com/content/resources/webinar

We work with Agency, Corporate Recruiters and HR teams to help them with their social media, web and technology strategies (lead gen, candidate sourcing, marketing, business process and recruitment). If you are looking to develop your strategy, please get in touch.

Read more Social Media or Recruitment posts.

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency and corporate recruiters advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

If you like this article, please share it or subscribe.