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BIG BIG OPERTUNITY

How long we have been trying to earn big money through internet? Have we been successful? The honest answer is a BIG 'NO'!! Of course we have earned money through Internet doing odd things here and there, but not real Big Money.
I have come across many income plans in Internet and either most of them were scams or needed a big investment to start. Some plans looked Ok, but not easy to promote or the income potential was very small and insufficient and not worth the effort you put in.
Then suddenly as if by chance, I received a call from a friend in Dubai who introduced an unbelievable business plan that will help us to earn real money, Big Money. Why I call this unbelievable is that he introduced this opportunity saying that we can earn Millions from this income plan and it needed only a very very small investment and that is ONLY $25.
Well, it was hard to believe at first because I have heard this kind of stories only in my school days. I remember reading a story about a man who became millionaire by selling a dead rat to another man who had a cat and out of the money he got he buys flowers and sells those to devotees who come to the temple and so on.......the story goes on until he becomes a millionaire.
I paid and joined this wonderful business two weeks ago not merely because the low investment, but the massive income opportunity I saw in this viable business plan and the income I received within these 21 days is unbelievable, Of course my income is still not in millions but see how much I have earned within 3 weeks and this is only the start.
After I joined, it was easy for me to promote the business as you will soon understand that this is the best and the fastest moving online business trend currently available in the planet! Just imagine starting a million dollar business only with $25! Just imagine achieving all your Dreams, Visions or Goals only with $25!
Well, I thank my friend for introducing this opportunity and I also thank myself because I had the wisdom to join instead of rejecting an opportunity like this. My biggest thank goes to my High School Maths master who always said"Remember, A Good Opportunity Is There To Be Grabbed And Not To Be Missed."
Please visit my link(URL) to get all the details (please see Video clips, PowerPoint presentations, etc.) of this wonderful income plan:




Thank you for reading and I wish you GOOD LUCK!
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Google AdSense Program Policies

Google AdSense Program Policies

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Publishers participating in the AdSense program are required to adhere to the following policies, so please read them carefully. If you fail to comply with these policies, we reserve the right to disable ad serving to your site and/or disable your AdSense account at any time. If your account is disabled, you will not be eligible for further participation in the AdSense program.

Because we may change our policies at any time, please check here often for updates. Pursuant to our Terms and Conditions, it's your responsibility to keep up to date with, and adhere to, the policies posted here.

Invalid Clicks and Impressions


Publishers may not click their own ads or use any means to inflate impressions and/or clicks artificially, including manual methods.
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Encouraging Clicks


Publishers may not ask others to click their ads or use deceptive implementation methods to obtain clicks. This includes, but is not limited to, offering compensation to users for viewing ads or performing searches, promising to raise money for third parties for such behavior or placing images next to individual ads.
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Content Guidelines


Publishers may not place AdSense code on pages with content that violates any of our content guidelines. Some examples include content that is adult, violent or advocating racial intolerance.
View full content policies.

Copyrighted Material


AdSense publishers may not display Google ads on webpages with content protected by copyright law unless they have the necessary legal rights to display that content. Please see our DMCA policy for more information.

Webmaster Guidelines


AdSense publishers are required to adhere to the webmaster quality guidelines.
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Traffic Sources


Google ads may not be placed on pages receiving traffic from certain sources. For example, publishers may not participate in paid-to-click programs, send unwanted emails or display ads as the result of the action of any software application. Also, publishers using online advertising must ensure that their pages comply with Google's Landing Page Quality Guidelines.
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Ad Behavior


AdSense code may not be altered, nor may the standard behavior, targeting or delivery of ads be manipulated in any way that is not explicitly permitted by Google. For instance, clicking Google ads may not result in a new browser window being launched.

Ad Placement


Publishers are encouraged to experiment with a variety of placements and ad formats. However, AdSense code may not be placed in inappropriate places such as pop-ups, emails or software. Publishers must also adhere to the policies for each product used.
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Site Behavior


Sites showing Google ads should be easy for users to navigate. Sites may not change user preferences, redirect users to unwanted websites, initiate downloads, include malware or contain pop-ups or pop-unders that interfere with site navigation.

Competitive Ads and Services


In order to prevent user confusion, publishers may not display Google ads or search boxes on websites that also contain other ads or services formatted to use the same layout and colours as the Google ads or search boxes on that site. Although you may sell ads directly on your site, it is your responsibility to ensure that these ads cannot be confused with Google ads.

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AdSense for content: Up to three ad units and three link units may be placed on each page.

AdSense for search: A maximum of two Google AdSense for search boxes may be placed per page. Also, a single link unit or a search box, but no other Google ads, may be placed on pages with AdSense for search results. Queries must originate from users inputting data directly into the search box and cannot be modified. This includes pre-populating the search box with terms or hard-coding direct links to search results pages. AdSense for search code may not be integrated into any software application such as a toolbar.

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Internet jobs


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Job search engine
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A job search engine is a website that facilitates job hunting. These sites are more commonly known as job boards[1] and range from large scale generalist boards to niche job boards for categories such as engineering, legal, insurance, social work, teaching and seasonal jobs. Users can typically deposit their résumés and submit them to potential employers, while employers can post job ads and search for potential employees. The category job search engines below is a list of specific search engines with details about them.
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Trends
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A more recent trend in job search engines is the emergence of vertical search or metasearch engines, which allows job-seekers to search across multiple websites. Some of these new search engines primarily index traditional job boards. These sites aim to provide a "one-stop shop" for job-seekers who don't need to search the underlying job boards. Tensions have recently developed between the job boards and several scraper sites, with Craigslist recently banning scrapers from its job classifieds and Monster.com specifically banning scrapers through its recent adoption of a robots exclusion standard on all its pages while others have embraced them. Other job search engines index pages only from employers' websites, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on the traditional job boards. There is a close relationship between these search engines and the emergence of XML based standards in the recruitment industry.
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Employer review websites are also used for job searches. They enable job seekers to find and read reviews about experiences of working for a company or an organization. Although employer review websites may produce links to potential employers, they do not themselves list vacancies. Venture capital and mergers and acquisitions have been active in the job board industry for more than a decade. Several private equity firms are currently in the process of piecing together large job board networks and other firms are simply expanding through acquisition.
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A developing trend with both jobs search engines and jobs boards is that many now encourage users to post their CV and contact details. While this is attractive for the site operators (who sell access to the resume bank to headhunters and recruiters), job-seekers should exercise caution in uploading personal information, since they have no control over where their resume will eventually be seen. Their resume may be viewed by a current employer or, worse, by fraudsters who may use information from it to perpetrate identity theft.
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The success of jobs search engines in bridging the gap between job seekers and employers have spawned thousands of other job sites, many of which list job opportunities in a specific sector, such as education, health care, hospital management, academics and even in the non-governmental sector. There are reportedly more than 40,000 employment websites in existence today, the largest of which are represented by The International Association of Employment Web Sites, a trade association for the global online employment services industry. Smaller job boards tend to focus on a particular industry or geographic region..

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Employment website
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An employment website is a web site dealing specifically with employment or careers. Many employment websites are designed to allow employers to post job requirements for a position to be filled and are commonly known as job boards. Other employment sites offer employer reviews, career and job-search advice describe different job descriptions or employers. Through a job website a prospective employee can locate and fill out a job application or submit resumes over the Internet for the advertised position.
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It is reported that over 40,000 employment sites are in existence, the largest of which are represented by The International Association of Employment Web Sites, a trade association for the global online employment services industry.


History

The Online Career Center launched in 1993 as a non-profit organization backed by forty major corporations as a system for job hunters to store their resumes within the databases as well as for recruiters to post job openings to the databases.

The market for online classifieds quickly grew. In 1994 Robert J. McGovern began NetStart Inc. as software sold to companies for listing job openings on their Web sites and manage the incoming e-mails those listings generated. After an influx of two million dollars in investment capital he then transported this software to its own web address, at first listing the job openings from the companies who utilized the software. NetStart Inc. changed its name in 1998 to operate under the name of their software, CareerBuilder. The newly christened company received a further influx of seven million dollars from investment firms such as New Enterprise Associates to expand their operations.



Six major newspapers joined forces in 1995 to list their classified sections online. The service was called CareerPath.com and featured help-wanted listings from the Los Angeles Times, the Boston Globe, Chicago Tribune, the New York Times, San Jose Mercury News and the Washington Post.

The industry's first attempt to reach broader, less tech-savvy base occurred in 1998 when Hotjobs.com attempted to place a Super Bowl spot, but Fox rejected the ad for being in poor taste. The ad featured a janitor at a zoo sweeping out the Elephant cage completely unbeknownst to the animal. The elephant sits down briefly and when it stands back up, the janitor has disappeared. The ad meant to illustrate a need for those stuck in jobs they hate, and offer a solution through their Web site. Hotjobs.com promplty fired the advertising agency who created the ad.

Employment websites were finally launched into the mainstream consciousness when Monster.com gambled on a 1999 Super Bowl ad. CEO Jeff Taylor authorized three 30 second spots for a total of four million dollars. The ad which featured children speaking like adults, drolly intoning their dream of working at various dead-end jobs to humorous effect were far more popular than rival Hotjobs.com ad about a security guard who transitions from a low paying security job to the same job at a fancier building. Monster.com was elevated to the top spot of online employment sites. Hotjobs.com's ad wasn't as successful, but it gave the company enough of a boost for its IPO in August.

In the year 2000 the landscape of online job boards began to change rapidly. After being purchased in a joint venture by Knight Ridder and Tribune Company in July, CareerBuilder absorbed competitor boards CareerPath.com and then Headhunter.net which had already acquired CareerMosaic. Even with these aggressive mergers CareerBuilder still trailed behind the number one employment site Jobsonline.com, number two Monster.com and number three Hotjobs.com.

Monster.com made a move in 2001 to purchase Hotjobs.com for $374 million in stock, but were unsuccessful due to Yahoo's unsolicited cash and stock bid of $430 million late in the year. Yahoo had previously announced plans to enter the job board business, but decided to jump start that venture by purchasing the established brand. By August of 2002, Monster.com posted a loss of $504 million forcing COO James Treacy to resign.

Revenue Streams

Employment websites earn their revenue through a variety of means including charges for job posts, database access, advertising and sales lead generation.

Job Posting

Initially, employment websites charged $50 for an employer to post an opening, a price comparable to placing the same ad in a newspaper. The difference was that there was anywhere from several days to two weeks lead time to get an ad posted, whereas employment sites were much more immediate and offered overnight results.

The current pricing structure varies per site, but generally the price of a job posting is based on the number of job categories it’s listed in, and then the number of regions for which it’s available.

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Job hunting

Job hunting or job seeking is the act of looking for employment, due to unemployment or discontent with a current position. The immediate goal of job seeking is usually to obtain a job interview with an employer which may lead to getting hired. The job hunter or seeker typically first looks for job vacancies or employment opportunities. Common methods of job hunting are:
using a job search engine
looking through the classifieds in newspapers
using a private or public employment agency or recruiter
finding a job through a friend or an extended business network or personal network
looking on a company's web site for open jobs it's trying to fill

Knowing the employers

It is expected the job seekers will have done a reasonable amount of research into the employers. Some basic information about an employer should be collected first before applying the organization's positions, including full name, locations, web site, business description, year established, revenues, number of employees, stock price if public, name of chief executive officer, major products or services, major competitors, strength as well as challenges.
With all of the resources available on the Internet, expand the research into the employer to discover if the employer's operation is healthy and likely to continue to prosper. If an employer's financial situation is shaky, new employees are often the first one out the door when a cut back occurs. Employers that are companies with publicly traded equities are good subjects for pre-employment research and enable the job hunter to avoid being the last one hired before the reductions and layoffs begin.

Networking

Contacting as many people as possible is the best way to find a job. It is estimated that 60% or higher of all jobs are found through networking.

Applying

One can also go and hand out résumés or Curriculum Vitae to prospective employers. Another recommended method of job hunting is to use cold calling or emailing to companies that one desires to work for and inquire to whether there are any job vacancies.
After finding a desirable job, they would then apply for the job by responding to the advertisement. This may mean emailing or mailing in a hard copy of your résumé to a prospective employer. There is no one correct way to write a résumé but it is generally recommended that it be brief, organized, concise, and targeted to the position being sought. With certain occupations, such as graphic design or writing, portfolios of a job seeker's previous work are essential and are evaluated as much, if not more than the person's résumé. With most other occupations, the résumé should focus on past accomplishments, expressed in terms as concretely as possible (e.g. number of people managed, amount of increased sales or improved customer satisfaction).

Interviewing

Once an employer has received your résumé, they will make a short list of potential employees to be interviewed based on the resume and any other information contributed. During the interview process, interviewers generally look for persons who they believe will be best for the job and work environment. The interview may occur in several rounds until the interviewer is satisfied and offers the job to the applicant.

Types of Jobs

There are several types of jobs, including full-time long-term regular jobs, internship, or contract jobs.

Job hunting in economic theory

Economists use the term 'frictional unemployment' to mean unemployment resulting from the time and effort that must be expended before an appropriate job is found. Search theory is the economic theory that studies the optimal decision of how much time and effort to spend searching, and which offers to accept or reject (in the context of a job hunt, or likewise in other contexts like searching for a low price).

Purpose of the application

From the employer's perspective, the application serves a number of purposes. These vary depending on the nature of the job and the preferences of the person responsible for hiring, as "[e]ach organization should have an application form that reflects its own environment". At a minimum, an application usually requires the applicant to provide information sufficient to demonstrate that he or she is legally permitted to be employed. The typical application also requires the applicant to provide information regarding relevant skills, education, and previous employment. The application itself is a minor test of the applicant's literacy, penmanship, and communication skills - a careless job applicant might disqualify themselves with a poorly-filled out application.

The application may also require the applicant to disclose any criminal record, and to provide information sufficient to enable the employer to conduct an appropriate background check. For a business that employs workers on a part-time basis, the application may inquire as to the applicant's specific times and days of availability, and preferences in this regard. It is important to note, however, that an employer may be prohibited from asking applicants about characteristics that are not relevant to the job, such as their political view or sexual orientation.