Personal Marketing: The New Job Search

If you’ve been unemployed recently, you’ll notice that the job hunt has changed drastically from what it used to be. You used to submit applications to job postings, sit home and wait for someone to call you for an interview. People don’t do this anymore. We’re still in a recession and unemployment rates are still high. Because of this, it’s likely that someone more qualified than you had applied to these open competitions anyway. If you’re sitting home waiting for the standard process to work, you’re going to be sitting there for a long time.

I've spoken at length about how to use social media to network and get yourself noticed outside the traditional channels. In addition to doing this, you need something about you that stands out from the other candidates, and then you need to effectively convey that to potential employers. You basically need a personal marketing plan.

1. Describe Your Dream Job

First you need to identify what you want to be doing.

• What are the skills someone doing that job needs to have?
• What are that person’s daily tasks?
• What behavioural competencies are required for this position?
• What type of experience does that person need?
• What does this person’s career path look like?

You should be able to answer most of these questions before even starting to think about applying. Then you need to identify the gaps between you and the ideal candidate for this position. Before applying for this position, you may need to upgrade some skills or gain some experience. Don’t sit there defeated saying “I can’t get experience because no one will hire me.” There are internship opportunities or not-for-profits, and small businesses who would gladly accept a volunteer to do whatever it is you do. Then when you introduce yourself, you can replace the word “unemployed bum” with “freelancer” or “professional consultant” even if you’re not getting paid.

2. Identify Your Key Differentiators

• What is unique about you?
• Why do you stand out from the other candidates?
• Do you have accomplishments that other candidates may not have (i.e. awards, publications, relevant memberships, etc.)?

Get to know your own personality. Ask some friends how they would describe you. You need recruiters to look at your resume and online profiles, and really feel like they know you. Unless you’re just a miserable person… then hide your personality at all costs.

3. Build Your Brand

Once you’ve done this, you need to be able to describe yourself as the ideal candidate. Seamlessly link your description of yourself to the description of the ideal candidate. When you introduce yourself to people, they will often ask what you do. You need a brief description of yourself that highlights your key differentiators. You should also tailor it to your audience. There may be more than one career path to your ideal job, or more than one job that interests you. Know your audience, and make sure you’re telling them what they want to hear from you. Companies wouldn’t use the same marketing collateral across all clients. They tailor it to highlight the products or services most valued by different target markets. You should do the same for your target companies.  

4. Execute

Once you’ve created the outline of your candidate brand, update all of your social networking sites well as your resume, business card, etc. to reflect this brand. Then you can start to develop an application process. Much like a sales process, you’re going to be generating leads and identifying the most effective methods of reaching out to those companies, that is consistent with your personal brand. I have an entire series of “How To” posts about using social networking for the job hunt called “Dude Where’s My Job?” Take a look back through for more tips on interacting with these companies online.

Sitting at home, filling out applications and applying to open ads is old-school. That job search model is not productive in this type of economy, so why would you sit home and do the same thing over and over again with no results? Stand out and be productive.

The Job Hunt Blues

People often tell you that looking for work is a full time job. Those people are correct. It is actually the WORST job ever because you don’t get paid and the more you have do it, the worse you feel about yourself. Like a regular job, you need a work-life balance. This is actually more important than it is in a regular job, because companies need to see you at your best. If you’re too eager, or mopey, or tired your chances of success decrease slightly. Sitting at home doing the same thing over and over again with little or no success really demotivates a lot of people and they start complaining about everything, including the lack of employment in their respective areas. This is not attractive to any prospective employer.

Lucky for you, I’ve put together one of my famous numbered lists to solve all your problems.

1.       Wake Up at an Appropriate Time

It’s really easy when you don’t have a place to be, to sleep in, watch cartoons and live the sedentary life. You still have to put in the hours to be an effective job seeker. Also, interviews are always during work hours, so you’ll most likely need to be alert for a morning interview. It’s hard to do that at a 9am interview if you’re used to waking up at noon.

2.       Plan a Full Workday

It’s really easy to get sidetracked when you don’t have a plan. Create a job hunting strategy and map out all of the tasks involved.  You know when you are the most effective, so you can plan the heavy stuff for those times. You need to take into consideration the time it takes to fill out applications, write cover letters and tailor your resume. Make sure you include time to use social networking for job hunting purposes, and attend physical networking events as well. A former employer of mine once told me not to work on any one task for more than two hours at a time. He says after this time, you become less interested and less efficient. Change it up every now and then.

3.       Take Breaks

The reason steps 1 and 2 are important is that if you do them properly, you won’t feel guilty about taking regularly scheduled breaks. Your employer is required to give you a 15 minute break every four hours and 30 minutes for lunch on a full shift. If he’s not a douchebag, he gives you a full hour. Take those breaks. They are government mandated for a reason. Don’t be your own douchebag boss.

4.       Don’t Forget About Your Hobbies/Personal Life

If you are a regular gym-goer, now is not the time to stop. You should also take this opportunity to start eating healthier. Continue to go out and see people on a regular basis. Doing stuff from a computer at your kitchen table and then moving to the couch at 5pm, and then to bed and back to the table in the morning can make you a little crazy. The networking events you attend won’t be enough. Plan things with your friends and go out at night. Be a regular person even though you don’t have a job…just do it cheaply cause you’re poor.

When you neglect to properly plan and execute your job hunting strategy, you start to feel guilty about how little you’ve done. Then you don’t take time for yourself. This results in you being less effective. It’s a vicious cycle that ultimately results in a pint of ice-cream, a lot of crying and still no jobs. The worst thing you can do for yourself at this juncture is take away the things that make you sane. Also, if you have good friends, they will pay for things because they feel sorry for you. You won’t get this kind of treatment again until someone you love dies (true story).

P.S. These strategies can also be applied to people who work from home or for themselves. 

Recruiting for Social Media: It’s Easier Than You Think

Your company understands that it needs to be active on social networking sites. Your Facebook page is quickly becoming more important than your website. The dilemma most small business owners face is though they understand the need for social media, they don’t understand the most effective ways to use it. You’d like to ask your marketing guy to do it, but yesterday you saw him make a voice call from a landline to a record store to see if they had the latest albums. At this point you resolve to hire someone to create and manage your online presence. Here are a few tips for when you’re looking.

1.  Age Doesn't Matter

Most people will assume that a young person will be better at social media, because they grew up in a generation that uses it more readily. This is incorrect. As a young person, I can tell you that we are literally not better at ANYTHING. Experience trumps (whatever the hell you think young people have) every time. We are more apt to engage in social media, but someone in their 40’s with an affinity for social media also has “life experience,” “related job experience,” “industry experience”  and other things to draw on that a younger person wouldn't.  Social media skills require a specific way of thinking. The person can’t be intimidated by a new program or feature, because there’s a new one every 5 minutes. There is no reason someone in their 30’s or 40’s can’t have this skill.

2. Hire a Writer

It’s all words. Your employee needs to make the words happen and he needs to make ‘em happen good.

3. Check Up on Them Online

If this person is planning to work in social media, they should have given you links to their social media accounts, and their presence should be quasi-professional. As much as you think you would like to separate the people from the organization, now that everything’s online, you really can’t. They will put your company’s name on their LinkedIn, and attach their Twitter feed to this account. Others will look your company up on LinkedIn and see who your employees are.  Anything they've made publicly available on purpose is fair game to use in your assessment.

4. Beware of Experts

Someone who walks into an interview telling you they know exactly what needs to be done and exactly how to do it is a dud. Social media is social, therefore you need to get to know the clientele before you’re able to really understand the best way to engage with them. A good candidate will offer suggestions of possibilities along with the caveat that everything is subject to change based on the results of the interaction.  

Don't make assumptions based on what you believe a good social media expert should be. Put these people through the same process you put all of your employees through. Identify the key skills and relevant experience you're looking for. Assess them thoroughly, and hire someone who is the right fit for your organization. 

Jumping Ship: Switching Careers

Remember when you started your career and you were super-excited about all the things you could accomplish? You had lists of goals, creative ideas, and enthusiasm. Over time, you may have found that the industry you work in, or the management team you work for, have slowly chipped away at all of that excitement and now every day is just a struggle not to slit your own wrists. It may be time for a career shift (or medication).

If you started in Human Resources like I did, you may have found that your position had significantly less “strategic consulting” and a lot more “glorified secretary” work. You also probably noticed that there was so much process and red tape, that anything new or innovative you came up with won’t be implemented for years, and by then it will be outdated.

Don’t’ get discouraged. Basically, you played Russian roulette with the career revolver and lost. Luckily, the consequences are less brain-spattery than actual Russian roulette and you can bounce back a lot faster.

Step 1 – Don’t quit your day job

The economy still sucks.  You need money. Food and shelter are still very important components of staying alive. You may not have any experience in this new industry you’re entering. Keeping your day job and testing the new industry in your spare time is an excellent way to not make the same mistake twice. Also, people will want to see proof that you know what you’re doing before they hire you. It’s a weird thing companies are doing now.

Step 2 – Start doing what you love

Just start doing it. If you want to be an events planner, start small. Host a dinner party. People will give you feedback on how terrible you are, and you can see if it is something you want to do full time. You can take on additional, larger events as opportunities arise. Once you develop a reputation, people will start asking you to do it, and maybe even pay you! …unless you suck…in which case, you still have your day job.

Step 3 – Advertise

Keep a portfolio of the new projects you’re working on. You don’t have to spend money on advertising. Post your portfolio on LinkedIn, Facebook, Blogger or any relevant account where your target audience would be.

Step 4 – Network

Develop a list of relevant people to follow and engage with online and learn how to do it properly. Think about where your target customer/employer will see you and who they engage with. If you would like to become an event planner, you should be interacting with companies that plan events, the events themselves (which will normally have their own social media accounts or at least a Facebook event) , and anyone else who is interested in what you’re doing. The more people sharing pictures of your place settings on Pinterest, or talking about you on Twitter, the better.

This gives you an opportunity to test out a new job risk-free. It’s like an internship, but more impressive because of the entrepreneurial aspect of having to create the opportunity yourself. After a while, you’ll have developed enough experience to make yourself a marketable employee in a completely new industry. …or you’ll have realized this job isn’t for you, but without getting all wrist-cutty. 

Why Recruiting is as Awful as Dating

Here’s a neat little tidbit about recruiters. They’re real life people and everyday is full of disappointment. E-recruiting, much like E-dating, has many success stories. You’ve probably met a lot of happy couples who met online, but for every happy couple, there are 10 horror stories of people showing up 10 years older or 50 pounds heavier than their picture. The sad part about recruiting is that you don’t get to date the winners for very long. You give them to the hiring manager and then you have to start all over again.

A little insight into the process

First the recruiter crafts their profile:

I like long walks on the beach, Reggae music and I love to cook. I’m looking for someone with 5 years’ experience in marketing, experience with popular software with excellent attention to detail and willing to work in a remote location.

…then we sit back and laugh, knowing that person probably doesn’t exist, especially in the remote region the hiring manager needs them in. This is basically the equivalent of asking for someone with a six-figure income who is ok with the fact that you’re a single parent of five. If you ever see someone in a restaurant writing on a laptop, swirling a glass of brandy and laughing maniacally like a Disney villain, but crying at the same time...that’s a recruiter having a normal day.

Speed Dating Round

Recruiters schedule entire days of interviews just to meet the people, make sure the person matches the profile and isn’t a complete douchebag. You need to get through the first date to get to the second date with the hiring manager.

Step 1 – Make sure you can back up what’s written on your resume.

You were chosen to be interviewed because of several things you wrote on your resume. We’re going to ask you about them to make sure you did them. Be prepared to elaborate on specific projects.

Step 2 – Know yourself really well.

You are going to be asked to give an overview of your work history as well as what you’re passionate about. Print off your resume and make notes if you have to. Just be prepared to talk about this. It sounds like a given, but a lot of people fail here.

Step 3 – Be Charming

I interviewed a woman who had her own tagline. She told me she was “a small town girl with a big city attitude.” I never forgot her name as a result. Just like people don’t forget a good date, they certainly don’t forget a bad date.

Fact: Sometimes the HR guy won’t know all of the intricacies of the app development position you applied for.

Fact: They will be completely aware of the condescending attitude you have towards them.

Here is a list of things that will not get you to a second date

·      Name dropping: Tell me on your resume what companies you worked for, don’t spend a significant amount of time asking me if I know so and so. I’m not impressed by the fact that you worked for Donald Trump unless you can effectively tell me what you did for him.

·      Questioning my questions: If I ask you to elaborate on something, don’t ask me why I want to know that or how is that relevant to this position unless the question makes you uncomfortable for some reason. Often recruiters will want to know about all of your skills (even the ones that don’t pertain to the position you applied for). They can contact you for other positions, unless you were uncooperative.

·      A Shi**y Tone: Be intelligent, but don’t get smart. You would be surprised at how many professionals, after they realize they’re talking to a lowly recruiter, develop a smarmy attitude. Newsflash! In order to be hired, HR still needs to want to work with you.

I actually had an interview where the applicant told me to go to his website, because I could stand to learn a little about the field I was recruiting for…resume deleted.

Don’t be a douchebag. We share all of our notes with the manager.

Example: John Smith, 10 years of marketing experience, excellent portfolio, possibly overqualified for the position. Complete ass. If you hire him, I’m quitting.

Bottom Line: Most successful organizations are looking for someone who is a cultural fit. Being an attractive candidate does not give you carte blanche to be an ass. Getting through the first round is not a difficult task. Know your resume, be confident and courteous and welcome to date #2. 

Resume Do’s and Don’ts

Remember when I used to blog about things? Well I’m doing it again! I committed a cardinal sin of social media and took a short hiatus while I started a new job. Since my last post in April, my Klout score has dropped 6 points. This can mean one of three things.

1. My social media presence is strong enough without my blog to sustain a fairly consistent score.
2. No one was really reading my blog anyway.
3. Klout doesn’t really measure anything accurately.

Luckily, for you guys, my new position is in recruitment. I have spent the last month going through resumes of marketing and communications professionals from all over North America, and I have put together a list of tips that can help you get from the recruiter to the hiring manager.

A while ago, I wrote a blog about how no one really knows what is supposed to go on a resume. After screening hundreds of applicants, I have a general idea of what “I” like to see on a resume as well as what I hate to see.

Do

Add links to former employer’s websites – If you were the marketing manager of a company I’ve never heard of, I will want to see that company’s website. If I can’t find it…how good were you?

Insert a brief description about what your former employers do – It’s possible that your business development experience at company ABC is a perfect match for one of my vacant positions. If you don’t tell me that company ABC produces widgets for a specific niche market, you’re assuming I will know or that I will go looking for that information. If you didn’t intrigue me somewhere else on the resume, I probably won’t do that.

Insert links to your social profiles – If I’m on the fence about someone or I like them and just want to learn more, I will try to creep them on LinkedIn. If you’ve applied for a position that requires social media experience, I’m going to creep you. If I can find you easily and see that you’re active, you get bonus points. (Warning: bonus points are non-transferable and have no cash value)

Be specific about what you did – If you worked in business development, throw some numbers in there. If you don’t have numbers, tell me about some specific impressive accounts you landed.

Example: Generated $1.2M in revenue from new accounts in fiscal year 2011-2012. OR Secured accounts with Unilever and Proctor & Gamble.

Don’t

Only include generic tasks you would read in a job description – A lot of people appear to copy and paste job descriptions to their resumes. (i.e. conducted research, lead generation, created marketing collateral.) This gets scanned over really quickly and doesn’t catch the eye of the recruiter (i.e. Me). If you do get to an interview I have to make sure I know:

• ·         What kind of research it was and what the results were.
• ·         What kind of leads you were looking for, how you looked for them, and which ones you were able to secure.
• ·         What kind of marketing collateral you created, who the target audience was, and how effective it was.

Include an Objective Statement – No matter how good you are at writing, these are always terrible. I don’t know who invented these, but I wish someone would have stopped them from doing so. Include a point form list of your strengths. These should be correlated to the job description.

Forget to market your abilities in other ways – If you have a graphic design background, don’t give me a crappily formatted word document. Show me you know what you’re doing. Don’t tell me you have strong attention to detail and then leave typos in your resume.

Ignore the job description – I have read objective statements for applications to marketing positions that state “looking for exciting new opportunities in human resources” …FAIL! I mostly hire independent contractors, and though the ad specifically states “contract position,” candidates tell me they are not interested in contract work. I already have frown lines from calling these people. 

Apply for jobs you’ll never get – Sometimes, you can get to an interview without all the required specifications. For example, I might still consider someone for a position where I’ve asked for 5 years’ experience if they only have four years, but an impressive resume. I will not consider you for a marketing manager position if you’ve only ever been a cashier. Think before you apply.

Cram everything into two pages – Someone made a rule that resumes had to be two pages long. It’s a stupid rule. If you have 5 years of experience, your resume will be longer. If you have an impressive resume that is clear and concise, it can be as long as it needs to be. Don’t leave out important details or reduce your font to 8 points thinking that you’re helping yourself get an interview…you’re not.

This is just a short list of my own pet peeves disguised as tips and tricks for job applicants. I’m sure there will be many more to come. If you’re a marketing and/or communications professional, feel free to send your resume along asking for feedback or a job. Our contract positions are listed here: VentureWeb Jobs, but often we have many more that aren’t posted. 

Your Career Center And You

I whine a lot about how my undergraduate degree really didn’t do much to prepare me for the job market. I also accept full responsibility for not taking advantage of all of the resources I had at the time.

These included;

• ·         Networking Opportunities
• ·         Internships
• ·         Career Services

When I mention Career Services, I actually did make an appointment with a Career Services Counsellor in my third year. I wasn’t really sure what kinds of services they offered prior to my visit. She looked over my resume, made a couple formatting suggestions, and gave me some pamphlets. She was six different kinds of useless.  (At least the Health Clinic gave me a test to see which pamphlets I needed.) After this meeting, I still had no idea what Career Services could actually offer me.

I’ve heard some Career Centers complain that they try to do things for students, but no one shows up. They also complain that students don’t bother with the center until their last year, when they are looking for a job. I’ve heard them attribute it to laziness and apathy.

News Flash! If your entire University campus is full of lazy, apathetic students, your selection criteria SUCKS! You might as well stop offering Career Services, and just start handing out McDonald’s applications. Stop complaining about how no one comes to visit you, and start fixing the problem.

Educate the students on why they need Career Services

Someone starting a four year degree program may not be thinking 5 years into the future. Someone starting a four year Liberal Arts degree is definitely not thinking 5 years into the future. Most 18 year olds don’t think they need to start looking at employment opportunities for when they’re 22. That’s forever away! This thinking is obviously wrong. However, someone needs to change it.

Side Note: Law Students start applying for internships in their first year. This could be due to the fact that they already know what their goal is and how to achieve it. It could also be because they’re expected to do it. Did someone say cultural?

Spread Awareness

Until career awareness can be sexually transmitted, it’s not going to spread itself around campus for you. Students need to know what you offer, and why you’re offering it. You need to convince them you know something they don’t. Have you met an 18 year old? It’s not easy. You’re going to need a full out marketing campaign. Here are some insights from a former student.

1. Anything YOU say during frosh week will be ignored.

2. Posters will be ignored.

3. Anything you say during mid-terms or exams will be ignored.

4. Your mass emails will be deleted, right after they’re ignored.

There are two ways to get students to pay attention to you. The first is to work with the University itself to promote career development across all programs. This is pretty much just a pipe dream, as most Universities are not concerned with employment rates as much as they are with the research of their staff. If you wanted to work in an environment where this was possible, you should have chosen a Career Center at a Community College.

The second is to treat every interaction with a student as a marketing opportunity. When someone comes into your office DO NOT give them a pamphlet. Do you know who gives pamphlets to teenagers? Every adult they come into contact with on campus. You CAN help them with their resume, but that can’t be all you do. Then you’re just a glorified proof-reader. Students need to know things like what the hell they’re supposed to do with an English degree, where to find these jobs and strategies to set them apart from other applicants. At 18 and 19, they won’t think to ask you these questions. The few students that you DO get in your office for appointments need to get the Cadillac of Career Services. If a student walks out of your office with a little more direction and confidence, word will spread. If not, someone will bad-mouth you on a blog like this one where tens of people will see it, and you won’t be any further ahead.

Stalking Your Way To Work

Have you ever been reprimanded for following someone too closely? Have you ever been served with a restraining order? Well then I have good news! Because of the internet’s ability to lull people into a false sense of security, causing them to report all of their personal details on a public forum, you can use these skills to find employment.

A lot of job-hunting enthusiasts will give you all kinds of information about how to set yourself apart using your cover letter and resume. They also give you a general overview of how to network, but don’t really get into the nitty-gritty of how to do it. The current job market is …terrible, and any advertised job you apply for is going to be riddled with competition. Unless you have been in the industry for years, have won some kind of award or have like a third arm or something, it’s going to be difficult to stand out… unless you have an “in” (a contact who is aware of your talents and your job situation). The more “in’s” you have, the better. A lot of jobs won’t be advertised, because they’ll be given to people with “in’s.”

First: Find A Company You Want To Work For

Start following these companies on every social media account they have. Engage with them. Their websites will also name their executives and employees, who will most likely also have social media accounts. You need to follow these people too. Passively begin to engage with them. Retweet, Like, Share, etc. relevant industry material, current events or general information. (You should already be doing this…we’ve discussed this already).

This part is important. Don’t be creepy! Do not comment on pictures of their vacation (where they’re wearing bathing suits) or on things their mom may have posted on their wall. If you have difficulty with this…maybe just skip Facebook altogether.

Through these accounts you’re using your online presence to let them get to know you. You’re also getting to know them. They’re going to tell you things like:

• ·        What committees they are on
• ·        What charity/networking events they go to.
• ·        What events they are hosting, sponsoring or just attending.

You need to go to those and meet them in person.

If they’re sponsoring an event, you can go, network and take pictures of yourself there. Use your social networks to tell them what an awesome time you had and post pics of you there on your networks. Blog about it! Companies will eat this attention up.

Once you’ve spent some time doing this, find a tasteful way to tell them you’re looking for work. This at least puts you on their radar. They can let you know if something comes up. Also, when you apply for an advertised job, you can let the people you’ve been in contact with know you’ve applied.

If you were successful, and they like you, they can give you tips and keep you abreast of the status of the competition. They can also favor you over other candidates, because they are familiar with you. This is your “in” and you did it using social networking…which is something your body needs anyway. 

Stirring It Up With Cocoamotion

When I showed up to Leo Hayes High School to interview the staff of Cocoamotion, I was certainly not expecting a group of enthusiastic students working hard on a Wednesday night. (Having watched Mean Girls four times, I consider myself an expert in teenage culture.) The room was full of mugs in the process of having a chalkboard surface applied, and the atmosphere put most corporate cultures to shame. They were genuinely excited about their product, and even over the course of the interview they were coming up with new (good) ideas.

Cocoamotion is one of four companies from the Junior Achievers Company Program in Fredericton. Junior Achievement is a Not for Profit Organization that provides youth with experiences that promote financial literacy, entrepreneurship and work readiness skills. The Company Program teams high school students with professional volunteer consultants to design, organize and operate a real business. It basically blows your typical high school entrepreneurship class out of the water.

The team sells $7 specialty mugs with 2 mugs worth of hot chocolate and marshmallows and a stick of chalk. The face of the mug has a rectangular chalkboard surface that allows you to doodle, erase, and re-doodle.

When asked about the idea, the team responded that they wanted to “make” something versus buying an assortment of things, repackaging them and selling them for a profit. Mugs had been done by teams in previous years, but no one had ever made it possible for the consumer to personalize them.

Cocoamotion could have appeared to be somewhat of an underdog in this competition. They have the fewest members AND the fewest number of consultants. They also have a fairly young team. Of the 22 members there are 2 in grade 11, 1 in grade 10, the rest are in grade 9 and none of them have ever taken part in the Junior Achievers program before. When asked about how they feel their numbers affect their sales, they noted that they all have to work harder, less people can slack off and everyone has to pull their weight. However, they did note that it might make it a little easier to coordinate amongst the group. In addition to the three hours per week they dedicate to the project, they’ve added a few extra hours to keep up with demand.

In week 10 of an 18 week project, the team has already broken even. Out of 14 teams across New Brunswick they are one of three who have been able to accomplish this. They also noted that while other teams’ sales appear to be slowing down, theirs are picking up. When asked about the pricing they noted that they wanted to charge $5, but they wouldn’t be making much off it. Most teams were charging $10, but at $10 people start thinking more critically about their purchase, and so they settled on $7. They also had the foresight to purchase a food license so they could sell their products at the market, exclaiming that their product fit well with the market clientele.

The entire process has been a learning experience for the whole team. They admitted they didn’t really know what they were doing at first and a lot of what they know now came from trial and error. When I asked about the communications strategy they noted that it kind of developed on its own. They knew they were going to use Facebook, and they created some posters to put up around the school. Since then, they have added a kijiji ad that has received almost 200 hits since December 10^th. All of the members have been using their own social networking sites to promote the product as well. Also, in the near future they plan to launch a twitter site.

I know what you’re thinking …and you are correct. The bovine steroids in our meat have mutated our children into successful capitalists much faster than previous generations. I would have loved to have sat there and listened to them continue to come up with new ideas, but they kicked me out at 8pm so they could spend more time working.

Cocoamotion will be at the W.W. Boyce Farmer’s Market this Sunday from  10am to 3pm. If you can’t make it to the market, track them down on Facebook 

https://www.facebook.com/CocoamotionJANB

Or respond to their kijiji ad 

http://fredericton.kijiji.ca/c-ViewAd?AdId=337604686&MessageId=MSG.VIEW_AD.USER_REGISTERED&mpname=User-Registration&mpuid=1700018%3B289%3B337604686%3B-2619490358%3B%3B

I want to thank all of the members of Cocoamotion who met with me.

Katarina (Co-President)

Amber (Co-President)

James (VP of Production)

Juno (VP of Marketing)

Alec (VP of IT)

Kyusung (VP of Finance)

See you at the market on Sunday!!!