by Fronetics | Aug 5, 2014 | Blog, Content Marketing, Marketing, Strategy
The amount of content on the internet is tremendous – and is growing by the second. With 93 percent of B2B companies using content marketing, and with more than $16.6 billion dollars being invested annually by B2B companies in digital content publishing – how can your content and your business stand out?
The CMO Council, Content ROI Center, and Netline conducted a survey of 352 senior-level B2B buyers, influencers, and decision makers with the objective of determining content’s role in influencing B2B buyers in the purchase process. The results of the survey can be used as a guide for creating content that will help you grow your business by driving profitable customer action.
Why do buyers consume content?
Sixty-two percent of B2B buyers turn to content in order to learn about new market developments and industry practices. Sixty percent turn to content to discover new solutions to address a specific problem. 52 percent look to content to address a project or a program being undertaken by their company.
Why do buyers value content?
Fifty-four percent of B2B buyers report they believe content keeps them current on new techniques. Forty percent say that it helps identify partners and solution providers. Thirty-eight percent of B2B buyers believe content provides strategic insights and shapes their purchase specifications. Thirty-seven percent of B2B buyers report that content educates them about industry issues, problems, and challenges.
Content that will grow your business
Content that will draw customers to your website and to your business is content that educates, informs, and addresses specific needs.
So that your business does not get lost in the clutter, you need to create and curate content that educates consumers about the industry, technology, and new market trends. Moreover, your content should address the needs and pain points of your target customer. Therefore, your content should answer questions, provide solutions, and provide strategic insight.
If you consistently create and curate content that B2B buyers find valuable, you will realize results.
by Fronetics | Aug 5, 2014 | Blog, Content Marketing, Marketing, Strategy
The amount of content on the internet is tremendous – and is growing by the second. With 93 percent of B2B companies using content marketing, and with more than $16.6 billion dollars being invested annually by B2B companies in digital content publishing – how can your content and your business stand out?
The CMO Council, Content ROI Center, and Netline conducted a survey of 352 senior-level B2B buyers, influencers, and decision makers with the objective of determining content’s role in influencing B2B buyers in the purchase process. The results of the survey can be used as a guide for creating content that will help you grow your business by driving profitable customer action.
Why do buyers consume content?
Sixty-two percent of B2B buyers turn to content in order to learn about new market developments and industry practices. Sixty percent turn to content to discover new solutions to address a specific problem. 52 percent look to content to address a project or a program being undertaken by their company.
Why do buyers value content?
Fifty-four percent of B2B buyers report they believe content keeps them current on new techniques. Forty percent say that it helps identify partners and solution providers. Thirty-eight percent of B2B buyers believe content provides strategic insights and shapes their purchase specifications. Thirty-seven percent of B2B buyers report that content educates them about industry issues, problems, and challenges.
Content that will grow your business
Content that will draw customers to your website and to your business is content that educates, informs, and addresses specific needs.
So that your business does not get lost in the clutter, you need to create and curate content that educates consumers about the industry, technology, and new market trends. Moreover, your content should address the needs and pain points of your target customer. Therefore, your content should answer questions, provide solutions, and provide strategic insight.
If you consistently create and curate content that B2B buyers find valuable, you will realize results.
by Fronetics | Jul 30, 2014 | Blog, Marketing, Social Media, Strategy, Supply Chain, Talent
Source: www.social-hire.com
Great talent is out there. The question is – where? With more than 73 percent of online adults and 89 percent of job seekers using social networking sites the answer is clear – online.
Many companies employ a strategy of “post and pray.” That is, they post the job on their website and then they sit back and wait for the applications to pour in. If you want to attract top talent, you need to move away from post and pray and instead use an active talent acquisition strategy.
Here are the components of an active strategy– one that will enable your company to attract and land top talent.
Post
In addition to posting the job description on your company’s website, post it on industry job boards and on LinkedIn.
Share
LinkedIn, Twitter, and Facebook are great places to share that your company has an opening and is looking for great talent. When using social media to share the job posting remember that, for example, the lifespan of a Tweet is about 18 minutes. Given this, it is necessary to share the job opening more than once so that it doesn’t get lost in the chatter.
Explore
Go out and look for talent. Look to the LinkedIn groups to which you belong. Are there individuals who, given their contributions to the group, seem like they would be a good fit for the position? If so, reach out to them and let them know they caught your attention. Share the position with them, and go from there.
Similarly, look to Twitter and to blogs. When looking at blogs to identify a potential candidate, look not only at the author, but also at people mentioned within a blog post.
Network
Use your network and your employee’s networks to share the position and to identify potential candidates.
The next time you have a job opening, try an active strategy. You’ll be amazed – an active approach to talent acquisition will yield a stronger pool of candidates.
by Fronetics | Jul 30, 2014 | Blog, Marketing, Social Media, Strategy, Supply Chain, Talent
Source: www.social-hire.com
Great talent is out there. The question is – where? With more than 73 percent of online adults and 89 percent of job seekers using social networking sites the answer is clear – online.
Many companies employ a strategy of “post and pray.” That is, they post the job on their website and then they sit back and wait for the applications to pour in. If you want to attract top talent, you need to move away from post and pray and instead use an active talent acquisition strategy.
Here are the components of an active strategy– one that will enable your company to attract and land top talent.
Post
In addition to posting the job description on your company’s website, post it on industry job boards and on LinkedIn.
Share
LinkedIn, Twitter, and Facebook are great places to share that your company has an opening and is looking for great talent. When using social media to share the job posting remember that, for example, the lifespan of a Tweet is about 18 minutes. Given this, it is necessary to share the job opening more than once so that it doesn’t get lost in the chatter.
Explore
Go out and look for talent. Look to the LinkedIn groups to which you belong. Are there individuals who, given their contributions to the group, seem like they would be a good fit for the position? If so, reach out to them and let them know they caught your attention. Share the position with them, and go from there.
Similarly, look to Twitter and to blogs. When looking at blogs to identify a potential candidate, look not only at the author, but also at people mentioned within a blog post.
Network
Use your network and your employee’s networks to share the position and to identify potential candidates.
The next time you have a job opening, try an active strategy. You’ll be amazed – an active approach to talent acquisition will yield a stronger pool of candidates.
by Fronetics | Jul 29, 2014 | Blog, Marketing, Social Media, Supply Chain, Talent
Do you remember Schleprock? Schleprock was the character in The Flintstones who always had a raincloud over his head; things just never seemed to turn out right for him. Given the large (and growing) number of job openings within the supply chain industry many companies are starting to get Schleprock-syndrome. Companies with Schleprock-syndrome are convinced that the supply chain talent crisis will prevent them from finding great talent and filling open positions. Here’s the problem with this: it just doesn’t add up.
In a recent interview, Rodney Apple, founder of the SCM Talent Group, shared that there are companies who are out there – right now – finding and hiring great talent. How are these companies succeeding where others fail? Apple:
“Many companies haven’t taken the initiative to develop best-in-class talent acquisition resources and programs. Companies that perform the best are the ones that treat the recruiting department like a strategic, value-added program versus a low-level, tactical HR cost center.”
Is your recruitment strategy failing?
Be honest. How does your company approach talent acquisition? Is it viewed as a cost center or is it viewed as a strategic department, crucial to the success and growth of your business? If your answer is the former, it is time to rethink your approach.
Fix it
Apple’s role within the supply chain industry gives him a unique perspective on the talent acquisition and recruitment. Want to fix your recruitment strategy? Here are 10 things Apple suggests your company should do to create a successful recruitment strategy:
- Write job descriptions that attract supply chain talent
- Be more flexible when it comes to hiring requirements
- Invest in a best-in-class talent acquisition strategy and program
- Upgrade career branding materials
- Create a supply chain leadership development program
- Consider talent from other fields
- Develop a program for employing Veterans, candidates with disabilities and long-term unemployed.
- Invest more into job training and mentoring programs e.g. supply chain certifications and tuition reimbursement.
- Establish an employment brand
- Be active on social media
by Fronetics | Jul 29, 2014 | Blog, Marketing, Social Media, Supply Chain, Talent
Do you remember Schleprock? Schleprock was the character in The Flintstones who always had a raincloud over his head; things just never seemed to turn out right for him. Given the large (and growing) number of job openings within the supply chain industry many companies are starting to get Schleprock-syndrome. Companies with Schleprock-syndrome are convinced that the supply chain talent crisis will prevent them from finding great talent and filling open positions. Here’s the problem with this: it just doesn’t add up.
In a recent interview, Rodney Apple, founder of the SCM Talent Group, shared that there are companies who are out there – right now – finding and hiring great talent. How are these companies succeeding where others fail? Apple:
“Many companies haven’t taken the initiative to develop best-in-class talent acquisition resources and programs. Companies that perform the best are the ones that treat the recruiting department like a strategic, value-added program versus a low-level, tactical HR cost center.”
Is your recruitment strategy failing?
Be honest. How does your company approach talent acquisition? Is it viewed as a cost center or is it viewed as a strategic department, crucial to the success and growth of your business? If your answer is the former, it is time to rethink your approach.
Fix it
Apple’s role within the supply chain industry gives him a unique perspective on the talent acquisition and recruitment. Want to fix your recruitment strategy? Here are 10 things Apple suggests your company should do to create a successful recruitment strategy:
- Write job descriptions that attract supply chain talent
- Be more flexible when it comes to hiring requirements
- Invest in a best-in-class talent acquisition strategy and program
- Upgrade career branding materials
- Create a supply chain leadership development program
- Consider talent from other fields
- Develop a program for employing Veterans, candidates with disabilities and long-term unemployed.
- Invest more into job training and mentoring programs e.g. supply chain certifications and tuition reimbursement.
- Establish an employment brand
- Be active on social media
