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Social Superbowl 2012 (Go Giants!)

This years big event is the most social one to date: meaning the NFL wants everyone to be talking about their #Superbowl46.  Are you?

Let’s be honest, every year the most anticipated part of the Superbowl is the commercials.  This is what unifies young and old, men and women, and the casual vs. the fanatic fan.

According to a Reuters article, “consumer research forecasts that 60 percent of fans watching the Super Bowl will also be tied into a second screen such as a smartphone or tablet.”

That is a staggering number, but one that brands are looking to capitalize on.  Once people see their commercial – what is going to be the reaction to it? Will they buy the product? Will they talk to their friends about it?

“Advertisers don’t think about the TV campaign alone anymore but as a way to reach eyeballs and then stimulate conversations about their brands,” said Bluefin Media executive Tom Thai

Now, does your company have $3 million in the ad budget?

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Referrals, Referrals, Referrals!

Want more business? Just ask!  Below are a few steps to get people talking.

  1. Define the brand value
    1. This is done through communicating what makes your brand different and unique to your customers.
  2. Decide whom to ask
    1. Loyal customers are your best bet.  They will usually tell you WHY they love your brand so much – and that can teach you whom to ask.
  3. Know what to ask
    1. Reconfirm your value prior to asking for a referral.  This will remind customers of your importance in their lives.  Be specific about the type of clients you are looking for.
  4. Show gratitude
    1. A coupon, thank you note, or discount card can be a great way to incentivize people to refer your product to the customer.

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5 Ways To Convert Web Traffic to Sales

Recently, Search Inc. started using Google Analytics to track our website traffic.  The ability to capture whom is looking at your company’s online hub is invaluable when it comes to increasing the bottom line and retaining current customers.  Below are 5 tips on how to convert all that traffic to dollars!

  1. Invest the time and effort in creating a solid, professional looking design for your site.
  2. Create a call to action.
  3. Keep visitors engaged.
  4. Direct traffic to the most important parts of the site.
  5. Focus on your most important target market.

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11 Worst Questions To Ask During An Interview

This week, the Business Insider published a list of the worst questions to ask on an interview.  Read these carefully because all recruiters will tell you that one question or statement can kill an interview.  Especially during tough economic times it’s important to put your best foot forward at all times.  See below for a list of those 11 questions and why they are bad.

  1. What are your policies surrounding benefits and vacations?
    1. Once you’re offered the job, that’s when discussion about benefits starts.
  2. Can you tell me about your company?
    1. You should do research ahead of time and know the basics. Just Google the company, and check news articles.
  3. Will I have to work overtime?
    1. Instead ask what a typically day is like.
  4. Why did the last person leave?
    1. Ask, “is this a new position or am I replacing someone?”
  5. Do you think I’d be a good fit?
    1. You should focus on selling yourself in the interview so this questions answers itself.
  6. Will I have to travel or relocate?
    1. Wait for this question to come up on it’s own.  Asking it might make you look inflexible.
  7. What is the salary?
    1. Seems like an obvious question.  Never on the first interview – wait until you are asked about a range.  If you are working with a recruiter, you should have some idea on this one.
  8. How long will this interview take? I have to be somewhere.
    1. Carve out appropriate time for your interview, don’t be looking at the clock or cell phone. A longer interview is better.
  9. What is your policy on telecommuting and flex time?
    1. Unless this is part of the job description, don’t bring it up.  If you have a special situation, make sure to address that ahead of time.
  10. How long does it usually take to get promoted?
    1. Oddly enough, you should stay away from questions about growth opportunities at the interview.  This will become obvious as you learn more about the company.
  11. NOT asking questions at the end of the interview is the wrong way to end the meeting.
    1. Two to three solid questions that aren’t listed above will be a great closer.

Full article here: http://www.businessinsider.com/the-11-worst-questions-to-ask-during-an-interview-2011-10?utm_source=twitterfeed&utm_medium=twitter&utm_campaign=Feed%3A+businessinsider+%28Business+Insider%29#

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Employee Happiness and Company Success: How important is this relationship?

9/14/11

Now more than ever, employees are reporting that a healthy work-life balance will contribute to their success in the workplace.  This includes one’s relationship with the boss and co-workers, the work environment, job resources, compensation, growth opportunities, company culture, company reputation, daily tasks and job autonomy.

In a study done by Careerbliss.com, for companies that have made great leaps to improve employee happiness in the areas of work-life balance, career advancement programs, benefits and senior management is a pivotal part of creating happy, long-lasting work environments.

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From LinkedIn Today: “12 Actions That Could Dramatically Improve Your Recruiting Results”
http://www.ere.net/2011/06/20/12-simple-actions-that-could-dramatically-improve-your-recruiting-results/

Here are the ones relating to attracting top talent – something every recruiter is aiming to do, all the time!
Attracting Talent

  1. Make your job postings exciting – many recruiters pull job descriptions from internal systems that were written long ago for purposes other than marketing an opportunity and are to put it simply, dull. Recruiters should rewrite them so that they sell the exciting aspects of the job and give applicants an idea of how they will be able to influence the future. At the very least, they should be tested against competitors’ descriptions to ensure they are more compelling.
  2. Encourage referrals – it has been true for a number of years that the highest quality hires come from employee referrals, and the widespread growth of social media makes it even easier for employees to identify and build relationships with top talent. Unfortunately, employees are not trained recruiters, so if you want them to be effective at building/mining their networks, you will need to advise them of what practices work best. Also remember: nothing kills a referral program more than a slow response to referrals, so review and respond to each within 24-72 hours.
  3. Revisit previous high quality candidates — often times you can save tremendous resources by simply revisiting the stars that got away. Reach out to candidates who voluntarily dropped out of the process, turned down an offer, or who were finalists in a field where a super candidate ended up getting the job. Times change, and it’s not uncommon for candidates to regret decisions. Also look at bringing back former star employees who have left your firm.
  4. Ask references for referrals — in addition to harnessing the power of employee referrals, you should ask the references of top candidates and new hires to provide you with one or two additional names of top people who they know.
  5. Target innovators — innovators may contribute more to profitability than top performers, so tout in advertisements that you’re looking for innovators and then revisit your screening approach to ensure that potential innovators are not screened out by overly rigid and antiquated competency profiles that do little more than maintain the status quo. Make sure ample time is allocated in the interview process to both sell your organization’s ability to innovate and probe the candidates’ ability to be innovative. Because innovators can be vocally intolerant of outdated practices, educate your hiring managers to expect a degree of different behavior from them during the interview.

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The importance of a great “Thank You” note

How a simple paragraph or two can reaffirm you are the right candidate and secure a second interview

In this increasingly digital age many job applicants are forgetting a very important step in the interview and vetting process: the “Thank You” note.

The note can either be handwritten, or in more recent years, sent via email immediately after the interview.  Don’t wait one or two days – write the email or mail the card the same day.  This ensures that the hiring manager will remember the conversation and it shows that a candidate is very interested in the position and shows initiative.

Elements of a good thank you note include a recap of why a candidate is the best person for the job by drawing on their previous experience, reiterate the interest in the position, and that you are looking forward to the next steps in the process. Also, make sure to give additional information that you weren’t able to convey in the interview.

Besides timeliness, proofreading a thank you note is of utmost importance.  The worst thing a candidate can do is even have one spelling mistake.  “I once had a candidate spell the hiring manager’s name “Brain”, not “Brian,” said recruiter Michael Pax.  Luckily this applicant sent his thank you note to the recruiter before sending it to the client – so the disaster was averted.

And finally, the most important thing is to actually say, “thank you!”

By Katie Grenda
5/26/11

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“Beware of counter offers”
By Katie Grenda

“It’s like dating,” says 30-year industry veteran and president of executive search firm, Search Inc.  ”Once you have broken the trust, things will never be the same and every time you go to lunch or even the bathroom your employer will be suspicious.”

Counter offers can be intriguing at first but are often a band-aid to keep an employee at an organization while looking for their replacement.  It is important to consider a few factors about a counter-offer before accepting one, says Panitz.  If an employee has asked for a raise before and been denied – why would they all the sudden give the salary increase now?  Where is this money coming from?  And is this money cutting into a co-workers bonus?

A candidate will be tempted to stay within their comfort zone at their current job – but must remember why he or she started looking in the first place.  The same sort of issues will always be there.  “Don’t accept an offer if you are even thinking of taking a counter-offer because once an employer feels you aren’t loyal the trust is gone and can never be restored,” says Panitz.

She reminds candidates, “Take a good offer from a new employer, stick with it, and enjoy your new world of opportunity!”