7 Questions to Ask Before Booking A DJ For Your Wedding

Scouting for an amazing disc jockey (DJ) for your wedding is not a stroll in the park since there are many things to put into consideration. However, before booking that DJ, he must be able to provide appropriate answers to the following questions in order to prove his competence.

1. Are you a full-time DJ?

It is important for you to know that the DJ you want to hire is not just a one-dimensional part timer who may not owe enough time to the job. He must be involved on a full-time basis with quality experience that cuts across various events. He must be a true performer that can handle tough audiences without stress and satisfy them.

2. How do you treat song requests?

You should engage a DJ that understands how to strike a balance between couple's song requests and those of the guests so that both parties are adequately satisfied.

3. How do you customize the music experience for each couple?

He should be able to provide a soundtrack for your wedding which is dependent on your taste, style and vision for the day. He should be able to willingly accept your must-play and do-not-play lists because you are supposed to be in control of the music that will be played on that day.

4. Can I hear some samples of mixing and blending of different tracks?

He should be able to blend between songs harmoniously to the point that you may not even be aware of it. There should not be artless silence between songs as this will make your party to be boring.

5. What sound equipment do you work with? Do you have back-up?

The equipment that a DJ makes use of is as important as musical instruments. His turntable, microphone, mixer, computer, etc., must be up-to-date in order to reel out the best mix for your party. It is also important to have back-up equipment to guard against unforeseen circumstances.

6. How do you get the crowd pumped?

DJs have a lot of baits to encourage guests to take on the dance floor. You can request for a video of past performances in order to gauge the skills of the DJ you want to hire in entertaining guests.

7. Why should I choose you as my wedding DJ?

Providing a satisfactory answer to this question will go a long way to prove that you are about to hire a competent DJ. He should be able to tell you what makes him unique in the industry and this will assist you in making a vital decision that will make your wedding successful.

Affiliate Programs To Sign Up With

Make money online with affiliate programs can be tough but it can be the most rewarding choice you have ever made. Choosing an affiliate program to start with is the most important part of your online business.

There are so many affiliate programs to choose from. It can be difficult to know which one to sign up with. I personally recommend Clickbank for a comprehensive list of top ranking and highest paying affiliate programs. You will receive a check from Clickbank for your contracts earned twice a month.

If you prefer to receive payments via PayPal, then go to PayDotCom. It is a huge affiliate center with marketplace of products you can promote.

When considering which affiliate programs are best for you, I recommend that you choose one that is specifically related to your site's content and target audience. You can also promote a variety of online digital products as an affiliate. I personally recommend that you choose an affiliate program or products that you are familiar with. This way, it is better for you to recommend these to other. Imagine you are selling something that you know nothing about, you are not going to convince someone to buy it from you.

Personally, I mostly use Clickbank and PayDotCom but I suggest you look around because most companies offered free affiliate programs. Some only allowed affiliates to sell their products after they have purchased it. Whichever websites you are viewing, just scroll down to the bottom and look for affiliate link. Some business owner does not like to display the link in the homepage for everyone to see, so sometimes the affiliate link could have been found in the "about us" page.

Affordable Web Hosting

These days, with the web hosting market becoming increasingly competitive, it is not hard to find affordable hosting. A simple web search using your favorite search engine will bring up all types of affordable web hosting options.

It is important to do your research before paying for any of these web hosts, however. Companies exist that can offer affordable web hosting to anyone, but they all offer different plans with different capabilities. It does not do you any good to sign up for an affordable hosting plan if it does not give you everything your website is going to need.

The prices for shared server hosting range from about $ 2 to $ 10 / month these days. Most of the affordable web hosting plans in the lower end of that price bracket is perfect for someone who just wants to host a personal website or blog. However, if you are looking for unlimited bandwidth or want to be able to use a specific software package or coding method you might have to pay a couple dollars extra. It is better to stay with the software and coding that you are comfortable with and pay a bit of extra money than it is to try and learn a new method just so you can get a slightly more affordable web hosting plan.

To make an already affordable web hosting plan cost you even less, you can look for coupon codes. Many hosting companies will have a referral program of some sort. Usually these programs work by allowing their customers to create and distribute coupon codes. The new member gets a discount when they use the code, creating a more affordable hosting plan for them. The person who gave them the code usually gets a discount of some sort as well – it may be money credited to their account, or a free month of hosting, or a free upgrade on their current plan.

You can find these coupon codes by simply searching "web hosting coupons" or "[your chosen host] coupons". Just make sure you read the fine print before using any of these codes. The main thing you want to find out is if they are expired or not. Some people will post these codes on their websites and then forget they exist – so when they expire, they never get taken down. You also want to find out if this code will cause your plan to be more affordable indefinitely or if it only applies to the first year of your hosting.

The best web hosting plan for your website might not be the most affordable web hosting plan. A coupon code might be just what you need to make it affordable – but it does you no good if it only makes it affordable for the first year of your hosting. Especially if you need to sign up for more than a year in order to use the coupon (which is often the case). Just make sure that you fully understand what exactly you are agreeing to.

The American Jobs Act, Unemployment Discrimination and Employment Brand

Online recruiting organizations: Are you ready to stop hiding from candidates? You should be. Your brand depends on it.

With The American Job Act currently before Congress, employers would be subject to EEOC discrimination claims if they fail to hire an unemployed candidate based on the fact that they are not currently employed. The notion was hatched as a backlash against the perception that employers do not want to hire unemployed workers.

That’s a specific law with a specific target, but if you peel the layers back, it’s the first salvo fired out of frustration from a country full of candidates that are tired of being treated badly by the people, systems and processes that have grown up around recruiting in the last 10 years.

I get it. Recruiting organizations are under siege by way too many qualified candidates for the positions they have. More importantly, they’re under siege by way too many completely UNqualified candidates.

While not considering candidates that are unemployed may cut your candidate pool down to a manageable size, it’s not smart from a branding standpoint. Unless your employment brand is cold and cutthroat, you should embrace all candidates. You should treat them with respect and you should engage as many of them as possible.

Everyone wants a fair shot. That’s just part of being human. And when sweeping generalizations like “we don’t consider unemployed candidates” take hold, or faceless applicant tracking systems process bits and bytes and spit out rejection emails (often delayed to appear like the candidate was considered by a human), then the appearance of a fair shot disappears.

Candidates are customers. Candidates are voters. Candidates are individuals capable of expressing their frustration to large numbers of other individuals through social networking.

Here is and actual tweet I came across the day after writing this article: “@jimcramer FYI you herd it here first, Taleo is keeping the unemployed… unemployed.”

Obviously, not everyone is qualified. And every recruiter has tales of resume spammers and unqualified, unprepared candidates sucking their time. But the fact is, if you appear not to care about candidates, then your brand suffers. And now with an entire nation who is totally focused on getting people placed in jobs, delivering bad candidate experiences is asking for more Federal regulations governing how you interact with candidates.

There is a quietly growing awareness in the industry that candidate satisfaction matters. There is a faint notion growing that engaging candidates and trying to ensure that they are communicated with and treated with respect and reverence, will actually result in a more effective recruiting process.

There are tools available that allow organizations to engage candidates and solicit feedback throughout the recruiting process. Companies can now listen to how candidates feel about their recruiting process from beginning to end, track satisfaction and fine tune practices to make them as effective as possible.They sit on top of a company’s career site pages and asks candidates what they think, in real time and with appropriately times follow up surveys.

Without fail, candidates regularly comment “Thank you for asking my opinion.” So when I say treating candidates with respect helps your employment brand, I speak from experience. Your “Best Place to Work” badge is fine, but it just lays there. Asking a candidate what they think about how they’ve been treated? That shifts the earth a little bit and provides evidence that you have a great place to work.

Plus it provides a goldmine of ideas about how to better interact with candidates, tweak your career site and make your online recruiting efforts more effective for passive candidates. The one’s who already have jobs. The one’s you were targeting that got the White House involved in messing with your business in the first place.