To develop an effective multichannel marketing strategy, brands have to recruit people who can do magical things with data.
But is it data analysts they want, or data scientists? And how many really know the difference?
Recruiters should start thinking more like search marketers in order to get more traffic to (and quality leads from) their job listings.
Earlier this week I attended a talk by L’Oréal’s Digital Employer Branding Manager, Alexander Onish, in which he discussed how the cosmetics brand uses social media to make it a more attractive employer and improve employee engagement.
Having previously worked for a learning and development company, I’m familiar with employee engagement.
You could describe it in any number of convoluted ways, but essentially it is a measure of how much your people actually care about their jobs and the company.
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If there is one thing job candidates are becoming better and faster at, that’s gathering information on social media about companies they might want to work for.
From friends of friends who work at an organisation, to Instagram photos showcasing glimpses of company’s culture & life, there are a number of ways for recruits to find out more about their future employer.
Trends and prediction articles are always popular on the Econsultancy blog as people love to know what’s around the corner.
Unfortunately in the fast-moving world of digital marketing it’s difficult to predict how things will evolve with any degree of certainty.
So rather than reveal any of my own ill-informed forecasts, we decided to canvas the expert speakers from our Future of Digital Marketing event.
One of the 35 roundtables at Digital Cream this year was on the topic of Digital Transformation: Getting the right mix of Skills, Culture & Technology.
Companies commonly use social media as a channel for maintaining their brands and marketing their wares to potential customers, but social platforms can also be a potent tool for recruiting new employees.
There appears to be a knowledge gap in email and search marketing, according to data taken from the Econsultancy Digital Skills Index.
The survey is designed to test and benchmark digital marketing knowledge, with results broken down by seniority and sector.
Le Web is a hotbed of entrepreneurs and startups looking to network, make connections and hopefully bump into a generous venture capitalist.
Consequently one of the topics up for discussion is the differing appeal of Europe’s various startup ecosystems.
The ‘digital skills shortage’ and ‘war for talent’ have been well explored by consultancies, comprehensively covered in the media, and felt first-hand by hiring managers trying to find the perfect person to join their team.
Quite simply, right now there are a lot of digital jobs and not enough qualified candidates.
So when the preferred specialist knowledge and experience is out of reach, how do you identify someone with the right blend of ‘soft skills’ who could learn the technical aspects of a role?
There is a debate among marketing and corporate communications professionals as to what is more engaging and important.
Is it your company’s LinkedIn page or your company’s website? Undoubtedly I believe that it is your LinkedIn company page and here‘s why.
Many people say that they have posted blogs and articles on their company website and very few people have read them let alone shared them. They are basically getting no engagement.
The answer to me is a pure numbers one. Build it and they will come is a myth. Build it and you have to spend dollars marketing it. However if someone else has already built a community that has more than 300m people, then why not focus on that? Or at give it attention alongside your corporate site?