= Create your own product. You control quality of product, and it's your 'baby' -- you can enthusiastically and sincerely market it with first-hand knowledge. Electronic products, such as eBooks or software, are extremely popular because they're cheap to both produce and deliver. A good guide to creating an information product is 'Make Your Knowledge Sell', http://buildyourhomebiz.com/myks.html .

= Join a business opportunity. Please remember that no single opportunity will be 'right' for everyone. Find one where *average* representative earns a reasonable income. Look for a company that can offer you support and/or tools to help you succeed.

Opportunity is everywhere! Take your time to select right path for *you* ... each of us has different needs, interests, skills, and talents. Once you've chosen an option, give it your best shot -- until either you start to see results, or you've proven that it won't work for you. A good place for beginners to 'get their bearings' is US Small Business Administration website at http://www.sba.gov/starting/ .

It's important to make an honest effort at whatever you choose. It's all too easy to jump from one money-making fad to another without truly giving ourselves a real chance to make things work.

Why run yourself ragged with 10 money-losing businesses? Concentrate on building one profitable venture first ... then gradually build up to famed 'multiple streams of income.

Another factor to consider when selecting outplacement services is amount of time you feel displaced worker would require outplacement support. In general, more senior-level position, longer it will take displaced employee to find suitable employment.

A second time factor to consider is whether displaced worker will receive ongoing one-on-one scheduled sessions with a career transition consultant or whether ongoing support merely includes access to job search support materials. 5. Costs.

Outplacement costs must be considered when selecting an outplacement firm. Check to see whether outplacement costs are clearly defined and stated on outplacement firm's web site and in their marketing materials. Are you charged only if displaced employee elects to contact outplacement firm for support or are you charged regardless of whether displaced employee receives support? Are there affordable packages available that provide services you feel your displaced employees would most benefit from without providing unwanted services?

Another cost factor to consider is whether outplacement firm gives you able to select outplacement services a la carte to meet your needs. Also determine whether outplacement company has a minimum fee requirement or whether they will charge you only for number of displaced employees you actually have even if number is as few as one.

By considering each of these five factors you can develop effective selection criteria for deciding on an outplacement provider to best meet needs of your displaced employees while adhering to your budget constraints.