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28 May 10 The Dot Com Era is Back

In a recent article titled “Internet use threatens to overtake TV in Canada” it discusses the threat of online marketing to traditional media sources in Canada. This isn’t a a threat anymore in the US. It is a fact.

An article written by Thomas Mucha from Business 2.0 says:

People are spending more time online than watching TV, which gives marketers a better chance to reach consumers in a place where they are just one click away from making a purchase. “More than 75 percent of companies using the Internet to advertise report confidence in their return on investment,” writes the study’s lead author, Jupiter Research senior analyst Gary Stein. This confidence, Stein argues, will sustain spending momentum across all the key online ad areas: paid search, display ads, classified ads, and rich media.

Interesting to note that two studies are similar. Although The Ipsos Reid study of Canada claims radio is losing more interest than TV in Canada, it may soon lose to the Internet as well.

Mr. Mucha claims 40 percent of total spending by 2010 will be paid advertisements on Google, Yahoo and MSN to an estimate of £19 billion per year. Not much wonder why the search engines are trying to dominate each other and the marketplace. The one that becomes the most popular will also make the most money.

What will become of the little guy? Will it put an end to buying keywords for ad placement on search engines? Will the small business owner get shoved out of the picture? Maybe not altogether… but let’s face it. If GM decides they want to use the keywords you are using, can you afford to compete? The search engines will be laughing “all the way to the bank” and the cost per clicks will just keeping going up… (he-he) similar to the price of gasoline at the pumps these days.

Even though the cost of clicks may get pricey, the major search engines will always have to index relevant websites and include these results and return them on any keyword search. Professional sites (versus linkfarm, affiliate, spam sites) will always be in favour, and the sooner business can get their company sites built, if they haven’t already; the better. Google seems to be the top search engine right now, and new sites often get sandboxed. If they hold on to their dominant position, new websites want to make sure this doesn’t happen to them.

I’ve always felt that there was something Google was doing that gave some sites more relevance than others in its index, but wasn’t sure how it was applied. At the Search Engine Strategies conference last week in San Jose, California, Rand Fishkin learned that Google places some new Web sites, “regardless of their merit, or lack thereof, in a sort of probationary category” for six months to a year to “allow time to determine how users react to a new site, who links to it, etc.”

On a final piece of advice he suggests:

“Several people have also predicted that Yahoo! or MSN may take up similar techniques to help stop spam. This phenomenon could seriously undermine new SEOMs and new campaigns, but it is a possibility. My recommendation is not to discount this possibility and launch projects or at least holding sites and their promotional efforts ASAP. The web environment right now is still relatively friendly to new sites, but will certainly become more competitive and unforgiving with time, no matter what search engine filters exist.”

Although it is starting to sound a little like the “Dot Com era is back” it will be a little different this time around. In 2000 when it went bust, it is partly because the percentage of consumers purchasing online didn’t justify the amount of spending. There was a lack of confidence. It is different now. Jupiter’s study shows that “73 percent of Americans who use the Internet have made a purchase online and four out of five of these potential shoppers have responded to an online ad.”

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23 Sep 09 Are The Best Job Candidates Getting Away ?

All firms of all sizes in all areas of business want the best candidates for the jobs they have available. However, in recent years, the employee-candidate paradigm has been reversed. Because of a shortage of talented candidates, there is more competition between companies for the talent that is available. So, rather than the job candidate having to sell him or herself to the company, the Hiring Manager’s responsibility is to “sell” the quality, financial stability, and advancement opportunities of the company to the candidate.

It is now essential that firms revise their recruiting procedures and do not let the best candidates get away. Some simple adjustments should be enough for your company to stop those high quality candidates from going elsewhere.

Quick Response
Once you decide to fill a position, be committed to that decision and make hiring decisions quickly. View the hiring process like a project and ensure you meet your goal of hiring the “best candidate” in the shortest amount of time. Indecisiveness, time delays, budget reviews, etc., send a message to the candidate about the company’s lack of focus. If you wait two weeks following an interview to make an offer, your ideal candidate may have already accepted a job offer from elsewhere - even from one of your competitors.

Streamline the Hiring Process
Do you really need second and third interviews ? If you ensure that all the participants in the hiring process are available for the first interview, then decisions can be made quickly and effectively, ensuring that your firm has a better chance of recruiting the top talent.

If You Want The Best…
If you want the best…then you will need to pay the best. It may not be what most companies want to hear but it happens to be true. Don’t misjudge the pay rate, benefits, perks, etc., necessary for the best quality candidate to accept the position; don’t play games with lower than market rate offers.

Keep abreast of changing salary scales, and price your jobs competitively. If you don’t know what the current market rate is, hire a recruiter who does and who can advise on all aspects of the recruiting process.

Get The Right Help
Bringing a professional recruiter in at an early stage will help prepare your company for the hiring process. A top-notch recruiter will ask the right questions to help you identify your company’s needs and will also help you identify human attributes (personality, communication skills, corporate culture, etc.) that the “right” candidate should possess, including “must-have” attributes and “preferred” attributes.

Choose a recruiter to work long term and they will soon be attuned to the exact needs and requirements of your company. Include the recruiter on your company’s hiring team. A preferred recruiter is very helpful in structuring job descriptions so they stand out. And finding the recruiting angle that will draw superstars and in presenting the job offer to the candidate so it will be accepted. In addition to recruiting top talent, good recruiters possess skills to help candidates evaluate and accept good offers. This “third-party-input” to the candidate during the decision is critical to avoiding turn down and defusing counter offers.

With a streamlined recruiting procedure and the right approach to the top candidates, your firm will be one of those getting the best talent while your competitors are still wondering how that perfect candidate managed to get away.

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