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Learn 3 reasons why 97% of internet entrepreneurs fail to turn a profit! Business Articles | September 7

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, 2010
There are many factors to consider, but these three reasons are probably why YOU are in the 97% of internet marketers failing to produce sustainable income. Find out why!

????Hello, my name is James. I have been scouring the jungle that is the world wide web? for the past 10+ years. I have been involved in internet marketing for the past 4 years or so and let me tell you I've made some mistakes along the way. Take it from me that you don't have to suffer the same fate!? Let me show you from years of experience the 3 main reasons why 97 percent of people trying to make a profit on the internet fail.

Number 1: Traffic!

????Traffic is the life blood of any business. If you do not have people coming to you, you will not have a chance to show them what you have to offer and make a potential sale. There for it is imperative that you generate traffic to your web site or offer. There are a few ways to do this but I will focus on this in another article.

Number 2: People don't buy? from just anyone, they buy from Experts.

????This is a powerful point. If you were looking to buy a tennis racket, would you choose one that came highly recommended or just pick up the first you saw? Obviously, you would look for the one your tennis teacher told you about because he or she knows from experience what works for them. You must become the expert of the product you are recommending. People will be more likely to buy from you if you are reputable and know what you are talking about, or at least give the impression you do. How do you become the expert? Again, we'll leave that for another article.

Number 3: Don't go for the sale every time!

????Why would I buy from you if you immediately try to sell me your product? We did not even get a chance to establish a relationship. I think I can count on one hand how many people I personally know who like pushy salesmen. This goes back to point number 2. If you establish a relationship and are knowledgeable or at least appear so in a particular product I'm looking to buy, I will more than likely buy from you. But going for the sale right off the bat is a great way to not make that sale.

I hope you found this article helpful and entertaining. Please subscribe and keep watching for my upcoming articles. Also, leave a comment if you like this or any of my articles.

Looking for more ways to increase your leads and make profits in internet marketing? Learn the secrets that your competitors do not want you to know that are making them $1,000 to $5,000 every month effortlessly! Find out how?Here

Question: What's the easiest, cheapest and quickest way to have profitable, productive, and honest employees?

Answer: Hire profitable, productive, honest people! Unfortunately, managers often hire underachievers or losers. Fortunately, pre-employment tests give managers a simple-to-use, quick, customizable way to hire the best.

Only 1 Reason to Screen Applicants

The sole reason to assess applicants is to predict ? or forecast ? how an applicant will behave on-the-job BEFORE you hire the person. It proves crucial to prediction this before hiring an applicant, rather than finding out the expensive way after you put the person on your payroll.

The main methods used to predict if an applicant will succeed on-the-job are

1. Interviews

2. Reference Checks

3. Pre-employment Tests

Alarming Research

Large-scale research discovered most interviewers and reference checks make lousy predictions of actual on-the-job performance. Interviews and reference checks often are about as useful as flipping a coin!

On the bright side, pre-employment tests prove to be the best forecasters of actual on-the-job performance. Reason: Tests are developed with scientific research techniques so they objectively predict how an applicant will act on-the-job. In contrast, interviews and reference checks typically offer only subjective "guesstimates" of an applicant's work potential.

3 Types of Tests

Traits required for job success boil down to A + B + C:

A = Abilities ? mental abilities or brainpower to do the job

B = Behavior ? interpersonal skills, personality and motivations needed to succeed

C = Character ? work ethic, trustworthiness, and no substance abuse

As such, A + B + C = Success on-the-job. Importantly, you can use tests to predict an applicant's Abilities, Behavior, and Character.

A = Abilities Tests

Did you ever hire someone and, later, horrifyingly discover the person had the IQ of tire pressure? That person did not have brainpower to (a) learn the job or (b) solve problems on-the-job. Abilities tests help you avoid hiring people who lack brainpower to learn and do the job. Five abilities tests tell you how well the applicant handles

1. Problem-Solving

2. Vocabulary

3. Arithmetic

4. Grammar, Spelling, & Word Use

5. Small Details

B = Behavior Tests

Each job requires crucial behaviors. For example, my research shows superstar sales reps often are money motivated, optimistic, and assertive. Many jobs require teamwork, friendliness, and customer service. To help you, behavior tests forecast applicants'

1. Interpersonal Skills

2. Personality

3. Motivations

For instance, a behavior test predicts three interpersonal skills: (a) friendliness, (b) assertiveness, and (c) teamwork. Five personality traits assessed include (a) energy level (b) optimism, (c) objectivity, (d) procedure-following, and (e) desire .

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