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Financial Advisor Edmonton-Give A Heck Financial

The Importance of Financial Planning

Financial planning is more than just budgeting or managing your money. It’s a comprehensive process that helps you achieve your financial goals, understand your financial situation, and make informed decisions. Let’s explore why financial planning matters and how it can benefit you.

1. Setting Clear Goals

Financial planning involves defining your goals, both short-term and long-term. Whether it’s buying a house, saving for retirement, or funding your child’s education, having clear objectives allows you to create a roadmap for your financial journey.

2. Understanding Your Financial Picture

A financial plan provides a complete snapshot of your financial health. It considers your income, expenses, assets, debts, and investments. By understanding where you stand, you can make informed choices to improve your financial well-being.

3. Risk Management

Life is unpredictable, and financial planning helps you prepare for unexpected events. It identifies vulnerabilities, such as inadequate emergency savings or insufficient insurance coverage. Having a plan in place ensures you’re ready to face life’s uncertainties.

4. Investment Strategy

A well-structured financial plan considers investment opportunities. It helps you allocate resources effectively, maximize returns, and minimize risks. Starting early and leveraging compounding potential are crucial for long-term success.

5. Tax Efficiency

Financial planning includes tax optimization. By understanding tax implications, you can make strategic decisions to minimize your tax burden legally. This can significantly impact your overall financial health.

6. Estate Planning

Planning for the transfer of wealth to your heirs is essential. A financial plan addresses estate matters, ensuring your assets are distributed according to your wishes. It also considers estate taxes and legal documentation.

7. Peace of Mind

Knowing that you have a plan in place brings peace of mind. Financial stress can negatively impact your health and emotional well-being. A solid financial plan helps alleviate anxiety and allows you to focus on other aspects of life.

Conclusion

Financial planning isn’t just for the wealthy or older individuals — it’s relevant for everyone. Whether you create your plan independently or work with a professional financial planner, the benefits are far-reaching. Start today, and pave the way toward a financially secure future.

Remember that financial planning is an ongoing process that adapts as your circumstances change. If you have specific questions or need personalized advice, consider consulting a financial professional1234.

Disclaimer: This article provides general information and should not be considered professional financial advice. Always consult a qualified financial advisor for personalized guidance.

How to create a budget

Calculate Your Net Income: Begin by determining your net income — the money you take home after taxes and deductions. Focus on this figure rather than your total salary to avoid overspending.

Track Your Spending: List your fixed expenses (like rent, utilities, and car payments) and variable expenses (such as groceries and entertainment). Use credit card statements or budgeting apps to monitor your daily spending.

Set Realistic Goals: Identify short-term (1–3 years) and long-term financial goals. Having clear objectives will motivate you to stick to your budget.

Make a Plan: Compare your actual spending to what you want to spend. Adjust your expenses based on your goals and income123.

Remember, consistency and regular reviews are key to successful budgeting!

Here are some practical ways to reduce discretionary spending:

Track Your Spending: Keep a record of your expenses. This awareness helps you identify areas where you can cut back.

Cancel Recurring Charges and Subscriptions: Review your subscriptions (like app subscriptions or streaming services) and consider canceling those you no longer use or need.

Set a Pause Period: Before making a discretionary purchase, give yourself a 24-hour to seven-day pause. This reduces impulse spending.

Prioritize Needs Over Wants: When making purchases, ask yourself if it’s essential or merely a want. Prioritize needs to avoid unnecessary spending.

Find Low-Cost Alternatives: Look for free or low-cost activities in your area. Replace high-expense activities without sacrificing fun1.

Remember, small changes can add up over time!

Mail Us:

info@giveaheck.com

Give A Heck Financial

Address: 3236 24 Ave NW, Edmonton, AB T6T 0C9

Phone: (780) 707–3810

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Music Marketing and Release Strategy for 2023

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When you’re looking at Air Conditioning companies to take care of your cooling needs in Spruce Grove Alberta, you can always count on us.

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Top 10+ Things Your Recruiter MUST Know To Quickly Fill Your Role

Your Recruiters WANT to fill your jobs efficiently and well. Empty roles are costly, and as we emerge from quarantine and start up our recruiting efforts again in earnest, you may feel a bit “rusty”.

This article outlines all you need to know in order to ensure your hiring success. It is not specific to internal or external recruiters.

Attract, Recruit and Retain

Are you ready to impress upper management by leading the best team in the entire business? Do you want to be number one with a professional business unit that can’t be beat? All of that is completely possible when you know how to hire the top talent.

It’s all about being great at attracting, recruiting and retaining the best candidates. Attracting Talent has everything to do with your employment brand, and hopefully you are working hard to make candidates WANT to come work for you.

Retaining Talent is also important. You must provide excellent training, career advancement opportunity and competitive compensation… at a minimum.

To do this, you have to be able to recruit the best talent. Since most organizations do not have the time or staff to do their own recruiting, they rely on industry professionals to help find those talented individuals that will bring immediate value to the team. If you want to ensure your success with your recruiters, follow these simple rules of recruiting, and you’ll help set up your recruiters and your team for success.

Know What You Want to See on a Resume Before You Ever Start Reviewing Them

In most cases, there are certain skills and traits you want showcased on a resume to ensure you make the best possible hire. Before you open the first resume, have a conversation with your recruiter and provide them with three MUST have items the ideal candidates will display in their history that would indicate what candidate is a fit for your needs today.

Want to go a step further, give them three additional NICE to have items that, when coupled with the first three MUST have items, would make the candidate a “No Brainer” to interview. Once you start receiving candidate resumes, as long as your requests are realistic, you should see viable candidates faster, saving you time and money in the recruiting process.

Quick Tip: When you scan the resume, look for things that show putting more effort into this person is warranted. Can they do the job? Are there unique features that set them apart? Great, let’s move forward!

Share with Them the Companies You Prefer to Hire From

Are there specific companies you prefer to target for your next hire? Are there others you want to avoid? If so, provide this information to your recruiter so that they can focus on building out a slate of candidates from those companies or industries that make the quickest impact on your team. This doesn’t mean that your ultimate hire will come from these companies, but at least you will know that they were targeted in the search.

Provide The Industries You Are Willing To Hire From

Many of us in the diagnostics industry look for candidates who know our customers. They know the laboratories or the physicians in the given territory they currently cover; but is that always the best hire? For the most part, yes!

There are times, for many reasons like non-competes, that you will need to hire someone who does not have the exact connections that would benefit your team the most. When you are not able to hire from your ideal industry, take a minute to review those industries that are a few degrees to the left or right of what is ideal.

For a hire in the area of Genomics, Genetics or Biotech, maybe you look to someone who has been successful selling devices in the cardiology market. This is another very demanding commercial effort that requires strong relationship building and top technical skills.

For the Diagnostics industry, while you may be hiring someone for the clinical laboratory, don’t forget those who currently sell into the Pathology and Histology laboratories, or even those who sell diagnostics instruments to the hospital floors. The skills are similar if not the same, and there are always some shared contacts for these salespeople. If you’re hiring for a Vice President of Sales, it goes without saying that great sales leaders can cross disciplines very quickly.

Know What Compensation you Can Offer

You need to be honest about the compensation you can offer because it will have an effect on who you choose to hire. A seasoned professional is unlikely to join the team if the pay is more in line with someone who is entry-level. On the other hand, with serious compensation, you can look for the best of the best.

Some companies feel working for their organization is such a reward that they don’t have to pay market rates to get the best talent. This creates a large gap between candidate expectations and candidate realities. Just like anything else, there are multitudes if things you can do to sweeten an offer, yet never forget, one sure fire way to have a great new hire leave after six months is to pay them too little. Once the luster has worn off, the allure of insistent recruiters with bigger packages will be far too compelling to ignore.

You congratulated yourself on hiring someone below the market, but you will soon find yourself spending time , energy, effort and resources seeking a replacement. Following are some reasons you should always hire at or above the market:

1.      Attract more high-quality applicants – once your company is reputed to pay well, you will receive more high-quality resumes.

2.      Improved employee retention – when team members are satisfied with salaries, they will be more content and less likely to start looking for other jobs.

3.      Top talent gets into top gear faster – When you pay top dollar for the best people, you’ll find they reach peak efficiency far quicker than less qualified employees.

4.      Quality is easier to manage – A really experienced new hire will require less management time, attention, and training.

5.      Keep a High-Quality Team – with lower pay, your top talent may leave for more lucrative positions, yet the second tier will stay put and drag down company performance.

Be Aware of What You Expect From a New Hire

There’s no way to ensure you hire someone who can do the job if you aren’t sure what your expectations are. Consider the responsibilities they will have as a new hire, three months from now, six months from now, a year from now, and so on….Is this someone who can handle them?

Understand Territory Status and Why It Is Open

Why is this position open? What is the status of the territory? Having answers to these questions will help you make the right decision about who to bring into the fold.

Know Your Hiring Process

There’s no way you can make the right decisions for hiring without knowing the process inside and out….Go over all aspects of hiring until it’s down pat so you can make decisions that work for the company.

Be Clear about Your Hiring Timeframe

If you have a week to bring in a new hire, you are going to need to use a different process than if you have a month or six weeks to find the right person. Always have the timeframe in the back of your mind and use it to determine what step should come next and how quickly.

Make Sure You Are Ready to Hire in a Timely Manner

There’s no point putting out recruitment feelers if you aren’t planning to hire in a timely manner. It will only frustrate job seekers and make you seem as if you aren’t sure what you are doing. The point of recruiting is to hire the right people in the right time, so don’t waver on that.

Your Recruiters MUST Know This to Be Successful

Follow these tips and you’ll be sure to start recruiting a team you can be proud of! It isn’t as hard as you think; you just need to put some thought into it.

You can learn how to do all this, and more, by reading our latest ebook called the Art of Hiring A Players. Receive this book for free Today! Just email me, Scott Rivers — srivers@cercatalent.com — and call us for all your recruiting, executive coaching and temporary sales team needs.

Sources:

https://www.thebalancecareers.com/top-tips-for-successful-employee-recruiting-1918953

https://blog.bonus.ly/10-simple-recruiting-tips-youll-be-happy-you-learnedReport this

Published by

Scott Rivers

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How do I get my music video on MTV?: Music Video Promotion

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(via How To Get Your Music Video Seen While Everyone Is Glued To A Screen - Hypebot)

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3 Misconceptions Hurting Your Hiring Today

It’s hard, if not impossible, to make the hiring process an exact science. While establishing a systematic approach to talent search will certainly improve the outcomes, there is still an art to choosing your next new team member. Every recruiter, HR director and hiring manager has theories about why one hiring selection goes smoothly and another one goes awry, and as many good leaders can tell you, it is often about the timing.

Like all theories, they get debated, passed around, and sometimes even debunked. Over the years, they can become codified and cast in cement, when actually they often should be cast out the window.

Here is a look at three common beliefs about hiring you might not realize are making your candidate selection process harder, not easier.

I Will Find the Perfect Candidate

Like every good manager or recruiter, you have put together a full list of criteria and a comprehensive job description. Do you see it as your job to make sure that the candidate you choose meets every single one of them?

You will be looking for an exceptionally long time. The perfect candidate seldom exists. If you do find one who looks like a flawless fit, he or she will often turn out to be not as ideal as presented once on the job.

Oftentimes, managers measure a prospect by modeling using their most effective, successful employees — a practice called bench marking. There is nothing wrong with this, as long as it is used as a flexible tool, not a rigid requirement.

You need to be realistic. Leaving a job unfilled because Ms. Perfect has not presented herself can be detrimental to workflow and morale. Hiring almost always requires a certain amount of juggling with quality, cost and time. Each hire requires some level of risk based on what requirements are not met. Good managers know that past experience and success are generally the best predictor of future outcomes.

Determine the level of risk you can take with a new candidate. What are the absolute musts when it comes to education and training, and the intangibles like attitude? Then work out how much the unfilled job is costing your company.

How long is it reasonable to wait, as you look for the best prospect? According to the Harvard Business Review, you need to calculate the time the recruiter spends and the time of those covering the tasks of the job that stays empty. This is costing the company money.

When you use best practices for candidate selection, and learning to spot a good, if not perfect, fit, you don’t waste time, and money. By giving up “perfect,” you allow yourself to choose talented people that can grow with the company.

Job History Indicates Company Loyalty

It hasn’t been true for at least a decade, and probably more like two decades, but the idea lingers that people who move around every two, three or four years are not good hires.

If you see multiple jobs on a resume in a fairly brief period of time, it no longer needs to mean the candidate is flaky. It’s just as likely the potential hire is ambitious and working to advance their career.

According to a study by Spherion, a staffing company, less than 10% of companies now consider a candidate’s employment status more important than their potential performance and ability to fit into the company’s culture. Business News Daily says the “right kind of job hopper” can make an incredibly effective contribution.

While moving jobs every year is not typically a good sign, listen to the reasons before jumping to conclusions.

Candidates Must Have Relevant Work Experience

On the surface, it makes a lot of sense to look for a candidate with practical, relevant experience with the specific job you are filling. Whether it is from an internship or an actual job, it means the person understands the basics of the job and has some context for it.

But according to the CEO of GradStaff, Robert LaBombard, the goal of a good hiring manager is to attract lots of candidates who have a real interest in the company, without worrying too much about their major in college or their specific work experience.

He suggests focusing on transferable skills like the ability to think critically, manage time and communicate well. And be open to a variety of experience. Check to see if candidates are involved in student government, some type of nonprofessional service and retail experience.

Conclusion

These are just a few of the common misconceptions that interfere with a smooth hiring process. The more open you are in the hiring process, the more likely you are to find good employees who can develop with your company, expanding into their roles. Focus on individuals instead of inflexible rules.

Interested in uncovering a few others and developing a hiring plan that ensures you bring the best talent to your team in the shortest amount of time possible? At Cerca Talent+, we are here to help you become limitless.

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8+ Reasons Executive Search is Essential to Your Next Hire

Filling a high-level position requires an extensive investment of time and resources for any company. Like many other fields, the nuances of talent level in Clinical Research and Diagnostics, Genomics, Genetics and Molecular Medicine necessitates unique experiences specific to the industry in order for the new leader to be successful. That is why it can be exceptionally frustrating when the person you hire still ends up being a poor fit for your organization.

Fortunately, trusting an executive search firm with the recruitment can help you avoid costly mistakes in the future. If you have not worked with such a company in the past, here are seven compelling reasons why you should start today:

Additional knowledge and resources: Recruiters often maintain large networks of people they are working to place in high-level jobs. This is a source you would not necessarily have access to when going about the hiring process in the usual manner. They are also adept at cold calling and getting passive candidates more interested in the position your company has to offer.

Confidentiality: This is particularly important when your company is recruiting specific candidates from another organization. Not only could you face legal troubles for approaching the employee of a competitor, it could damage your company’s reputation as well. Executive search firms also bring objectivity to the table. Your contact can tell you what a competitive industry salary is and handle the negotiation process for you with your list of qualified candidates.

Going beyond background searches: Executive search firms have the expertise necessary to find additional information about job candidates beyond what a basic background check will reveal. Examples include educational credentials, businesses owned, and general character. This saves you a great deal of time in administrative tasks.

High return on investment: When you are debating about whether to hire an executive search firm, consider how much it costs your organization to find top talent independently. You need to factor in advertising, the actual costs of leaving the position unfilled, and the time it takes away from other tasks just for starters. Outsourcing all of this to an executive search agency can save you significantly more money than you spend securing the services of a search firm.

Marketplace expertise and knowledge: To receive the greatest benefit from a search firm, it is essential to select one that specializes in placing people specific to your company’s industry. The organization you hire should know appropriate industry lingo as well as what it takes to succeed at a company like yours. Many recruiting agencies, like Cerca Talent+, hire from within the industries they serve, and where they have worked themselves. This allows for immediate knowledge of the industry and lends the added benefit of a solid book of connections to network for new opportunities.

Narrowing the list of candidates to interview: No one has the time to sift through hundreds of resumes and select a handful of people to interview. Search firm representatives use their years of experience in the industry to zero in on specific skills needed for the open position. By narrowing the list of candidates to a select three to five who meet the criteria set by the hiring manager, the recruiters will save you days and weeks of time just in the initial selection process.

Skilled Negotiator: Salary can be a thorny issue that may cause long-term hard feelings if the negotiation process is not handled respectfully. Since your recruiter will not typically earn commission until after the position is filled, he or she will work especially hard in this area. By using a recruiter as a buffer, the candidate you eventually hire does not have to know about specific objections you raised in the negotiation process.

When you have an executive position you needed filled yesterday, a specialty search firm will help you find the ideal person to fill the role with an expert who will get up and running fast. Do your homework and find a group you are comfortable working with, who has a great reputation in the industry, and one that deeply understands the real value of partnership, like Cerca Talent+. You are certain to save time, reduce stress, avoid headaches and get a great return on your investment for your next executive hire.

__________

Scott Rivers is the Managing Director of Cerca Talent+, a talent agency for the Diagnostic and Life Science Industries. Scott’s recruiting experience extends into the areas of Diagnostics, Life Sciences, Oncology and Genetics. His team manages recruitment for all levels within the commercial area of these businesses.

As a leader who has worked at all levels of commercial, medical sales and global marketing, Scott is an intense professional who works with organizations to fine tune talent branding. If you are a leader looking to expand your team with professionals who are focused on delivering work in which they take pride, and you can be proud of, every day, then Scott would be privileged to help you in the process. Having been a professional in the fields where you focus, Scott knows the ins and outs of the companies, the business and the customers you are working to come alongside.

__________

Cerca Talent+ is a full-service Executive Search Firm with a strategic focus in the areas of Clinical Diagnostics, Molecular Diagnostics and Oncology, Genomic and Genetic Medicine. Our clients choose to work with Cerca because of our deep understanding of the industries we serve. They continue to work with us based on our extensive market knowledge, vast connections and quality of results.

That’s a good match for any company. Partner with the group that can talk shop and gain rapport with the pros who will lead your business into the future. Email Scott Rivers today at srivers@cercatalent.com, or call direct at 201-594-2101, and we will begin the process of finding you Allstars that help you set records.

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Five Metrics Every Hiring Manger Must Have on Their Dashboard

Effective hiring is critical for a smooth-running company. The way to know if what you are currently doing is working is by tracking critical metrics. Stay on top of these 5 important hiring measurements. They give you essential insight into what is working and what needs improvement in your hiring process.

Candidate Quality Ratio

This metric is also called the ratio of qualified applicants to total applicants. Tracking this ratio lets you monitor how many candidates you spend time on in the recruiting process that are actually a good fit for your team.

It ties directly to those chosen for an interview. According to experts, the goal is to get a minimum of three-quarters of your candidates selected for an interview. If your rate is less, it indicates those chosen for you to review are not measuring up to your needs and expectations, not those of your hiring team.

For hiring managers, this translates into you becoming the “quality metric” for your hiring practice. Work to train and empower your recruiting team to be the “quality metric” of all candidates submitted. If the candidates you are seeing do not measure up to your expectations, spend some time re-calibrating with your team.

Set clear expectations, and more importantly, establish an uncompromising standard for your minimum criteria. The better this metric gets, the more efficient your time is spent as a hiring manager in the hiring process.

Time to Fill

The industry-accepted calculation for this metric is: Time to Fill = Total Number of Days Job Is Available and Unfilled. At Cerca Talent+, because our focus is to find the right candidate as soon as possible, we measure this in two distinct ways.

Candidate Sourcing Time

It makes a major difference in a company’s efficiency when the time to fill a job, from starting a job requisition to hiring a qualified candidate, is short. The standard, according to Recruiter.com, is 10 to 14 days for presenting a qualified slate of 3 candidates. The experts recommend tracking how long it takes to present a slate of three qualified candidates and how many slates are assembled.

For difficult roles in Clinical Research or Clinical Diagnostics, the areas in which Cerca Talent+ specializes, you might find the 10 to 14-day window is consistently too short of a time frame. This is especially true in some highly technical environments. Continue to track this metric to see how your organization manages different areas of your business and decide on a time frame that best fits your hiring standards.

Candidate Processing Time

The processing time refers to how long it takes from introduction of the candidate who is ultimately hired to the time when they finally accept the position. Many will say processing time is the time it takes from approval for hiring a candidate to the actual time they begin working in the new position, yet measuring in this way includes too many variables and does not provide a reliably stable statistic that can be managed. According to ERE Media, a variety of circumstances add to this time period. For example, if the new hire needs to relocate, it can add weeks to the process.

Make this a simple metric that can allow for gains in efficiency and effectiveness in the actual interviewing process. Measure this retrospectively with each hired candidate and work to improve your interviewing process. This makes for a better candidate experience and can even improve the quality of hire, when done correctly.

Quality of Hire

According to research done by the Aberdeen Group, the most critical hiring metric is Quality of Hire. While this measure can be difficult to assess without some subjective bias, find a systematic way to do this at your company based on the desired profile for new employees. Your Quality of Hire (QoH) metric could be based on the first two years of performance reviews, or for commercial teams, it could be a calculation based on their performance to goal. For a long term QoH metric, one could look at the number of promotions a new employee receives over a one, two- or three-year time period.

According to the Recruitment Metrics and Performance Benchmark Report done by Staffing.org, there are definite benefits from frequently measuring the quality of those hired. The more often it is done, the happier managers are with the quality, and teams measured in this way will outperform peer groups.

Cost of Hire

A bad hire is expensive. According to a Harris poll, over 40% of people responding said it was more than $25,000, and a full 25% said it was more than $50,000. I was recently speaking with a client whose finance team conducted a sensitivity to turn over study for sales which indicated the cost of a mis-hire was in excess of $800,000.

Clearly, the cost of hire is an important metric! Investing well in the effort up front is essential, especially within leadership roles or for all elements of commercial teams, where this number can skyrocket due to lost revenue or mismanagement of revenue generating personnel.

This metric should include:

Sign-on bonuses

Advertising fees

Employee referral bonuses

Employee relocation costs

Third party recruiter fees

Recruiter salary and benefits

Lost revenue for open territories

Travel expenses for applicants and staff

Lost revenue from mismanaged employees or customers

Conclusion

Tracking these five+ metrics will help any organization, large or small. Combined, they shine a bright light on your hiring practices to reveal just how effective your talent acquisition efforts are. When you know the numbers, you can pinpoint where change needs to happen, speeding up improvements to your efforts of bringing the best possible talent to your team.

At Cerca Talent+, we are professionals working with professionals to fine tune talent branding. If you are a leader looking to expand your team with well rounded professionals who are focused on delivering work in which they take pride, and you can be proud of, ever day, then we would be privileged to help you in the process. Having been pros ourselves in the fields where we focus, we know the ins and outs of the companies, the business and the customers.

If you lead a team and are looking for talent who understands that constant and continuous improvement create continuous customer preference, we are here to help you become limitless. At Cerca Talent+, we find ways to serve you by exercising the disciplined, daily practice of finding the very best possible talent with whom you can develop the kind of great reputation that will lead your company to Exceed Expectations. We will help you reach indeterminate growth by expanding your team with professionals who are focused on delivering work they love and who embrace the growth. Reach out, today, to Scott Rivers at srivers@cercatalent.com.

Scott Rivers is the Managing Director of Cerca Talent+, a talent agency for the Diagnostic and Life Science Industries. Scott’s recruiting experience extends into the areas of Diagnostics, Life Sciences, Oncology and Genetics. His team manages recruitment for all levels within the commercial area of these businesses.

As a leader who has worked at all levels of commercial, medical sales and global marketing, Scott is an intense professional who works with organizations to fine tune talent branding. If you are a leader looking to expand your team with professionals who are focused on delivering work in which they take pride, and you can be proud of, ever day, then Scott would be privileged to help you in the process. Having been a professional in the fields where you focus, Scott knows the ins and outs of the companies, the business and the customers you are working to come alongside.

Cerca Talent+ is a full-service Executive Search Firm with a strategic focus in the areas of Clinical Diagnostics, Molecular Diagnostics and Oncology, Genomic and Genetic Medicine. Our clients choose to work with Cerca because of our deep understanding of the industries we serve. They continue to work with us based on our extensive market knowledge, vast connections and quality of results.

That’s a good match for any company. Partner with the group that can talk shop and gain rapport with the pros who will lead your business into the future. Email Scott Rivers today at srivers@cercatalent.com, or call direct at 201-594-2101, and we will begin the process of finding you Allstars that help you set records

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           Want to learn how to get your music video seen with everyone glued to their screens? Watch this video and reach out to Andy at HIP by calling 732-613-1779 or email info@HIPVideoPromo.com! Greetings, everyone, it's Andy Gesner, owner and president of HIP Video Promo! Over the last month, I've had the pleasure of speaking with some of the most incredible creatives on this crazy world torn asunder, but it's okay. They're reaching out because they want to know how they can keep their brand, their music, and their visuals in front of potential new viewers and listeners. Our eight-person team here at HIP Video Promo are all working remotely. I'm located at HIP HQ in the borough of South River, New Jersey, and the rest of my team - Rob, Mike, Kevin, Molly, Dom, and Melissa – are working from their respective homes. What are we working on? Well, if you're lucky enough to have a music video, this is the perfect time to release it. Now, you might be thinking, "well, how could this be the perfect time?" Well, number one, the folks I speak to each week, and that we present our cherished clients' visuals to, are starving for content. They want to know when more content is coming. What was a raging kitchen faucet three weeks ago has slowed to a trickle. Less competition means more potential exposure for you. That is combined with the fact that everybody is looking at their screens; they're pretty much over the current situation, and they're turning to entertainment as the prescription that they need to make them feel better. So, if you've got visual content, definitely consider reaching out to us here at HIP because we could potentially help you. Another important area to consider is Spotify. The numbers have been off the charts. People are going to Spotify in a big way. If you've got a great track and you're thinking about Spotify promotion, there's no better time to reach out to Andy at HIP. Another specialty of ours is social media marketing. Everybody's tuned in to their various online platforms, but you need content. Some of our clients are sending footage they've shot to us; we're preparing it with titling and sending it back for them to post. This way, they can keep their profiles up to date with fresh, new content while others have called it quits. All you need to do is call. I am in the office, and I'm not going anywhere! The number is 732-613-1779. If you'd like to email, the email is info@HIPVideoPromo.com. Stay strong and healthy, and I look forward to hearing from you! #musicvideopromotion #getmyvideoseen #getyourmusicvideoseen #musicvideomarketing #musicmarketing #musicvideos #videopromotion #musicvideo #musicmarketingtips #socialmedia #socialmediamarketing     Music Video Promotion: How to get your music video seen with everyone gl...

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At the Academy (Harvard on the Severn, Canoe U, Squid Tech), I was into napping.  Any time I could squeeze a few zzzzs into a day, especially after lunch, I would; and so would many others.  For me, I counted it as an essential escape from the rigors of military school, thinking if I slept … Continue reading "Awaken Your SuperHero Within | The Anti-Kryptonite Powers of Napping"