It’s too simplistic to say, “stop letting U.S. companies hire workers outside the country” because being in business means competing, and it’s a global workplace today. If the U.S. just stopped this practice, two things would immediately happen: Jobs would go unfilled (in certain technology areas the U.S. just doesn’t have enough skilled workers), and some companies would go out of business because they could no longer compete in a global economy where cheap labor means keeping the cost of the product low. Yet far too many Americans are struggling without a job or with being underemployed, while big business owners get richer and richer by using cheap overseas labor that improves their profitability.

So what’s the answer? I certainly know what it is, and if YOU do, perhaps you should be working for the U.S. government!

++ Click to Enlarge Image ++

Image Source: MBAProgramInfo.com

You’ve heard the headlines that Google+ hit 20M subscribers in it’s first two weeks. But what is Google+ and how can it help your job search?

by Phil Rosenberg  http://gplus.to/philrosenberg

I signed up for Google+ a few weeks ago, to see what it could do for job seekers. I found that there’s much more than meets the eye to Google+.

While Google+ hasn’t hit the big time yet with only 20M users, that number should grow very quickly. As it grows, it can increase your viability and findability, In addition, you can find great content you can use to republish in your blog or share with your social network stream (ie: postings for Linkedin, Twitter, and Facebook).

To set up your profile, you’ll first need a Google account – but you probably already have one for Gmail, Google Voice, Picasa, Google Docs, Google Reader, or one of Google’s many other features. Use your Google account to sign into Google+ at http://plus.google.com .

Using Google+ to make yourself findable

You’ll want to start out by filling out your profile completely – It’s located in the About tab. Want a short-cut? Just copy your Linkedin profile – assuming you’ve got a Linkedin profile that makes your findable by recruiters and employers. The same principles that make your Linkedin profile findable will also make your Google+ profile findable. The only difference is that Google search gives preference to pages housed on Google owned properties.

Make sure to also include links to your Linkedin profile, Facebook profile (if you are making that public in your job search), Twitter feed, any blogs or online profiles in the links section. Most importantly, include links to your online resume in the text of the about section.

Make a usable Google+ URL

Since Google+ is still so new, there are still some rough patches. For instance, my Google+ profile is https://plus.google.com/109294141758323690251 , but after shortening at http://gplus.to/ it’s a much more memorable http://gplus.to/philrosenberg .

Using Google+ to promote content

After you’ve connected to enough people, include the link to your online resume in your Google+ stream by posting on Google+ (it works just like a status update on Linkedin or Facebook). In addition, include links to blog articles you’ve written, to your online profile, to YouTube videos, or anything else you’re sharing to demonstrate your subject matter expertise.

If you haven’t produced content, you can still use Google+ to share great industry or job function content that others have written. Just make sure you link to the original article, and/or give the original author credit. Even by republishing others’ content, you can develop a reputation as a subject matter expert – because you are collecting and sharing with others in your field.

Using Google+ to find great content to republish

If you haven’t begun sharing content yet on Linkedin, Facebook or Twitter, you’ll find it much easier on Google+. One of the biggest reasons I hear about candidate reluctance to share content, is they think it will take too much time to find standout content.

Google+’s Sparks feature makes finding great content a snap.

Sparks is a content recommendation engine. You tell Sparks what topics you’re interested in (ex: industry, job function, subject matter expertise, unique skills). Reading Spark’s suggestions daily gives you opportunities to share on social media, comment on popular articles (hint: include the link to your Google+ profile), or just a reading list to become more informed.

Google+ for passive candidates

If you’re a passive candidate, you can invite your contacts to what Google+ call circles – these are similar to Facebook’s friend lists. This allows you to have control to share with only certain circles that you’ve set up. Maybe you want to share articles with recruiters and employers, but you might not want to share with work contacts. Google+ allows you to group contacts, and decide which groups can see your posts.

Google+ is another way to find people (and it’s growing FAST!)

While Google+ has a search function, it’s still pretty limited. But you don’t have to wait for Google to increase the features of Google+ – you can find expanded search features, like searching by company, location, job function, or subject matter expertise at http://findpeopleonplus.com/. Adding your self to this directory might be your obvious first step; searching for recruiters could be your next step.

Summarizing Google+ for job search

It’s still in it’s infancy, but there’s a lot you can do to to help your job search on Google+. Your best bet – try it and use it. Like any other social network, the more you use it, the more uses you’ll find to help your job search … and the more findable you’ll be.

Connect with WunderLand recruiters on Google+: http://gplus.to/wunderlandgroup

Here are 7 ways you can instantly access your natural creativity and create anything you like.

1. Think Like A Child. As adults we tend to think in a conditioned way aimed at showing how clever we are. Yet, as children, we were simply spontaneous and far more creative in our thinking. To re-capture your childhood curiosity, allow yourself to just wonder at things, to be completely present in the here and now, and to detach yourself from what you thought was real.

2. Make New Connections. To be innovative doesn’t require a university degree; it simply requires making a connection between existing ideas. For instance, did you know that ice cream was invented in 2000 BC yet it took another 3900 years for someone to come up with the idea of a cone? It’s when you take two seemingly unrelated items and use the spark of creativity that genius happens.

3. Be A Little Illogical. It is a peculiarly Western trait to want to tie things up in neat bundles. We prefer solutions to problems, and answers to questions. To be creative, you need to be comforta

ble with things that

don’t fit. The Eastern tradition is more in tune with incongruence. As in this Zen koan, or problem: what is the sound of one hand clapping?

4. Laugh More. Tom Peters says that the creativity of a workplace can be measured by a laughometer, ie how much it laughs. Humour is one of the greatest creative devices. It jolts us out of our normal patterns and puts ideas together that shouldn’t go together. It has been found that when students listen to comedy tapes, their ability to solve problems rises by 60%.

5. Think Outside Your Limits. Many of the products we take for granted today are the result of people thinking outside their limits. John Lynn recalls attending a computer conference in the 1980′s at a hotel when someone joked that the next thing they’d be thinking of would be computerised doors. When he went back to the same hotel 20 years later, all the doors used computer-programmed key cards.

6. Adopt and Adapt. To be creative doesn’t require blue-sky thinking. You can still be creative by adapting what works elsewhere. An American airline that wanted quicker turnarounds on their flights adopted the techniques of Formula One pit crews. Another source of ideas is nature. Georges de Mestral adapted the way certain seeds stick to clothing and invented Velcro.

7. Remember Your Dreams. Dreaming and day-dreaming can create a rich seam of ideas, because that’s when we relax and let the subconscious mind work by itself. The Roffey Park Management Institute calls this “washing-up creativity” because most flashes of inspiration come when we are walking the dog, sitting Archimedes-like in the bath, or doing the washing up.

Apply these 7 creative thinking techniques and make them part of your daily thinking and I guarantee that new solutions to your problems will open up to you with ease and speed.

The Mobile Design Process
http://mobile.tutsplus.com/tutorials/mobile-design-tutorials/the-mobile-design-process/

MobileTuts
http://mobile.tutsplus.com/

jQuery Touch-Optimized Web Framework for Smartphones & Tablets
http://jquerymobile.com/demos/1.0b1/#/demos/1.0b1/

The Dos and Dont’s of Mobile Applications
http://www.getelastic.com/mobile-app-dos-donts/

iPad Apps Dos and Don’ts
http://www.uxbooth.com/blog/ipad-app-dos-and-donts/

Considerations for Mobile Design
http://www.uxbooth.com/blog/considerations-for-mobile-design-part-1-speed/

Best sites to get mobile resources
http://www.ekoob.com/best-sites-to-get-mobile-resources-4523/

Smartphone Infographic
http://rww.readwriteweb.netdna-cdn.com/assets_c/2011/06/the-intellegent-shopper-30494.php

14 Differences Between Mobile Search & Desktop Search Results
http://searchengineland.com/14-differences-between-smartphone-search-desktop-search-results-74687

Best Practices for Designing Mobile Touch Screen Applications
http://www.usercentric.com/news/2011/06/15/best-practices-designing-mobile-touch-screen-applications

Stencils and UI Elements
http://designmodo.com/30-free-web-mobile-ui-element-kits-and-stencils-for-designers/

Wireframe Tools and Kits
http://www.smashingapps.com/2011/02/02/50-free-web-ui-mobile-ui-wireframe-kits-and-source-files-for-designers.html

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“I want to get into the creative side of the advertising business,
but don’t have a clue what to do.  Help!”

I have heard some variation of this question least four dozen times. My answer has become so pat it is more like a speech. Here it is:

“The calculation is simple. Great personality plus great book equals job. But I feel your pain. You can’t get a job without a book and you can’t start on your book without a job. You’re stuck in a chicken versus egg scenario. What are you going to do?

First, look around you. Every single designer, art director and copywriter you see has found a way to break out of the loop. So take heart. It can be done.

There are all sorts of ways to make it happen. Be lucky. Have the right parents. Be named David Droga. But in general, I’ve seen three successful, repeatable strategies that anyone can use. And here they are:

First, try to get a job as an account coordinator. That’s not to say that being an account coordinator is any easier than being a junior creative. It’s not. At all. But the financial barrier to entry is lower. Ten bucks to print résumés versus several hundred dollars to shoot spec ads, buy layout software, and assemble a book.

If you can land a job on the account side, you’ll be able to spend a couple years learning how to work hard, speak intelligently and sell great advertising. And you’ll be in an environment where you can get ahold of briefs, printers, software and most importantly, mentorship.

Work on your book at night and on weekends. After a couple years, you can have a surprise epiphany: “I want to be a creative!” And you’ll have the tools and the personal network you need to make that happen.

Second, you could go to ad school. The real benefit of Creative Circus or Miami Ad School isn’t only a great portfolio. It’s access to a giant network of working professionals all over the world. This is a foolproof method. It is also time-consuming and expensive.

The third strategy is the cheapest and fastest, but also the most bruising. It requires you to be fearless and persistent.

Take your crappy samples and show them to everyone you can. Even people who you feel might be more junior or less talented than you. Explain that you do not expect a job, just some advice. You will get lots of conflicting comments and you will hear things that hurt your feelings.

Don’t let it get to you. Instead, go away and work to make everything better. Try new colors, new layouts, new headlines, new media, new everything. You must demonstrate that you are taking the advice you are getting seriously. Within two months, come back to everyone (yes, everyone) and ask to show your book again. Then ask them if there is anyone else they know who would be willing to give you even more advice.

Repeat this process. A lot. With each round of showings, your book should get 25% better and your circle of contacts 50% wider. Eventually, you will be in the right place at the right time.”

People in advertising have almost infinite patience for passionate, hardworking, humble young creatives. But they won’t waste time on anyone who comes off as lazy, helpless, or full of themselves. So work hard and don’t be a jerk. That’s my advice.”

You’ve probably noticed that some companies post help wanted ads for contractors/freelancers/temporary workers (for my purposes in this discussion, we’ll assume these mean the same thing). What you don’t see (obviously, because they don’t post these jobs) is how many companies use staffing firms when they need temporary help, even for senior level roles.

But why do some companies use them while others don’t? Did you know there are laws covering how you classify the people who work for you (i.e., whether they are paid as employees or as independent contractors)? And did you ever wonder why temporary staffing firms came into existence in the first place? This blog will answer these questions.

Before I go any further, and in case you didn’t already know, let me be upfront and disclose that I’m the co-founder of a recruiting/staffing firm in Chicago, and have spent the last 20 years in recruiting. Before that I was a corporate department manager who needed to hire freelancers/temps, and I was also a freelancer myself (graphic designer) who was hired by companies on a temporary basis and paid (erroneously) as an independent contractor. So in a way this is a self-serving article, but I feel strongly that all businesses, not just those who can afford corporate counsel, should know the law so they don’t unintentionally open themselves up to audit and trouble.

WHAT WOULD YOU DO IN THESE CASES?

So here’s 2 scenarios for you; think about what you’d do if you were the one charged with getting some temporary help for your company:

(Case 1) Your front office receptionist is going on a medical leave of absence and you need someone to replace him. Do you (a) call a staffing service and have them send qualified, experienced receptionists who will work for you on-site during the hours you dictate, but be paid by the staffing firm, (b) place a help wanted ad so you can hire someone (hiring means putting them on your payroll, then laying them off when your receptionist returns), or (c) place a help wanted ad or ask your staff for referrals for a freelancer and pay them hourly without withholding taxes (and thus not incurring unemployment charges when you let them go).

(Case 2) You just got hit with a huge web development project from a great new client with a short deadline, and there’s no way your staff developers can handle the workload. What’s worse is that your company has proprietary software that needs to be used for this project, and that means you’ll have to train someone and have them work on-site with your computers and on your network. Do you (a) call a staffing service and have them send qualified, experienced developers who will work on-site for you, but be paid by them, (b) place a help wanted ad so you can hire someone (hiring means putting them on your payroll, then laying them off when the project is completed), or (c) place a help wanted ad or ask around for referrals for an independent contractor who will work on-site using your computer and software, which you will train them on.

If your answers for Case 1 and Case 2 are different, then it’s likely you’d be violating IRS rules and could be subject to penalties, fines and back taxes. The correct, legal answer for both cases is A.

SO WHAT IS AN INDEPENDENT CONTRACTOR?

Just because someone calls or refers to themselves as a freelancer or independent contractor does not mean you can classify them as such for work purposes. There’s a lot of confusion and wrong assumptions about what is an independent contractors (which means they are not entitled to your company’s benefits, don’t get paid if they call in sick, don’t have withholding taxes taken out of their checks, and can’t file a claim against you for unemployment when you no longer need them).

Doctors, plumbers, dentists, veterinarians, designers, lawyers, accountants, carpenters, DJ’s, and house cleaners who are in an independent trade, business, or profession in which they market their services to the general public are generally classified independent contractors. An independent contractor pays self-employment taxes, files a business tax return, usually has more than one client at a time, works from their own office, buys their own tools of their trade, incurs business expenses such as office rental, business phone line, marketing/advertising expenses, etc. Once hired by someone, they have the right to subcontract the work to one of their employees or subcontractors. When using the services of an independent contractor, you don’t train them nor tell them how to do the work, don’t tell them what hours to work, and generally they don’t come to work in your office each day, using your tools. Even if someone has gone to the trouble of incorporated themself, it’s how you interact with and treat them that determines whether you have to pay them as an employee or independent.

Why would a company risk violating the rules?  Well, most do so unknowingly because they haven’t done their homework on this subject. But some do it knowingly to save money and think they won’t get audited. (I figure those people also love casinos and get a thrill from speeding down the highway during rush hour.)

NEW SCRUTINY

The IRS and U.S. Department of Labor have announced a multi-year crackdown because they are aware of vast numbers of businesses violating the rules, which has been exacerbated by the economic upheaval we’ve experienced. The government will be doing random audits based on whether a company files Form 1099-MISC each year for the independents they’ve used, so when you do that your risk of audit just increased, but many of their audits happen because a worker is disgruntled with your company for some reason – probably because he/she sits next to one of your regular employees doing the same work but not getting your benefit package and other employee goodies – and they alert the IRS, who gladly accepts anonymous tips.

If you run a business, or are a hiring authority, you need to take the time and do your research to find out when you can and can’t pay a worker as an independent contractor. And no, just because someone TELLS you they want to be paid as an independent contractor does that mean you’re in the clear; you must determine how to classify them yourself. There is plenty of information online about this issue, including, of course, the IRS web site. For your convenience, I’ve attached a document that should help clarify things for you: IRS worker classification.  You can use this as a guide each time you are thinking of bringing on freelance help.

WHAT CAN A BUSINESS DO WHEN THEY NEED A WORKER?

This is where staffing firms (also called temporary employment agencies) come in. We exist so you can legally hire the workers you need for only as long as you need them, but also to protect workers from being taken advantage of by unscrupulous companies who misclassify them on purpose to save money by not paying their share of employer taxes, including unemployment, or from having to give them benefits like health insurance and paid time off. We become the employer of these people – and we incur the charges when you’re done with them and they file for unemployment. We pay the payroll taxes. We give them health insurance, and on long term jobs, paid holidays and vacation time, even offering them a 401K program. If you have already identified the person you want to work for you, that’s no problem. A staffing firm can simply ‘payroll’ the person for you, and since they didn’t have to recruit the person on their own, they will reduce their markup (the difference between what they pay the worker and what they charge you) saving you money.

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I hope this has helped you understand the rules around classification of workers so your business can avoid huge penalties if you’re audited. Labor law attorneys should be well versed on this issue; but I hope you never have to consult with one, as that might mean you’re being audited!

DOWNLOAD THESE HELPFUL ARTICLES TO READ AND SAVE:

IRS worker classification
Independent contractor verification

Today, more than ever, your first impression is critical. HR staff or hiring managers have to sort through SO many more resumes than usual due to the economy, so they are being pickier. You will only get ONE chance to make a good first impression on them, and that is via your cover letter and resume.

Here’s a fact of hiring that no one wants to admit but nonetheless it’s true, and you should know about it:   In order to deal with the high volume of job applicants, the first priority of a recruiter or HR staffer is to REJECT as many people as quickly as possible. That way they can then focus on the applicants who have potential and require further screening. If you change your way of thinking and accept that they are looking for a reason to reject you, then you’re way ahead of the game!

If you get nothing else out of this article, at least repeat this mantra in your head while you’re looking for work, sending resumes, and all through the screening and interviewing process, “You only get one chance to make a good first impression.”

PART ONE – HOW NOT TO GET AN INTERVIEW:

1. Assume that the purpose of sending your resume is to get the job.
In fact, the purpose of sending your resume is to get an interview. Your ability to articulate your skills, to connect with the interviewer, and to be passionate about the company (which you thoroughly researched ahead of time) and the job opportunity is what may get you the job.

2. Don’t write a customized cover letter that references the job you are applying for and the qualifications you have that match the requirements listed in the job posting. Go ahead and send out a generic letter that is suitable to any type of job you’re applying for; after all, that saves you time and effort.
HR staff just love getting these generic, one-size-fits-all letters (image right). It makes their job easier because they can quickly reject you without even looking at your resume. Why would they do that you ask? Of course companies want to hire well-qualified people, but they also want to hire people who will ‘stick’, people who are genuinely interested in them and their job opening.
A generic cover letter – or NO cover letter at all (for shame!) – tells them you are just applying to job after job and don’t care which job you get. No one wants to hire that type of person, and they don’t have to, since there are so many other people who take the time to research and write custom letters.

3. Send a resume with misspellings and other typos.
Again, this helps the hiring manager get through the stack of 200 resumes he/she has, as you’ll probably be rejected immediately. A sloppy resume reflects negatively on its owner. If you don’t take the time to thoroughly check your all-important resume, then what mistakes or shortcuts might you take if you got the job?

4. Use your cutesy personal email address when applying for jobs.
Want to be taken seriously? Then don’t use an email address like ‘darklord7@wahoo.com’ or ‘flirtygrl4u@pmail.com’ or some other unprofessional email address. There is no excuse for not using something simple like your name or initials since setting up a new email account on Gmail or Yahoo is easy and FREE.

5. Have a funny or music-filled voice mail message. So your custom cover letter and resume made it past the first screening step, and the HR manager picks up the phone to call you. Congrats!
Then they are subjected to your blaring choice of music, or your voice saying something like, “I’m not here. I might still be passed out on Halsted or Lincoln somewhere, so if you see me, wake me up” (yes, I actually got this message when I called a candidate). I know you want to impress your friends and make them laugh, but when you’re in job-seeking mode, your voice mail message must sound professional and articulate, or you move to the ‘reject’ folder.

6. Leave suggestive or unprofessional postings or photos on social networking sites.
A recent survey of HR professionals showed that now most of them now check out potential candidates by searching for them on Google or checking their Facebook page. Like it or not, the internet is very open and public, and if you post something online, you should always assume that someone else can find it – better to err on the side of caution when it comes to the web. An indiscretion when you were 21 might come back to haunt you 10 years later as you are job-hunting.

PART TWO – HOW TO BLOW AN INTERVIEW

1. Show up late.
You’d think this is a no-brainer but it never ceases to amaze me how many candidates show up late to an interview. Sure, they usually have an excuse – traffic was bad because of the weather, or they missed their train, etc. What you should know is that most HR staff don’t care why you are late – but they will care that you showed up late without calling them. It’s best to leave early enough so that no matter what happens you arrive early, rather than late.

2. Wear non-business or the wrong clothes to the interview.
Unless an HR staffer tells you that you can wear jeans or something else, don’t show up dressed casually. I don’t care if you ‘know’ they have a casual environment and allow employees to come to work in shorts and t-shirts. You’re not hired yet, so you have to dress better than their workers. Today ‘business casual’ is acceptable at most places, so you probably won’t have to wear a suit and tie every time, but nonetheless you should dress professionally and conservatively. Items that are always wrong are: Hoodies, flip-flops, faded or torn jeans, perfume or cologne, any top that shows cleavage, shorts or capris, t-shirts, army boots, hats. I could go on but you get the gist.

3. Don’t bring a note pad and pen to take notes with.
The HR manager is going to be asking you questions and taking notes. If you’re truly interested in this job, why aren’t you doing the same? A good indicator of your interest in the company and the job is asking good questions and taking notes during the interview.

4. Don’t bring extra copies of your resume. They’ve got a copy machine there and can make extra copies if they need them.
Sure, make them do your work for you; always a good way to impress.

5. Slouch down and get real comfortable in the waiting room, then when the interviewer comes to get you, stay seated and say, “Hey.”
I had an interview with a person who recently graduated from college. When I came into the waiting room, he was slouched so far down in his chair I thought he was sleeping. He had his hands in his pockets, his hood pulled over his head, and did not stand when I approached him. I extended my hand to shake his and he remained seated but at least took one hand out of his jeans pocket to shake mine. ‘Nuff said.

6. Be sure to ask about benefits during the interview, especially corporate discounts, sick days, holidays, vacations, etc.
Seriously, why do people still ask these questions during a first interview (which is usually their last interview)? No employer wants to think that all you’re interested in is what’s in this job for YOU. Talk about pay, perks and bennies should wait until they are interested enough in you to make an offer. Instead, go into the interview process thinking about what you can do for them.

7. Complain about a former company, boss, or co-worker.
I don’t care if your former employer was Enron and stole your 401k life savings. Do not ‘diss’ anyone during an interview, no matter how badly you might have been treated. Complaining can make you seem petty or vindictive, or just a whiner, and no one wants to hire someone they think may someday complain about them.

8. Don’t express your renewed interest in the job.
The interview is almost over. Assuming you still want this job, say it before you leave and ask them what the next steps are.

9. Don’t send a thank you note to the interviewer(s).
No excuses on this one. If you didn’t get the business card of the people you met with, do some detective work and find out their names (LinkedIn is a good way to find people who work at a certain company in a certain city). Don’t know their email? Good, then you are now forced to go out and buy a note card, write a thank you letter, and get it in the mail no later than the day after your interview. A handwritten note always makes a better impression than an email.

PART THREE – HOW TO STAY UNEMPLOYED

1. Use the time you’re out of work to catch up on reading or video games, working around the house, watching daytime TV shows, playing with your kids, or other long overdue stuff.
I know this is tempting to do. Most of us are overworked and need some time off. But this isn’t a vacation! If you’ve lost your job, you need to change your mindset – and that means not thinking you’re ‘not working’ but rather that you now have a NEW full time job, and that job is job-hunting. If you used to work 8 hours a day at your job, then spend 8 hours of time working on networking, job-hunting, improving your skills, working on your resume, working on your portfolio, and researching companies you’re applying to. If you approach job-hunting in a systematic way and focus the same time and energy that you used to focus on your job, you can succeed!

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WUNDERLAND ANNOUNCES ANOTHER FREE LEARNING EVENT IN CHICAGO

If you’re currently a web developer, web designer, or UX architect and were wondering what you need to know and learn to get into the HOT field of mobile application creation, then this is a MUST attend event for you!

The Chicago Interactive Design and Development meetup group, run by the team at WunderLand, are partnering with the Chicago Web Designers/Web Developers meetup group for this event. Some of you may be members of both of these groups, but please only RSVP once! We have a total room capacity of 100 seats and will fill up fast.

When: Monday, January 24, 2011 6:00 PM

To RSVP: Go to the Chicago Interactive Design & Development meetup group

We are putting together a fantastic panel of a iPhone and Android mobile architects, developers and designers who will answer any and all of your questions about how to get into this field, which of your skills are transferable, what are the advantages and disadvantages of the various platforms, and what you will have to learn to be successful.

We’ll have three viewpoints represented: native iTunes store apps (Objective C), native Android apps (Java) and non-native web apps written in Django, PHP, or other, using jQuery/jQTouch and PhoneGap or similar.

PANELISTS

Uki Lucas, Lead Android Architect for Sears and Kmart and Founder of Chicago Android.

Phil Keiken, Managing Partner with UXFACTORY, and tasked with leading their Mobile Practice. He maintains a wide range of knowledge within the eBusiness space and has been recognized for his work in Interactive Media through publications including I.D. Magazine and How. With more than a decade of UX experience, Phillip’s focus is to create optimal user experiences for emerging technologies including the web and mobile. Some of the customers he assisted include: Northern Trust, ABN AMRO, John Deere, CVS/Caremark, Wendy’s, Walgreens, OfficeMax, Allstate and others.

Keith Alperin, Founder of Helium Foot Software in Chicago, is a Mac and iPhone/iPad application guru who started out working on web sites and apps. His entry into this field is unusual in that his degree from Northwestern University is in Molecular and Cellular Biology/Minor in Philosophy. Keith has created these apps:
* iPhone app for Metromix ‘What’s Nearby’
* iPhone web application for WeSeed.com
* iPhone app developed through his own company called ‘GroceryList’

If you were unable to attend, here is the taped presentation (in 7 parts that total 1 hour) of the first speaker, Rod Holmes of Chicago Style SEO, discussing Paid Search:

Here are some interesting events coming up in the Chicago area in the next 2 weeks.

July 29, 2010

Social Media Club Chicago

We are excited to have Uncle Fatty’s host SMC Chicago’s Summer Social. Uncle Fatty’s Rum Resort is a tropical themed 7000 square foot playground focused on pure low-maintenance fun!

To stay on theme for our Summer Social, wear your best “resort wear” for a chance to win some great prizes! What’s “resort wear”? Let’s just say we’re not looking for pressed linen pants and Tommy Bahama shirts. Get crazy, let loose and have some fun!

To register:  http://smcchicago0710-efbevent.eventbrite.com/

Program

5:30 – 6:30 Networking

6:30 – 7:00 “Stand Up” Stories, How Social Media Has Impacted My Life

7:00 – 8:00 Networking

Our “Stand Up” Speakers

Carla Furca @ShesAllWrite

Kelly Olexa @KellyOlexa

Amy Korin @InteractiveAmy

Jeannie Walters @JeannieCW

5 minute stories, MC – Jeff Willinger @jwillie, followed by Q & A

ABOUT SOCIAL MEDIA CLUB

Social Media Club [SMC] is a worldwide organization, with local chapters, that serves as connecting organization for anyone interested in social media. Membership is free and open to all levels, including beginners. Chicago’s SMC chapter, launched in October 2008, presents events that mix socializing, networking and learning. Barbara Rozgonyi [@wiredprworks], founder and Jeff Willinger [@jwillie], president, lead the Chicago SMC chapter. Amy Korin [@interactiveamy] coordinates volunteers; Tim McDonald [@tamcdonald] manages communications; and Jeannie Walters [@jeanniecw] manages logistics. Event attendees include entrepreneurs, corporate communicators, journalists, business professionals, publishers, marketers, media creators, citizen journalists and technology types. For more information, visit http://smcchicago.org, email smcchicagonews@gmail.com, follow @smcchicago on twitter.com or call 630.207.7530.

July 31, 2010

Social Media – SEO Workshop

Learn the importance of Search Engine Optimization (SEO) and how to use it effectively.
Presented by: Jean Pickering, President & Social Media Director, The Tektite Group, LLC

This is the 5th in a series of workshops which will teach people how to use social media to create their personal or business brand on the internet via the use of social media tools.

This series is intended for people that are just getting started with social media. It will cover the basics and at the end of the series, participants will have accounts on the main social media websites.

When you submit a resume to a company, companies use scanning software to look for the specific keywords that say the person has the experience they want.  When you upload your resume, complete your LinkedIn profile, write a blog, post content to your personal Facebook profile, tweet, etc., external and internal search engines scan your content for keywords when determining how to rank your content.  It is important to understand the basics about SEO so that you can customize your content to take advantage of the use of keywords.

In this workshop, participants will be able to:

• explain what SEO is & how search engines work
• understand the importance of SEO
• understand what a keyword is.
• use websites to find keywords that will increase their ranking by search engines
• use the identified keywords to write some content for one of their websites or social media accounts

To register: http://hpsgsocialmediaseo20100731-linkedin.eventbrite.com/

August 3, 2010

Best Practices Managing Projects using Microsoft Project 2007 workshop

Discover the Best Practices Managing Projects using MS Project 2007 through LehnertCS, LLC. Whether you are new to MS Project or a long time user, you will gain incite and knowledge of how to stop fighting MS Project and have it work for you.
MS Project 2003 users are welcome – differences addressed.

For more info or to register: https://www.123signup.com/servlet/SignUp?PG=1531513182300&P=153151300

August 3, 2010

ChicagoRuby: Get Agile with Pivotal Tracker

Dan Podsedly is a Principal at Pivotal Labs and the product manager for Pivotal Tracker, an agile project collaboration tool popular in the Rails community. Dan will give an overview of the philosophy behind Tracker, the process that it’s built around (and used heavily at Pivotal), and give a brief demo. Based on time and interest, Dan will go into more detail about advanced features, including integrations, and talk about future plans for the product.

After most downtown meetings we head over to Elephant & Castle (185 N. Wabash) for refreshments & fellowship. Join us for a few minutes if you have time.

For more info or to register go to: http://www.meetup.com/ChicagoRuby/calendar/13617840/

August 3, 2010

Business Networking Social

Network with fellow business travelers at N9NE, (440 W Randolph St.) on August 3rd from 6-8:30pm. Expect only the very best: enjoy complimentary shoe shines from the Shinettes, dynamic event photography from ActionBooth, paraffin hand treatments by Halo one hour of sponsored cocktails by Malibu and tasty appetizers.

For more info or to register:  http://www.btsocial.com/socials/

AUGUST 3, 2010

Chicago Interactive Marketing Association social outing

Join CIMA at the new Ivy League Baseball Club Rooftop as the Chicago Cubs take on the Milwaukee Brewers Tuesday, August 3rd!  Opening in 2010 this is the newest rooftop overlooking Wrigley Field.  You will be in the center of right field giving a better view of Wrigley Field than any other rooftop.  Watching a game from the Wrigley rooftop club puts you right in the heart of the action!  Ivy League Baseball Rooftop Club is located at 3637 N. Sheffield, Chicago IL.

Afterwards please join CIMA at John Barleycorn’s for a Cubs after-party includes open bar and karaoke from 10pm – 12pm!  We have reserved the upstairs for CIMA – so bring your singing voice!  John Barleycorn’s is located at 3524 N. Clark Street.  This event is reserved for rooftop attendees only

For more info or to register go to:  https://www.chicagoima.org/index.php?option=com_dtregister&eventId=116&Itemid=41&task=event_register&type=reg_options

Chicago Motion Artists Group

Networking for motion designers, broadcast designers, visual effects artists.

For more info or to register go to:  http://www.facebook.com/event.php?eid=139820389365432

August 6, 2010

Tech Image Breakfast Club Chicago

This peer networking and idea sharing club meets quarterly in the Chicago area, and is open to experienced, corporate tech PR and marketing professionals. This is not a job hunting or lead sharing group.

Here are the roundtable topics for this quarter’s gathering:

• Enabling the Channel, Facilitated by John Panek, Sales Development Manager, Arrow Electronics
• Developing and Managing Online Communities, Facilitated by Daniel Kube, Vice President, IGLOO Software

For more info and to register:  http://events.linkedin.com/Tech-Breakfast-Club-Chicago/pub/365538

August 10, 2010

InterACT! Conference

InterACT! is an educational forum for marketers, brand owners and service providers on cross-media direct marketing opportunities and strategies. It is the first event to demonstrate how to integrate print, online, mobile and social media to deliver interactive marketing campaigns that drive business results.

This “Game Changing” event for the printing & multi-channel communications Industry is a critical educational forum for marketers, brand owners and service provides on technology trends that change how companies interact.

For more info and to register:   http://www.interactconference.net

August 11, 2010

Chicago eLearning & Technology Showcase

Celebrate the emergence of Chicago as a world-class center for e-learning. Join hosts CISPI, CCASTD, STC Chicago, and Roosevelt University at the Chicago eLearning & Technology Showcase on August 11 for a cutting-edge exploration of new media and interactive e-learning tools.

For more info and to register:  http://www.chicagoelearningshowcase.com

August 11, 2010

Blogwell Chicago conference

8 case studies on “How Big Brands Use Social Media”. Including Verizon Business.

For more info and to register:  http://gaspedal.com/blogwell/chicago10/#top

August 10, 2010

Chicago Web Professionals meetup group

The Anatomy of a Joomla Template

Thanks to our assistant organizer, Jeff McNear for his introductory session on joomla.

Join us on Tuesday, August 10, 2010 at 7PM when our member, Kendall Cabe will present “The Anatomy of a Joomla Template.” Kendall will focus on taking a custom designed html/css template and hooking it up to a joomla interface… basically a primer on creating your own theme for joomla.

For more info or to register go to: http://www.meetup.com/chicago-web-pros/calendar/13778156/

August 10, 2010

Chicago Agile Project Management Meetup Group

Come play the Agile Game

You’ve read about agile, heard about agile, and your company is probably using it in some form by now. Here’s your opportunity to experience the rhythm of an agile project in action and learn first hand many of the practices. Through participation in the Agile Game, this experiential workshop introduces Agile in a non-threatening, non-technical, and fun way. Attendees will come away with an understanding of many of the best practices used to deliver high-quality software quickly. Experience how the various roles work together as on effective agile team.

For more info or to register go to: http://www.meetup.com/Chicago-APM/calendar/13164549/

August 12, 2010

The ChicagoRuby.org Meetup Group – Hack Night

Come on out and hack!

Topic for this meeting is not decided but we will definitely be doing something hands-on with Ruby.

For more info or to register go to: http://www.meetup.com/ChicagoRuby/calendar/13432728/

August 12, 2010

American Marketing Association presents

Digital Centered Marketing 2010

In this AMA Hot Topic Briefing Digital-Centered Marketing: A Marketer’s Secret Weapon, participants will explore the world beyond the Internet to better understand and immediately seize the opportunities existing in digital marketing.

Through a blend of interactive sessions and hands-on learning, attendees will be equipped with techniques and best practices in optimizing the various digital marketing elements, including mobile, viral and social marketing channels. Our expert facilitators will provide methods for effectively using digital data and building loyal digital relationships.  And because the current economic conditions leave zero room for wasted dollars, this Briefing will conclude with a session fully dedicated to creating metrics for effectively measuring the ROI of digitally-centered marketing initiatives.

For more info or to register go to: http://www.marketingpower.com/Calendar/Pages/DigitalCenteredMarketing2010Chicago.aspx