Tag Archives: brandemix

A Day in the Life of a Social Media Expert

A quick search of the phrase “Social Media” on Indeed.com just now served up 1,923 jobs with that phrase in the title. Actual opportunities range from Social Media Managers, Coordinators, Strategists and Specialists to Social Media Community Managers. Ever wonder what these people actually do? Great news, today you’re in luck. I’m Jason Ginsburg, the Director of Digital Branding at BRANDEMiX and this is my story.

At BRANDEMiX, we teach companies how to go from Social Media Starters to Social Media Superstars, and you might say that I’m the guy that puts the star in Superstar. I’m a social media strategist and addict, plugged in to cyber conversations 24/7 and continuously working to find new ways of keeping those dialogues going, for us and for our clients.

Half of my day involves listening. I track what people are saying about the brand or company, and monitor where they’re saying them. Then I respond.

I comment on whatever is happening in the industry or region, or refer to world events, or even just the weather – sometimes just to prove that a real person is running the show. I retweet and re-post anything interesting from the incoming stream, and I’ve set up special news feeds just for relevant keywords. I express sympathy towards someone who experienced poor customer service and show encouragement if someone wants to share a video. I engage with the audience wherever its mood leads.

The conversation can be quite lively and always keeps me on my toes. When a matter gets serious, I make sure to pass it along to the client for immediate attention.

I also run the social sites for BRANDEMiX, where I discuss online branding and marketing with other professionals.

All this time, automated posts that I scheduled earlier in the week have been going out.  That’s when I go into research mode. I scour the web for the latest online trends and tools that can help connect our clients’ and employer brands with their desired audience.

This week I discovered Roost before the New York Times did. I got my Google+ invitation weeks ago. Today I’m following developments in augmented reality and watching how Chatter and Yammer are changing companies’ internal communications. I also take this time to read the smartest, most innovative blogs for inspiration.

Hold on a second- it’s time for another quick check of the livestream – I never want to let a question or complaint sit for too long.

Let’s move on to the multimedia part of my day. Some contests (we call them Sweeps) and campaigns require photos or videos, or even PowerPoint presentations. I upload media to multiple sites, tag them for the best SEO, and respond to any comments on the existing photos and videos. This week I was stymied by the inability to do a bulk upload of some pics. I expressed my frustration in the form of a tweet to the company, and in 5 minutes, I had a reply tweet that said the bulk uploader is in development. Things like that make my day.

OK- time for blogging. I create content for our clients, either consumer-facing or internal, such as an employee newsletter. After writing, it’s back to – you guessed it – the social sites, to make some final posts, follow some last links, and schedule some content for the coming days.

Despite what you’ve just read, the mercurial nature of social media ensures that no two days are the same. My success is measured in business results and I am constantly refining my strategies and tactics based on desired outcomes and pre-established objectives, whether that’s friends, fans or followers.

What else is on the horizon? Well, I can’t reveal all my secrets!

Want to know more about my exciting social media life? Connect with me at @BRANDEMiX or our Facebook page.

TALENT MANGEMENT PROFESSIONALS FALL BEHIND IN SOCIAL MEDIA USE

 

 
A new nationwide Social Media study reveals surprising news: Talent Management professionals have been slow to take advantage of social media in their personal lives, which may indicate a reluctance to use the same channels for business. The survey, sponsored by BRANDEMiX, was conducted last month by the New Talent Management Network, a global network of more than 2500 talent management professionals founded by consultant, author, and speaker Marc Effron.

Not surprisingly, only LinkedIn stood out among the four major social media channels. Almost half of respondents stated that they posted on the professional network “at least a few times per month,” and 39% read information posted by others “more than a few times a week.”
However, when asked if LinkedIn influenced respondents purchasing decisions, only 25% said “yes.”

More than half of respondents stated that they used Twitter either “less than once a month” or “never.” Only 8% of respondents stated that they used Twitter “to keep current on talent management trends and developments.”

Similarly, while a third of respondents read other people’s Facebook pages “more than a few times a week,” 43% posted content on their own pages “less than once a week.” Another 13% “never” posted on their own pages.

As for YouTube, though 85% of respondents reporting watching others’ videos at least once a month, that same percentage also claimed that they “never” posted their own video content on the world’s second-largest search engine.

Compared to general human resources professionals, whose use of social media to engage job applicants has been steadily increasing, talent management professionals have yet to embrace these new channels. Even those in talent management who use social media are less influenced by its content and rely on it less for information than other populations in human resources. A copy of the complete survey can be downloaded here.

Planning Your Talent Acquisition Strategy. Are Pigs the New Cats?

With a growing abundance of vendors and options to choose from, mapping an appropriate talent acquisition strategy can be tricky. But BRANDEblog readers are in luck.

Trendwatching.com was kind enough to provide some tips for trend-tracking this month and some of the tidbits have great applications for HR as well.
1. Don’t apply all trends to all people.
“One massive mistake both trend watchers and brands make all the time, is to assume or pretend that a certain consumer trend will affect or be embraced by all consumers. ” Replace the word “consumers” with “job seekers” and you’ll get the hidden message. Can we all stop tweeting yet?

2. Be (very) curious.
“while we’re all set in our own ways, and we have our strict beliefs about what is right and what is wrong, closely observing instead of judging the world around you is tantamount to success.” Launch research, do surveys, have focus groups. Knowledge is power and if you don’t believe in “post & pray” methodology, find out what’s working in your market, in your industry and around your world.

3. “Let others do some of the work for you in 2011”
YOU DO NOT HAVE TIME TO DO ALL OF THE ABOVE YOURSELF. .. let professionals do part of the work for you, even if it’s just to help you hit the ground running. We couldn’t agree more. As long as there exists great partners to help you plan strategies, facilitate research and implement campaigns, you should take advantage of their talents on your behalf.

So what about the pigs?
A last bit of advice- If you can’t tell difference between fads and trends, we know a purr-fect partner.

The Future of DIY Recruitment Advertising?

I admire the marketing savvy guys at Stevenson college for posting this DIY recruitment ad to You Tube. In less than 2 minutes, they were able to convey a bit of culture along with the candidate’s 5 must-have’s a experience-wise, and one value proposition- the opportunity to have a bit of fun on the job with seemingly nice folks.

Quite a nice departure from the typical 12+ bullets of boring requirements that appear in most job postings. Best of all, I found it as a mention in one of my LinkedIn groups, which means it’s enjoying some modest viral success.

Having spent the past few days putting together a national recruitment strategy for a large national client, the simplicity of this strategy cheered me up. The ever-growing list of media, technology and social recruitment marketing options has fragmented our audiences and diluted our messages.

In our efforts to promote dialogue and engagement, content has left the building.

When newspapers charged almost $1 per character of text, we chose our words carefully. Although Twitter has brought the same consciousness to the digital world, the number of tweets is still endless. The more we receive, the less special it feels.

That’s why, in building my branded media campaign, my goal is disruption. In the old days, it was the white space that stood out in a paper crowded with tiny text. Today, I’ll call it white noise- a simple signal across multiple frequencies – a return to basics that’s so true, it’s arresting.

Employee Retention in a Digital World

Employees join companies and leave managers. But how they leave is up to them. Conversations that were once shared with friends are now shared with friends, friends of friends and the world. And people, especially Gen Xers, discuss bad experiences almost 4x as much as good ones.

Here are 3 things you should be doing to make sure that your Employer Brand is thriving in a digital world:

Going Trendy on the Web


Today’s trends continue to strut their virtual stuff on the web. Keeping up with the social, mobile, and design trends that are taking the world by storm could actually reel in more potential clients and better employees than you’d think. If you’re thinking of redesigning, here are some things to keep in mind:

1. DESIGN TO YOUR DEMO: For the younger demographic (ages 18-30), minimalism is in; for the “older” ones (ages 30+) simple eases the hassle of finding exactly what they’re looking for without having to be redirected to different places.

2. HI, MY NAME IS: If simple is too simple for your company, there is an alternative; make it personal! First impressions are the most important so why not make one as soon as surfers see your site? Now, this doesn’t mean you need a full page biography about you or your company. Separate microsites that speak to a demographic, geographic or psychographic is a great way to engage your audience.

3. ROY G. BIV: Color is very important to a website. According to Pamil-Visions.net, color can really influence an audience. “Brands should choose their corporate color carefully. (To read the whole article click here!)

4. APPLY YOURSELF: Almost all cell phones today have the option of buying and downloading apps. Creating your own app is a great way to keep your company “hip to the jive”. If you design it, they will download. (If you need help, click here!)

Don’t be scared to get out there and get trendy. It’s easier than you think.

EMPLOYER VALUE PROPOSITIONS: Is it time for employers to switch from demands to offerings?


According to today’s Wall Street Journal, some firms are still struggling to hire despite high unemployment. While many of these firms seek hourly employees, and compete against extended unemployment benefits, others are looking for needles in haystacks. The more skilled the applicant, the more the business has to offer to them.

Looking to save some money? This is where the employer value propositions come in handy. In order for your business to attract (and keep) the best potential employees, here are some free things to keep in mind as you seek to influence behavior:

1. Quality of Leadership: The better your leadership in operating your company, the more attractive your business becomes because it’s successful. The more attractive your business is, the higher number of applications you will receive. The higher the number of applicants, the greater a chance of finding the perfect person for your company. Strong leadership is not only extremely beneficial to your company’s success, but it is also a big deciding factor for your future employees.

2. Reputation: With a good reputation comes the willingness for employees to work more for less. People want stability within their jobs and if you and your company can ensure security for potential candidates, your inbox will be flooded with talented people who will be fighting to work for you.

3. J.O.B: Just Offer the Best; the workspace is very important to an employee. If your employees aren’t comfortable with their environment, they’re less eager to do their job with the same quality and effort as if they were somewhere more pleasant.

4. Benefits and Rewards: Here is where you have to think like the employee and ask what about this company makes this the job right for me?” Whether its in the job description, brochure, or in the interview itself, if these questions should be answered without them having to ask; promote yourself!

What most employers don’t realize is that a poorly promoted Employment Value Proposition (EVP) costs them a significant amount of money each year, either through overpaying employees, costs of recruiting or not filling open positions.

Let BRANDEMiX help put your EVP to work for you.

Non Profit Branding- Whether You Are the Tail, The Dog or The Big Apple

NOTE: This month’s focus is on
Branding Q and A. All Q’s welcome- Jody

QUESTION:

I work for a division of a large, national non-profit organization. Do I need my own Employer Branding materials for recruitment marketing purposes, or should I just use the same materials as our national organization?

ANSWER:

While there’s no one answer to your question, here are 4 considerations that can help you decide on your best course of action.

  1. Organizational Alignment- How integrated is your chapter with the national organization and other member chapters from a talent management point-of-view? Are benefits, policies and services centralized? Do lateral opportunities and career mobility paths exist? Consider your answer and go to step 2.
  2. Brand Reputation and Tools- Let’s take a tip from Occam and presume the simplest path is the best. Consider whether or not there is a downside to piggybacking on the national brand. If you answered “yes” to question 1, and your national parent already has strong, positive brand awareness and great recruitment marketing materials, then alignment is advised. If there no alignment and there are some skeletons hiding in the closet (a story of embezzlement, bamboozlement or other) then cut the cord and go semi-solo.
  3. Unique Differentiators- Your answer may not be A or B, but rather A & B. In creating the employer brand architecture, you may find that there are some common elements to your culture and unique drivers as well. In that case, go for a brand-blend and highlight the positives of the co-brand and the unique benefits inherent only within your chapter.
  4. Competition for Talent: Are you competing for talent with your parent organization? If so, suit up and separate. You’re already competing for talent with other companies and non-profits in your area code, and I presume that compensation will not be the tipping point in candidate’s favorable decision to join you. Now what? Go back to number 2 and build your brand on your unique differentiators. The word differentiator is key.

Consider this ad campaign created by BRANDEMiX for Legal Aid Society of New York. In it, the city, not the organization, is the star. Talented professionals will always have choices of where to devote their time and/or money, but there is only one New York City. And giving back to a city that gives so much, and has been through so much, is powerful and pleasure-ful incentive that no other chapter could duplicate.