Snagajob | The New Rules of Getting Your Jobs to Show Up on GoogleSnag
Join Snagajob to find out what the new Google job search tool is & what it means for your employee recruiting & hiring strategy.
You'll get an in-depth look at Google jobs search, plus tips on how to optimize your jobs for it, so you can maximize applicant traffic & conversions.
View on-demand recording of this webinar on Snagajob's website here: http://www.snagajob.com/employers/erc/article/google-job-search-tool-new-rules/
This document summarizes a presentation on attracting and evaluating job candidates. It discusses key survey findings on hourly workers and summer hiring trends. It then focuses on the top hiring challenges employers face - getting quality candidates, evaluating best fit candidates, decreasing time to fill positions, and increasing applicant volume. For each challenge, the presentation provides data on employer and job seeker perspectives and offers recommendations for how employers can improve in these areas. These include promoting flexible schedules and benefits, clearly defining job qualifications, responding quickly to candidates, and making job applications mobile-friendly.
Your LinkedIn profile is a vital part of your marketing strategy and never so if you're marketing yourself online. Interrupt the buying decision and become your prospects trusted advisor.
TheProfile.Company
Naomi@TheProfile.Company
07723 602 353
The majority of employed professionals will consider seeking new opportunities in the next year. Most job candidates will research companies online before applying, with over 40% looking at company websites and reading news articles. The top reason Americans look for new jobs is lack of opportunity or advancement at their current job. Social media plays a large role in career decisions, with over 40% of people using sites like LinkedIn when considering employment changes. While many people initially view postings, only a small fraction make it through the entire hiring process, with just one candidate typically receiving a job offer.
Learn practical advice on how you can use LinkedIn to locate, attract, and recruit passive candidates. Take a look at our Recruiting Page: business.linkedin.com/talent-solutions
This document discusses the results of a survey of nearly 500 healthcare professionals about their job search plans and preferences for recruitment. Some key findings include:
- 42% plan to look for a new job in the next 3 months and 64% in the next year, with top reasons being salary/compensation, career growth opportunities, and relationships with managers.
- When being recruited, healthcare professionals value transparency about job pros/cons, recruiters who understand their experience, and good communication skills from recruiters.
- The most common ways healthcare professionals learn about openings are online job sites, former coworkers, and recruiters.
- Employer reputation, recommendations from colleagues, and online reviews influence job decisions more than recruiters
How to Build Your Government Agency's Brand and Attract Top Talent [webcast]LinkedIn Talent Solutions
According to LinkedIn's 2014 Talent Trends report, the #1 thing that candidates rank as the most important factor when considering a new job is the company's reputation as a great place to work.
This presentation takes you through how you can attract top talent by building awareness of your employer brand. Through real-world examples, you'll learn about the basics of establishing your agency's brand on LinkedIn along with more advanced and powerful features.
Learn more about our solutions here: http://bit.ly/2bPsQiO
In this presentation I share how to approach your LinkedIn profile so clients naturally come to you.
For more information and resources please go to: www.TheProfile.Company/FindOutMore
Snagajob | The New Rules of Getting Your Jobs to Show Up on GoogleSnag
Join Snagajob to find out what the new Google job search tool is & what it means for your employee recruiting & hiring strategy.
You'll get an in-depth look at Google jobs search, plus tips on how to optimize your jobs for it, so you can maximize applicant traffic & conversions.
View on-demand recording of this webinar on Snagajob's website here: http://www.snagajob.com/employers/erc/article/google-job-search-tool-new-rules/
This document summarizes a presentation on attracting and evaluating job candidates. It discusses key survey findings on hourly workers and summer hiring trends. It then focuses on the top hiring challenges employers face - getting quality candidates, evaluating best fit candidates, decreasing time to fill positions, and increasing applicant volume. For each challenge, the presentation provides data on employer and job seeker perspectives and offers recommendations for how employers can improve in these areas. These include promoting flexible schedules and benefits, clearly defining job qualifications, responding quickly to candidates, and making job applications mobile-friendly.
Your LinkedIn profile is a vital part of your marketing strategy and never so if you're marketing yourself online. Interrupt the buying decision and become your prospects trusted advisor.
TheProfile.Company
Naomi@TheProfile.Company
07723 602 353
The majority of employed professionals will consider seeking new opportunities in the next year. Most job candidates will research companies online before applying, with over 40% looking at company websites and reading news articles. The top reason Americans look for new jobs is lack of opportunity or advancement at their current job. Social media plays a large role in career decisions, with over 40% of people using sites like LinkedIn when considering employment changes. While many people initially view postings, only a small fraction make it through the entire hiring process, with just one candidate typically receiving a job offer.
Learn practical advice on how you can use LinkedIn to locate, attract, and recruit passive candidates. Take a look at our Recruiting Page: business.linkedin.com/talent-solutions
This document discusses the results of a survey of nearly 500 healthcare professionals about their job search plans and preferences for recruitment. Some key findings include:
- 42% plan to look for a new job in the next 3 months and 64% in the next year, with top reasons being salary/compensation, career growth opportunities, and relationships with managers.
- When being recruited, healthcare professionals value transparency about job pros/cons, recruiters who understand their experience, and good communication skills from recruiters.
- The most common ways healthcare professionals learn about openings are online job sites, former coworkers, and recruiters.
- Employer reputation, recommendations from colleagues, and online reviews influence job decisions more than recruiters
How to Build Your Government Agency's Brand and Attract Top Talent [webcast]LinkedIn Talent Solutions
According to LinkedIn's 2014 Talent Trends report, the #1 thing that candidates rank as the most important factor when considering a new job is the company's reputation as a great place to work.
This presentation takes you through how you can attract top talent by building awareness of your employer brand. Through real-world examples, you'll learn about the basics of establishing your agency's brand on LinkedIn along with more advanced and powerful features.
Learn more about our solutions here: http://bit.ly/2bPsQiO
In this presentation I share how to approach your LinkedIn profile so clients naturally come to you.
For more information and resources please go to: www.TheProfile.Company/FindOutMore
The document discusses using social media, particularly LinkedIn, to market yourself to employers. It provides tips for using LinkedIn such as customizing your profile, making connections, and staying updated on opportunities. The presentation emphasizes maintaining a professional online presence and using privacy settings to avoid potential issues that could harm job prospects.
Industry expert and Certified Personnel Consultant, Barbara Bruno walks through solutions that will drive more referrals and boost your bottom line.
Want to boost your recruiting strategy, check out the Recruiting Firm's LinkedIn Field Guide: http://bit.ly/1Q7Dl1C
The document discusses the candidate journey on LinkedIn, noting that there are over 467 million members with 2 new members joining every second. It outlines that 75% of candidates are passive, not actively looking for jobs, while 25% are active. It also discusses the different touchpoints candidates have with recruiters and companies through things like InMails, profile visits, and viewing job opportunities. Finally, it discusses optimizing the job posting and application process to focus on fit, edge, and culture to better engage both active and passive candidates.
"Think Like a Marketer" and bring your Talent Brand to the next level [webcast]LinkedIn Talent Solutions
The document discusses how talent acquisition teams can better align with marketing teams to strengthen a company's talent brand. It advocates that talent acquisition teams think like marketers by managing a talent funnel for inbound, sourced, referral, and internal candidates. The document provides examples of how one company, CloudLock, improved their talent brand through initiatives like developing career site content with marketing, organizing employee lunch and learns, and focusing on measurable results from social media outreach. Their efforts led to a large increase in applicants and career site pageviews over time.
The document outlines the results of LinkedIn's 2016 Global Talent Trends survey, which found that most professionals are open to new job opportunities and want to know about a company's culture, values, and career growth opportunities. It also discusses where candidates learn about and apply for jobs, noting that employees play a big role through referrals. The document recommends that companies refresh their messaging to candidates, build their employer brand, and use tools on LinkedIn to effectively reach passive and active talent.
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
Randle Reece presented on the state of the talent acquisition market. Some key points:
- North American employers spent $83 billion in 2015 to find and recruit labor, with $47 billion going to external vendors like staffing agencies and recruiters.
- The talent acquisition market is ripe for disruption, as high-cost segments like temporary staffing, contingent search, and executive search make up a large portion of spending.
- Changes in the labor market over the past 15 years, like slower population growth and an aging workforce, have impacted recruiting needs and made hiring more challenging.
- Online help-wanted advertising peaked around 2007 and has declined since as job boards lost market share to other sources like social media.
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
How to Rethink the Candidate Experience and Make Better HiresCareerBuilder
For the 2016 edition of CareerBuilder’s Candidate Behavior study, we worked with Inavero to survey 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process. Here's what we found.
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
We provide Local SEO solutions in Phoenix and Scottsdale, AZ for local businesses. Local SEO requires different strategies based on the geographical region of your business.
Coffee Fest - St. Louis - What your employee's want and how giving it to them...Garrett D. Kramer
This document discusses what hourly employees really want from their jobs and how providing those things can benefit employers. It summarizes research showing that employees value appreciation, involvement, empathy, purpose, goals and recognition over just wages and benefits. It argues that technology can help employers empower employees, communicate goals, recognize contributions and streamline tasks like scheduling to improve engagement. Higher engagement leads to lower turnover and higher productivity, customer satisfaction and profits.
This document summarizes the results of the 2011 Orange County Resume Survey conducted by Eric Hilden. The survey received responses from 88 employers across 40 industries. Key findings include that employers prefer resumes be one page unless extensive experience warrants more, they want to see how applicants' skills match the job requirements, and the top resume mistakes are spelling/grammar errors and not relating skills to the job. Employers also provide advice on addressing criminal histories and using action verbs to enhance resumes.
Clarence Point is an executive search firm that operates globally. They directly recruit candidates rather than using job boards to find a good cultural and skills fit. They guarantee placements for 6 months and have a high placement success rate. Their annual registration fee is $5,000 which reduces placement fees to only 10% of the first year's compensation for each placement.
#1NWebinar: Talent Brand - The Missing Piece of Your Brand PuzzleOne North
Talent Development Manager Sarah Mueller describes the untapped element of brand every professional services organization should be taking advantage of: the Talent Brand. Attracting, engaging and retaining top talent is an essential activity for marketers and HR professionals alike, but what really helps a company stand apart from the rest in a highly competitive talent market is a well-defined and unique talent brand.
During her presentation, Sarah broke down the meaning of a talent brand, showed what a successful talent brand in action looks like and described the tools needed to start your own talent brand initiative.
The document summarizes the results of a survey of 998 recruiting professionals conducted by Social Talent and Alexander Mann Solutions to understand emerging trends in recruitment. Some key findings include:
- Over 50% of recruiters are measured primarily on number of placements/hires.
- Over 50% of recruiters believe social/professional media is their primary source for finding talent.
- Over 50% of recruiters mainly use InMail or connection requests to contact passive candidates.
- Over 50% of recruiters work on less than 10 requisitions at a time.
This presentation describes the project and process BioBridge Global pursued to allow employees the ability to discover career paths within the organization.
How to attract job seekers with corporate communicationComprend
The document discusses the results of a career survey conducted by KW Digital. 164 people aged 18-55 from 20 countries in Europe participated in the survey. The survey identified three main types of online job seekers - The Idealist (students), The Careerist (current employees), and The Realist (senior employees). It provides details on the characteristics and preferences of each type of job seeker. The document then gives tips for companies on creating engaging online career content based on the survey findings. It recommends showing the company story through pictures, videos and employee interviews to convey feelings about the workplace culture.
This document discusses how companies can use Glassdoor to strengthen their employer brand and recruit top talent. It provides insights on today's job candidates who are more skeptical of employers and rely on reviews from peers and past employees. The summary recommends conducting an employer brand audit using Glassdoor analytics to measure brand awareness, reputation, and the types of candidates being attracted. Improving the employer brand through Glassdoor is associated with reducing recruitment costs and improving hiring.
The document discusses using social media, particularly LinkedIn, to market yourself to employers. It provides tips for using LinkedIn such as customizing your profile, making connections, and staying updated on opportunities. The presentation emphasizes maintaining a professional online presence and using privacy settings to avoid potential issues that could harm job prospects.
Industry expert and Certified Personnel Consultant, Barbara Bruno walks through solutions that will drive more referrals and boost your bottom line.
Want to boost your recruiting strategy, check out the Recruiting Firm's LinkedIn Field Guide: http://bit.ly/1Q7Dl1C
The document discusses the candidate journey on LinkedIn, noting that there are over 467 million members with 2 new members joining every second. It outlines that 75% of candidates are passive, not actively looking for jobs, while 25% are active. It also discusses the different touchpoints candidates have with recruiters and companies through things like InMails, profile visits, and viewing job opportunities. Finally, it discusses optimizing the job posting and application process to focus on fit, edge, and culture to better engage both active and passive candidates.
"Think Like a Marketer" and bring your Talent Brand to the next level [webcast]LinkedIn Talent Solutions
The document discusses how talent acquisition teams can better align with marketing teams to strengthen a company's talent brand. It advocates that talent acquisition teams think like marketers by managing a talent funnel for inbound, sourced, referral, and internal candidates. The document provides examples of how one company, CloudLock, improved their talent brand through initiatives like developing career site content with marketing, organizing employee lunch and learns, and focusing on measurable results from social media outreach. Their efforts led to a large increase in applicants and career site pageviews over time.
The document outlines the results of LinkedIn's 2016 Global Talent Trends survey, which found that most professionals are open to new job opportunities and want to know about a company's culture, values, and career growth opportunities. It also discusses where candidates learn about and apply for jobs, noting that employees play a big role through referrals. The document recommends that companies refresh their messaging to candidates, build their employer brand, and use tools on LinkedIn to effectively reach passive and active talent.
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
Randle Reece presented on the state of the talent acquisition market. Some key points:
- North American employers spent $83 billion in 2015 to find and recruit labor, with $47 billion going to external vendors like staffing agencies and recruiters.
- The talent acquisition market is ripe for disruption, as high-cost segments like temporary staffing, contingent search, and executive search make up a large portion of spending.
- Changes in the labor market over the past 15 years, like slower population growth and an aging workforce, have impacted recruiting needs and made hiring more challenging.
- Online help-wanted advertising peaked around 2007 and has declined since as job boards lost market share to other sources like social media.
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
How to Rethink the Candidate Experience and Make Better HiresCareerBuilder
For the 2016 edition of CareerBuilder’s Candidate Behavior study, we worked with Inavero to survey 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process. Here's what we found.
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
We provide Local SEO solutions in Phoenix and Scottsdale, AZ for local businesses. Local SEO requires different strategies based on the geographical region of your business.
Coffee Fest - St. Louis - What your employee's want and how giving it to them...Garrett D. Kramer
This document discusses what hourly employees really want from their jobs and how providing those things can benefit employers. It summarizes research showing that employees value appreciation, involvement, empathy, purpose, goals and recognition over just wages and benefits. It argues that technology can help employers empower employees, communicate goals, recognize contributions and streamline tasks like scheduling to improve engagement. Higher engagement leads to lower turnover and higher productivity, customer satisfaction and profits.
This document summarizes the results of the 2011 Orange County Resume Survey conducted by Eric Hilden. The survey received responses from 88 employers across 40 industries. Key findings include that employers prefer resumes be one page unless extensive experience warrants more, they want to see how applicants' skills match the job requirements, and the top resume mistakes are spelling/grammar errors and not relating skills to the job. Employers also provide advice on addressing criminal histories and using action verbs to enhance resumes.
Clarence Point is an executive search firm that operates globally. They directly recruit candidates rather than using job boards to find a good cultural and skills fit. They guarantee placements for 6 months and have a high placement success rate. Their annual registration fee is $5,000 which reduces placement fees to only 10% of the first year's compensation for each placement.
#1NWebinar: Talent Brand - The Missing Piece of Your Brand PuzzleOne North
Talent Development Manager Sarah Mueller describes the untapped element of brand every professional services organization should be taking advantage of: the Talent Brand. Attracting, engaging and retaining top talent is an essential activity for marketers and HR professionals alike, but what really helps a company stand apart from the rest in a highly competitive talent market is a well-defined and unique talent brand.
During her presentation, Sarah broke down the meaning of a talent brand, showed what a successful talent brand in action looks like and described the tools needed to start your own talent brand initiative.
The document summarizes the results of a survey of 998 recruiting professionals conducted by Social Talent and Alexander Mann Solutions to understand emerging trends in recruitment. Some key findings include:
- Over 50% of recruiters are measured primarily on number of placements/hires.
- Over 50% of recruiters believe social/professional media is their primary source for finding talent.
- Over 50% of recruiters mainly use InMail or connection requests to contact passive candidates.
- Over 50% of recruiters work on less than 10 requisitions at a time.
This presentation describes the project and process BioBridge Global pursued to allow employees the ability to discover career paths within the organization.
How to attract job seekers with corporate communicationComprend
The document discusses the results of a career survey conducted by KW Digital. 164 people aged 18-55 from 20 countries in Europe participated in the survey. The survey identified three main types of online job seekers - The Idealist (students), The Careerist (current employees), and The Realist (senior employees). It provides details on the characteristics and preferences of each type of job seeker. The document then gives tips for companies on creating engaging online career content based on the survey findings. It recommends showing the company story through pictures, videos and employee interviews to convey feelings about the workplace culture.
This document discusses how companies can use Glassdoor to strengthen their employer brand and recruit top talent. It provides insights on today's job candidates who are more skeptical of employers and rely on reviews from peers and past employees. The summary recommends conducting an employer brand audit using Glassdoor analytics to measure brand awareness, reputation, and the types of candidates being attracted. Improving the employer brand through Glassdoor is associated with reducing recruitment costs and improving hiring.
edc Whitley County, Indiana Presentation - Delivering The American DreamEd Burghard
This presentation discusses the need for the economic development profession to adopt a "Resident is Boss" paradigm in order to better serve the business community.
Sourcing, talent brand, and future recruiting trends to amplify your 2015 strategy.
Download the full Global Recruiting Trends report: http://lnkd.in/2015recruitingtrends
This document provides insights from a study of over 10,000 job changers on LinkedIn about why and how people change jobs. Some key findings include:
1) The top reason people change jobs is for career opportunity/advancement. Appeal to career growth when recruiting.
2) 1 in 3 job changers changed careers entirely, so don't dismiss career changers and look for transferable skills.
3) Referrals are the top channel people use to discover new jobs, so invest in employee referrals for recruiting.
4) Candidates' top obstacle is not knowing what a company is like to work for, so showcase your talent brand to attract candidates.
Ohio Conference of Community Developers Spring Meeting 2014 TalkEd Burghard
Talk establishing the need for the economic development profession to shift focus from year over year job growth to year over year improvement of resident's ability to achieve their American Dream. This presentation is good for elected officials and anybody working in the general field of economic development.
Similar to Job Search and Recruitment Stats, 2014 (20)
Who's shopping for homes in Northeast Ohio? Before you start your next real estate marketing campaign, check out the demographics of your local home hunting audience.
There are 473,708 mothers of children under 18 in Northeast Ohio. Based on yearly spending averages, these mothers spend most on furniture, men's business clothing, children's clothing, fine jewelry, and women's business clothing. When shopping, the most popular stores for these mothers are Walmart, Target, Family Dollar, Dollar Tree, Dollar General, Kohl's, Amazon, Kmart, Big Lots, and Kohl's. When buying online in the past 30 days, the most common purchases for these mothers were clothing/accessories, books, toys/games, health/beauty products, travel reservations, and airline tickets.
Mother's Day spending keeps going up! Americans will spend an average of $172.63 on mom this year, up nearly $10 from $162.94 last year. Check out the infographic to see what most moms will be getting this Mother's Day.
This document provides demographic statistics about a group, including that 90,148 people are represented, 42% work in blue collar jobs, 50% have a college education, and breakdowns of numbers in different years including 33,207 in one year and 11,288 in another.
More than half of adults in Northeast Ohio have attended a live entertainment event in the past year. Local live entertainment fans tend to be between 30-59 years old, married, college educated, and parents. The Plain Dealer, cleveland.com, and Sun News reach 45% of local live entertainment fans weekly. Mobile devices are increasingly used by live entertainment fans to learn about and purchase tickets for events.
With DVRs, Netflix and multi-screen viewing options, must-see TV is turning into must-wait TV. If you've been relying on TV advertising to boost your business, these local and national stats might make you reconsider.
There are more than 1 million baby boomers in the Cleveland/Akron designated market area. This infographic provides some of the spending and technology habits of the local members of this generation.
The PowerZone is the heart of the 17-county Cleveland Designated Market Area, the 20th largest DMA in the country. The PowerZone holds more than half of the population and income of the DMA and consists of Cuyahoga County and the ZIP Codes approximately 10 to 15 miles surrounding the county. Find out more about the PowerZone residents with this infographic
This document discusses the growing importance of mobile marketing strategies for businesses. It notes that over half of local smartphone and tablet owners use their devices for search activities monthly. Nearly two-thirds of American adults now own a smartphone, up from one-third in 2011. Mobile devices such as smartphones and tablets account for over 60% of monthly website visits to cleveland.com. The document advocates for mobile website optimization, mobile advertising, audience targeting, and mobile-friendly pages to reach increasingly mobile customers.
The Cleveland Designated Market Area (DMA) is one of the top 20 markets in the U.S. Learn about the demographics of the DMA and how The Plain Dealer, cleveland.com and Sun News reach them with our infographic
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Get to know Pinterest for personal and business use! Find out what pins, repins, follows and boards mean and what makes this social network so Pinteresting.
In Northeast Ohio, over 1.7 million people are employed, with over 600,000 retired and 261,000 working as homemakers. The majority (61%) of employed residents work in white collar professions like sales, office work, professional and management jobs, while 39% have blue collar jobs in areas like production, construction, and transportation. Nearly 20% of employed local residents plan to look for a new job in the next year, and over 55,000 plan to retire or take early retirement.
What's a hashtag? Should my business be on Twitter? How do I send a tweet? If you're completely new to Twitter and have questions like these, this presentation is a great introduction to this social network.
The document discusses why businesses use Facebook and what works for businesses on Facebook. It notes that customers are on Facebook, with unique monthly visitors in Cleveland totaling over 1 million. It then lists reasons why businesses use Facebook, such as to interact with customers, build brand awareness, humanize their brand, drive traffic, sell products/services, generate leads, and demonstrate thought leadership. The document also discusses what types of content works best for businesses on Facebook, such as exclusive content, interactive content, humor, and expert information, while avoiding too much self-promotional content.
Advertising and Promotion of whisper by Sakthi Sundarsakthisundar2001
This presentation is an invaluable resource for marketing professionals, students, and anyone interested in understanding the dynamics of effective advertising and promotion in the feminine hygiene sector. Explore how Whisper maintains its brand leadership and continues to innovate in a competitive market.
A brief analysis of SHEIN's digital transformation.
SHEIN’s business model:
1. D2C cross-border ecommerce: SHEIN integrate the manufactures from Guanzhou to make clothes and deliver direct to customers.
2. Digital marketing: Data driven online marketing for user acquisition.
3. Digital transforming vendor chain: the most core of the revolution to shorten the innovation and lead time.
4. Outstanding user experience: International delivery in high efficiency
Leverage four parts of the user satisfaction process and integrate related resource and information flow, which making SHEIN an international leading D2C ecommerce company.
• Keeping utilizing data in all process is another core capability. From the page click, sales metrics, fabric sourcing to manufacturing time, all data is integrated for decision making, leading an upward customer preference and much efficient business decision making process.
Title: Making Money the Easy Way: A Quick Guide to Generating IncomeWilliamZinsmeister
Welcome to "Making Money the Easy Way: A Quick Guide to Generating Income." This book is designed to provide you with practical, actionable strategies to generate income with minimal effort. Whether you’re looking to supplement your current income or create a full-time revenue stream, this guide covers a variety of methods to help you achieve your financial goals. We will explore opportunities available online, various investment strategies, profitable side hustles, creative approaches, and essential financial tips to ensure sustainable income growth.
Top 10 Digital Marketing Institute in lucknow.pptxzaireendigitech
Welcome to our ppt on the top 10 digital marketing institutes in Lucknow! If you're looking to enhance your skills in the dynamic field of digital marketing, Lucknow offers several excellent training options. Our curated list highlights the best digital marketing institutes in Lucknow, providing comprehensive courses that cover SEO, social media marketing, PPC, content marketing, and more. These institutes are renowned for their experienced faculty, practical training, and industry-relevant curriculum. Whether you're a beginner or a professional seeking to upgrade your skills, these institutes can help you achieve your career goals in digital marketing.
Advanced Storytelling Concepts for MarketersEd Shimp
Every marketer knows you’re supposed to tell a story, but do you know how to tell a story? Do you know why you’re supposed to tell a story? Do you even truly know what a story is? While many marketing presentations emphasize the value of mythic storytelling, the nuts and bolts of actually constructing a story are never explored.
The goal of marketing may be to achieve specific KPIs that drive sales, which is very objective, but the top of the marketing funnel requires a softer approach. In our data-driven results-oriented fast-paced world, marketers must quantify results, but those results will never be achieved unless prospects are first approached with humanity.
There is a common misunderstanding that the so-called “soft skills” of marketing such as language and art are unmeasurable and subjective, but while the objective measures of market research are merely 100 years old, the rules of aesthetics have been perfected over the last 2,500 years.
Great story construction is a skill that requires significant knowledge and practice. This presentation will be a review of the ancient art of story construction.
We will discuss:
• Rhetoric – The art of effective communication
• The Socratic Method – You cannot teach, but you can persuade people to learn
• Plato’s Cave – You sell products, but you market ideas
• Aristotle’s Six Dramatic Elements – The secret recipe for marketing stories
This is for senior marketers who are tasked with creating effective narratives or guiding others in the process. By the end of the session, attendees will have gained the knowledge needed to work storytelling into all phases of the buyer’s journey.
Digital Marketing Company in India - DIGI BrooksDIGI Brooks
This infographic provides guidance on marketing analytics, helping businesses grow using tools like Google Analytics and AI, measuring ROI, and analysing future trends to track business development.
https://digibrooks.com/digital-marketing-services/
If you’re at all interested in digital
marketing and in making a name for
your brand online, then it is crucial that
you understand how to properly make
use of content marketing. Content
marketing is currently one of the
biggest trends in digital marketing as a
whole and is an area that many website owners and brands are investing in
heavily right now thanks to the impressive returns that they are seeing.
How to Start Affiliate Marketing with ChatGPT- A Step-by-Step Guide (1).pdfSimpleMoneyMaker
Discover the power of affiliate marketing with ChatGPT! This comprehensive guide takes you through the process of starting and scaling your affiliate marketing business using the latest AI technology. Learn how to leverage ChatGPT to generate content ideas, create engaging articles, and connect with your audience through personalized interactions. From building your strategy and optimizing conversions to analyzing performance and staying updated with industry trends, this eBook provides everything you need to know to succeed in affiliate marketing. Whether you're a beginner looking to start your online business or an experienced marketer wanting to take your efforts to the next level, this guide is your roadmap to success in the world of affiliate marketing.
Boost your brand with top-notch digital marketing services in New York! Our expert team specializes in SEO, social media marketing, PPC advertising, and email campaigns to drive engagement and increase your online presence. Partner with us to reach your target audience, track performance, and achieve measurable results. Transform your digital strategy and stay ahead in the competitive NYC market. Contact us today!
AI Best Practices for Marketing HUG June 2024Amanda Farrell
During this presentation, the Nextiny marketing team reviews best practices when adopting generative AI into content creation. Join our HUG community to register for more events https://events.hubspot.com/sarasota/
1. Locally:
Job Search
and
Recruitment
people in the Cleveland/Akron
Designated Market Area plan
to look for a job in the next 12
months
437,862 people in the Cleveland/Akron
Designated Market Area plan
to look for a job in the next 12
of those people are currently employed63%
cleveland.com/jobsreceives 48,000 unique visitors every month
Job hunters are on
cleveland.com
more than other popular
job search sites
Website access by local adults who are
unemployed and/or planning to look for a
new job in the next year (past 30 days):
cleveland.com: 221,839
CareerBuilder: 68,044
Monster: 37,486
Every week, The Plain Dealer,
cleveland.com and
Sun News reach more than
598,830adults
in our area who are unemployed
and/or searching for jobs
What workplace qualities matter
most to Northeast Ohio employees:
› Feeling genuinely appreciated at the company
› Confidence about the company’s future
› Confidence about personal future at the company
› Confidence in company leadership
› Being part of something meaningful
› The company operates by strong values and ethics
› Senior managers understand what is really
happening at the company
› Efficient company operations
› The job meets or exceeds expectations
› New ideas are encouraged
of Northeast Ohio
employees surveyed
said that feeling a
personal connection
to the company was an
important factor in the
workplace. Only 50% listed
pay and benefits as an
important factor.
76%
Fulfillment
Balance
Variety
• their coworkers
• work/life balance
• personal fulfillment
• variety of work activities
• opportunity for professional growth
Common reasons employees of the
2014 Northeast Ohio Top Workplaces
say they love their jobs is:
35%of the U.S. labor force changes
jobs at least every 5 years
How job seekers found their
“favorite or best”job:
40%personal connections
21%social media
20%online job boards
19%classified ads
10%recruiter
7% career fair
7% college or university connections
43% 27%of job seekers have
used their mobile
device to engage in
job-seeking activity
of job seekers expect
to be able to apply
for a job from their
mobile device
We’ll help you find the best
way to recruit the best talent.
marketing@cleveland.com
neohiomediagroup.com
Sources:
2014 Cleveland/Akron release 1 Scarborough report. Copyright 2014 Scarborough Research. All rights reserved.
Jobvite 2014 job seeker survey
Workplace Dynamics 2014 Northeast Ohio Top Workplaces survey
Nationally: