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It should be noted that to be included a book must, of course, be on the topic of Social Media Marketing (in general), be published in 2016 or later, and be available in hard copy format. Kindle or eBooks are not eligible unless there is also a companion print edition. Books focused exclusively on one social media network, such as a book on Facebook marketing for small businesses alone, are ineligible. Books on Social Media Marketing Using Facebook, Twitter, LinkedIn, Instagram and other social media networks to market a small business is as essential as it is confusing. Most small business marketers look for a conceptual strategy to explain why they should use social media marketing, and a step-by-step guide explaining what they should do. The Social Media Marketing Workbook is a step-by-step guide, going from Facebook to Twitter, LinkedIn to YouTube, and YouTube to Pinterest. Coming in the next edition is in-depth coverage of Instagram and Snapchat. As part of the resources available, the workbook collects and recommends other books on small business marketing. In this way, it points the business owner or small business marketer to other resources and competitive conceptual frameworks.
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In an effort to give businesses time to amend their hiring practices, the rule will require companies to state salary and other pay figures numbers up front, starting in 2018. Sarah Fleisch Fink, director of workplace policy and senior counsel at the National Partnership for Women & Families, says the bans arean important step in the ongoing fight for equal pay. “If somebody has faced gender-based pay discrimination over the course of a career or just in one prior job, and a new employer uses salary history to set pay, essentially you continue to carry forward that gender discrimination from job to job,” she tells Business Insider. One thing the laws don’tcover is interviewees volunteering their current salaries on their own. In that respect, men may still wield an advantage, says Claudia Goldin, a Harvard economist who studies gender inequality. “There are no barriers to stating that you make X amount of moneyand would not work for less that amount,” Goldinsays. For instance, research has shown men tend to negotiate far more often for a higher salary than women do. A salary history law has no bearing on that aspect of the hiring process. “Thus, if women disproportionately do not state what they make relative to men,” Goldin says, “how does the regulation help them?” Fink concedes a similar point specifically, that employers still bear enormous responsibility in ensuring they pay men and women equally, given both sexes take different approaches to securing a new job.
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