When you know your one preferred audience, you don't spend too much time chasing wrong buyer. When you focus your marketing on one group at a time you will create phenomenal income success.

Yes, you know other people who can use your product or service, but remember to start with one group and give it your all for two years. You will be much more successful and not feel so overwhelmed with task.

To really succeed and do it quickly means you may have to take a promotion or marketing seminar. Be willing to invest some time and money. Take a teleclass on one of best online marketing methods--writing and submitting articles to opt-in ezines (your targeted market and they are free) and top web sites in your field. This method brought your coach to # one and two in Google and other search engines, plus it increased sales more than five times in eight months.

Three: Now write a personal letter to your one audience telling them why you created your product, eBook or service and what you think it will do for them (benefits).Think of how you can make a difference in your prospects lilfe--what you can bring to help them make them more money, create better relationships, or save time..Make a list of benefits before you start this exercise.

Example for Write Your eBook or Other Short Book—Fast!

Dear Professional (coaches, speakers, writers, authors, seminar leaders, business people):

I'm writing this indispensable book because I know you want to share your unique message with thousands, rather than hundreds of readers. You want to raise bar and create more credibility in your profession. You want continuous income you don't have to be present for. This book's essential "Seven Hot Selling Points" will make your job easy, target your market, and market your book while you are writing it. You'll produce a great selling book you can sell on Internet while you sleep! And you don't even need your own Web site!

Even if you think you can't write, that it's too big a job, or it will take too much time, How to Write Your Ebook or Other Short Book - Fast's forty-five pages plus its three bonuses reports are fast lane to writing, publishing and selling more copies of your book than you ever dreamed of!

Once you know more about your target market, you can put your time only on what you need to get these people to buy. After you learn some simple marketing techniques, like me, you can delegate it to a low-cost computer assistant and spend less than nine hours a week on this task.

http://www.businessweek.com/careers/content/oct2000/ca20001013_818.htm

But numbers of plentiful employees may wane quickly now that economy is picking up. According to Working Knowledge, a publication of Harvard Business School, by 2010 there could be 10 million more jobs available than there are employees in United States. So, any company that finds a tried-and-true method of hiring right employee will be ahead of game. The same test that could help you narrow field would be just as important when there are fewer candidates from which to choose.

http://workingknowledge.hbs.edu/pubitem.jhtml?id=3803&t=organizations

Some companies have avoided implementing personal profiling as a hiring tool because of misconceptions surrounding industry. It’s easy to understand why. A search on web for information about personal profiling brings results ranging from psychological groups to psychics! Here are some myths about using personal profiling in mainstream business:

Myth 1: Personal profiling is only geared toward hiring upper management.

Many corporations are using profiling to determine best hires for every position, especially in organizations that are interested in making sure new hires fit into corporate culture. Products available for instant online access and results, like DISC assessment, can help tremendously in hiring process. Personal profiling can help ensure that any candidate is right for job or can work with particular personality types.

Myth 2: Personal profiling is too expensive.

Although you can spend thousands of dollars on a battery of tests for an upper-management position, some tests, like DISC, are cost-effective enough to be implemented on a daily basis. You spend a lot of money and in time alone interviewing candidates, so using DISC personal profiling test could keep you from going through it all over again for same position next year! When you look at all costs associated with losing an employee – from lower productivity to time spent to rehire and train a new worker – many companies could actually save money implementing a pre-employment test.

Myth 3: Personal profiling really isn’t geared toward small business.

Actually, small businesses may benefit most from conducting personal profiling assessments. Nowhere else in industry does time spent in human resources management chip away at bottom line more than in small business. When small business owners hire a new employee, they’ve got to make sure they’ve got right candidate – it’s too expensive to make a mistake. When a small business owner is running classified ads, spending time reviewing resumes and interviewing candidates, it takes significant time away from running business. Diverting entrepreneur away from business at hand to hire employees can seriously affect profits. Also, especially in small business environment, it’s important a new employee work well with owner and other members of a small staff.

Myth 4: Personal profiling takes too much time.

Granted, some personal profiling tests do take a lot of time. Some can require candidates to answer hundreds of questions. Shorter tests, like DISC, can yield a lot of information with fewer questions. The DISC assessment, for example, only has 24 questions and can be completed in 15 minutes. Because first phase of test is taken online, results take mere minutes. The interview with a specialist to interpret DISC’s results takes anywhere from 60 to 90 minutes. That’s less than three hours – a fraction of time it took to recruit candidates, read resumes and interview applicants!

Myth 5: People can cheat on a personal profiling test.

Personal profiling test questions have no right or wrong answers, and many, like DISC assessment, don’t have a lot of questions that might be perceived as negative to encourage a candidate to not be truthful. Most human resources managers use personal profiling tests as just a part of their evaluation of a potential new hire, and even experts say that companies should never base their hiring decisions on test alone. In reality, there are a lot of ways an unscrupulous candidate can cheat entire hiring process – from padding their resume to not telling truth in interview. Adding more pieces to process may help trip them up!

Hiring decisions are rarely easy, and whether it’s feast or famine – large pool of candidates today or slim pickings predicted in future – a personal profile assessment would be an excellent tool to help hire best person for your organization. It doesn’t matter if you are a Fortune 500 company or a mom-and-pop retailer – everyone saves time and money when right candidate is hired first time. ********** Copyright 2004 Kate Smalley, Connecticut Secretary http://www.connecticutsecretary.com **********