The document compares three PR agencies based on evaluation criteria across four categories: People, Experience/Skill-Set/Approach, Financial Considerations, and Referrals. For each agency, numeric scores are provided for each evaluation criteria, with Agency 2 scoring highest overall with an average of 3.4, followed by Agency 3 at 3.2, and Agency 1 at 2.3.
Recruitment Process Outsourcing (RPO) – Moving Beyond the Pioneer StageEverest Group
Everest Group experts will highlight the outsourcing
options for RPO, key buyer adoption trends, recent
solutions and deal characteristics, evolving supplier
landscape, and the implications for both buyers and
suppliers.
Recruitment Process Outsourcing (RPO) – Moving Beyond the Pioneer StageEverest Group
Everest Group experts will highlight the outsourcing
options for RPO, key buyer adoption trends, recent
solutions and deal characteristics, evolving supplier
landscape, and the implications for both buyers and
suppliers.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
Symposium 2015 : Business Relationship Management as as a Role, a Discipline,...PMI-Montréal
In today's world many challenges rise from the miscommunication between the Business and the Service Provider (i.e. IT). In many organizations, those two entities are seen as rivals rather than partners. The BRM sits between the Business and the Service Provider to help ensure convergence of business values, priorities, timely escalations, and powerful communications deliveries. The BRM role focuses on the business customer and realized business value. BRM competencies can be leveraged through organizational roles, a discipline, and an organizational capability.
The BRM Discipline rests on solid research-based foundations verified and enhanced over a decade of successful implementations in leading organizations around the world. Proven to be equally effective for shared services including Human Resources, Finance, Legal, external service providers and others, BRM practices have enjoyed widespread adaption in IT. The BRM organizational Role is a crucial link between a service provider and the business. In practice, the titles used by BRMs vary considerably (e.g. Business Partner, Account Manager, Consultant, Business Unit Manager, and Business Integration Manager). Building a BRM organizational capability goes well beyond just defining the BRM role and placing individuals in that role. The growing global importance of Business Relationship Management as a role, discipline and organizational capability is due to the shift from Provider ( i.e. IT department) as a commodity/order taker to a business strategic partner, as there is an increasing business demand for innovation and agility.
SPEAKER BIOGRAPHY
Svetlana Sidenko is the President of IT Chapter, a Montreal-based company, which specializes in IT consulting and IT Best Practices training, which she co-founded in 2003.
The Medical Device practice of NextGen Global Executive Search uses a proprietary Performance Based Retained Search process in recruiting exceptional talent for clients.
With over 15 years in Medical Device recruitment services, we are industry expertise in surgical, disposables, plasma separation and blood collection, transfusion therapies, infusion pumps including IV, medical device diagnostic and monitoring units, renal and peritoneal for kidney dialysis nano and neuro R&D.
Our Medical Device recruiting team have successfully recruited top level talent for clients worldwide in Class I, II, and III Medical Devices by placing Surgeons, CXO’s, Administrators, EVP/SVP, VP, Directors, and Principals in engineering, systems design, sales, marketing, research, and software development. Our placements have resulted in lucrative IPO’s, M&A’s, market penetration and IP value for our clients.
We know the technology and the global marketplace for medical device including:
Surgical – non-invasive, diagnostic, and disposables
Plasma Separation and Blood Collection – transfusion therapies, processing systems
Infusion Pumps – IV fluids and medications, IV tubing and access devices
Heart Rate & Fitness – monitoring systems, blood glucose, blood pressure meters
Diagnostic & Monitoring Systems – portable medical devices, wireless, RFID
Renal – peritoneal, kidney dialysis, hemodailysis, CRRT
Software – medical imaging, blood analyzers
Biomedical – preclinical, research and development, nano and neuro
We confer with the Client early and often to gain a clear understanding of BOTH your needs/requirements AND the corporate goal in filling this position. We then define the Tangible Skills and Experiences required for your ideal medical device candidate by determining the critical goals and major business successes the candidate will be accountable for producing.
Our proprietary real-time hypothetical reasoning and situational scenario behavioral interviewing techniques reveal candidates that have the motivations, aptitudes, leadership, learning ability and intelligence, accomplishments, persistence, and adaptability to fit the specific role and move your medical device strategy forward
Have confidence in the transition process with our Executive Onboarding for a new leader or executive we recruit by maximizing the chances that the new leader will be engaged quickly with the company’s culture, the department’s people, and the executive team.
1.Craft a compelling business development representative job description
Whether you're employing a beginner or experienced BDR, craft the business development representative job description that clearly states the duties and responsibilities of the role accurately.
2.Discover relevant candidates
As EasySource’s Candidate Discovery Module can instantly surface relevant BDRs from active, passive, and hidden talent pools based on your business development representative job description or simple prompts.
3.Screen candidates
EasySource's Candidate Screening Module uses a different approach. It looks at the overall profile of candidates based on what you're looking for in a business development representative.
4.Assess candidates
EasyAssess offers pre-built and customized adaptive BDR skill assessments that validate technical, and workplace skills as well as personality traits
5.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
6.Verify references
Verify the individuals' work histories and performance in prior roles after you have narrowed down your shortlist
7. Selection and Onboarding
An offer letter is really important as it protects both the company and the new employee. Make sure to send candidates a detailed offer letter that explains everything about the job, like the title, what they'll be doing, how much they'll be paid, and the benefits they'll get.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/business-development-representative
The importance of habits is much more than what we pretend. Habits are directly linked with our approach, and work methodology, and thus, the ultimate outcome of any task.
Most of the effective recruiters have the habit of staying organized and efficient in their work. This means having a well-defined process for sourcing and screening candidates, and being able to quickly identify the top talent. It also means being able to effectively communicate with hiring managers to ensure that they are kept up-to-date on the latest developments.
Finally, effective recruiters also have a strong understanding of the latest technology and tools available to them. This allows them to automate and streamline their workflows, and to more effectively connect with candidates through social media and other online channels.
Read more-
https://www.eklavvya.com/blog/effective-recruiters-habits/
An IT staffing agency is a company or organization that specializes in providing organizations with highly skilled and qualified information technology (IT) professionals to fill various roles within their IT departments. These agencies can help organizations with recruiting and hiring full-time employees, as well as providing contract or temporary staff to meet the specific needs of an organization. They can provide a wide range of professionals, including software developers, network administrators, cybersecurity experts, and IT project managers. The goal of an IT staffing agency is to help organizations find the right mix of skills and expertise to meet their technology needs and support their overall goals and objectives.
How to Hire the Perfect Conversion Rate Optimization ExpertHireQuotient
1. Define Your Goals and Expectations
Before starting the hiring process, clearly define what you aim to achieve through CRO. Whether it's increasing e-commerce sales, boosting sign-ups, or improving lead quality, having clear objectives will help you assess candidates based on their ability to meet these goals.
2. Use a Detailed Job Description
Refer to the job description template provided earlier to create a detailed posting that outlines the skills, experience, and qualities you are looking for. A comprehensive job description will attract candidates who are better suited to your specific needs.
3. Leverage Various Recruitment Channels
Post the job across multiple channels to reach a broad audience. This includes industry-specific job boards, professional networking sites like LinkedIn, and social media platforms. Additionally, consider reaching out to your professional network for referrals, as they can lead to high-quality candidates.
4. Screen Resumes for Key Skills
Look for candidates with a proven track record in CRO, including experience with A/B testing, user research, analytics, and web optimization. Also, consider their experience with the tools and technologies relevant to the role.
5. Conduct Thorough Interviews
Prepare a list of questions that delve into the candidate's experience, problem-solving skills, and understanding of CRO principles. Discuss specific projects they've worked on and the results they achieved. This will give you insights into their approach to optimization and ability to drive results.
6. Evaluate Technical and Analytical Skills
Consider giving a practical assignment related to a common CRO challenge or asking them to analyze a set of data and present their findings. This will help you assess their hands-on skills and ability to derive actionable insights from data.
7. Assess Cultural Fit
Ensure the candidate's work style and values align with your company culture. A CRO Expert who is a good cultural fit will be more likely to collaborate effectively with your team and contribute to a positive work environment.
8. Check References
Speaking with former employers or clients can provide additional insights into the candidate’s performance, work ethic, and impact on previous CRO initiatives.
9. Make a Competitive Offer
Once you've identified the right candidate, make an attractive offer that reflects the value they will bring to your team. Include not just salary, but also benefits, opportunities for growth, and any unique perks your company offers.
10. Ensure a Smooth Onboarding Process
Provide a comprehensive onboarding process that introduces the new hire to your company’s products, services, and marketing strategies. This will help them hit the ground running and start making an impact more quickly.
Read the full article here: https://www.hirequotient.com/how-to-hire/conversion-rate-optimization-expert
It is an analytical tool that describes the company’s unique profile and interprets its behavior in terms
of how well it performs; through carefully selected variables. The report determines its current level of
performance.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
Symposium 2015 : Business Relationship Management as as a Role, a Discipline,...PMI-Montréal
In today's world many challenges rise from the miscommunication between the Business and the Service Provider (i.e. IT). In many organizations, those two entities are seen as rivals rather than partners. The BRM sits between the Business and the Service Provider to help ensure convergence of business values, priorities, timely escalations, and powerful communications deliveries. The BRM role focuses on the business customer and realized business value. BRM competencies can be leveraged through organizational roles, a discipline, and an organizational capability.
The BRM Discipline rests on solid research-based foundations verified and enhanced over a decade of successful implementations in leading organizations around the world. Proven to be equally effective for shared services including Human Resources, Finance, Legal, external service providers and others, BRM practices have enjoyed widespread adaption in IT. The BRM organizational Role is a crucial link between a service provider and the business. In practice, the titles used by BRMs vary considerably (e.g. Business Partner, Account Manager, Consultant, Business Unit Manager, and Business Integration Manager). Building a BRM organizational capability goes well beyond just defining the BRM role and placing individuals in that role. The growing global importance of Business Relationship Management as a role, discipline and organizational capability is due to the shift from Provider ( i.e. IT department) as a commodity/order taker to a business strategic partner, as there is an increasing business demand for innovation and agility.
SPEAKER BIOGRAPHY
Svetlana Sidenko is the President of IT Chapter, a Montreal-based company, which specializes in IT consulting and IT Best Practices training, which she co-founded in 2003.
The Medical Device practice of NextGen Global Executive Search uses a proprietary Performance Based Retained Search process in recruiting exceptional talent for clients.
With over 15 years in Medical Device recruitment services, we are industry expertise in surgical, disposables, plasma separation and blood collection, transfusion therapies, infusion pumps including IV, medical device diagnostic and monitoring units, renal and peritoneal for kidney dialysis nano and neuro R&D.
Our Medical Device recruiting team have successfully recruited top level talent for clients worldwide in Class I, II, and III Medical Devices by placing Surgeons, CXO’s, Administrators, EVP/SVP, VP, Directors, and Principals in engineering, systems design, sales, marketing, research, and software development. Our placements have resulted in lucrative IPO’s, M&A’s, market penetration and IP value for our clients.
We know the technology and the global marketplace for medical device including:
Surgical – non-invasive, diagnostic, and disposables
Plasma Separation and Blood Collection – transfusion therapies, processing systems
Infusion Pumps – IV fluids and medications, IV tubing and access devices
Heart Rate & Fitness – monitoring systems, blood glucose, blood pressure meters
Diagnostic & Monitoring Systems – portable medical devices, wireless, RFID
Renal – peritoneal, kidney dialysis, hemodailysis, CRRT
Software – medical imaging, blood analyzers
Biomedical – preclinical, research and development, nano and neuro
We confer with the Client early and often to gain a clear understanding of BOTH your needs/requirements AND the corporate goal in filling this position. We then define the Tangible Skills and Experiences required for your ideal medical device candidate by determining the critical goals and major business successes the candidate will be accountable for producing.
Our proprietary real-time hypothetical reasoning and situational scenario behavioral interviewing techniques reveal candidates that have the motivations, aptitudes, leadership, learning ability and intelligence, accomplishments, persistence, and adaptability to fit the specific role and move your medical device strategy forward
Have confidence in the transition process with our Executive Onboarding for a new leader or executive we recruit by maximizing the chances that the new leader will be engaged quickly with the company’s culture, the department’s people, and the executive team.
1.Craft a compelling business development representative job description
Whether you're employing a beginner or experienced BDR, craft the business development representative job description that clearly states the duties and responsibilities of the role accurately.
2.Discover relevant candidates
As EasySource’s Candidate Discovery Module can instantly surface relevant BDRs from active, passive, and hidden talent pools based on your business development representative job description or simple prompts.
3.Screen candidates
EasySource's Candidate Screening Module uses a different approach. It looks at the overall profile of candidates based on what you're looking for in a business development representative.
4.Assess candidates
EasyAssess offers pre-built and customized adaptive BDR skill assessments that validate technical, and workplace skills as well as personality traits
5.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
6.Verify references
Verify the individuals' work histories and performance in prior roles after you have narrowed down your shortlist
7. Selection and Onboarding
An offer letter is really important as it protects both the company and the new employee. Make sure to send candidates a detailed offer letter that explains everything about the job, like the title, what they'll be doing, how much they'll be paid, and the benefits they'll get.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/business-development-representative
The importance of habits is much more than what we pretend. Habits are directly linked with our approach, and work methodology, and thus, the ultimate outcome of any task.
Most of the effective recruiters have the habit of staying organized and efficient in their work. This means having a well-defined process for sourcing and screening candidates, and being able to quickly identify the top talent. It also means being able to effectively communicate with hiring managers to ensure that they are kept up-to-date on the latest developments.
Finally, effective recruiters also have a strong understanding of the latest technology and tools available to them. This allows them to automate and streamline their workflows, and to more effectively connect with candidates through social media and other online channels.
Read more-
https://www.eklavvya.com/blog/effective-recruiters-habits/
An IT staffing agency is a company or organization that specializes in providing organizations with highly skilled and qualified information technology (IT) professionals to fill various roles within their IT departments. These agencies can help organizations with recruiting and hiring full-time employees, as well as providing contract or temporary staff to meet the specific needs of an organization. They can provide a wide range of professionals, including software developers, network administrators, cybersecurity experts, and IT project managers. The goal of an IT staffing agency is to help organizations find the right mix of skills and expertise to meet their technology needs and support their overall goals and objectives.
How to Hire the Perfect Conversion Rate Optimization ExpertHireQuotient
1. Define Your Goals and Expectations
Before starting the hiring process, clearly define what you aim to achieve through CRO. Whether it's increasing e-commerce sales, boosting sign-ups, or improving lead quality, having clear objectives will help you assess candidates based on their ability to meet these goals.
2. Use a Detailed Job Description
Refer to the job description template provided earlier to create a detailed posting that outlines the skills, experience, and qualities you are looking for. A comprehensive job description will attract candidates who are better suited to your specific needs.
3. Leverage Various Recruitment Channels
Post the job across multiple channels to reach a broad audience. This includes industry-specific job boards, professional networking sites like LinkedIn, and social media platforms. Additionally, consider reaching out to your professional network for referrals, as they can lead to high-quality candidates.
4. Screen Resumes for Key Skills
Look for candidates with a proven track record in CRO, including experience with A/B testing, user research, analytics, and web optimization. Also, consider their experience with the tools and technologies relevant to the role.
5. Conduct Thorough Interviews
Prepare a list of questions that delve into the candidate's experience, problem-solving skills, and understanding of CRO principles. Discuss specific projects they've worked on and the results they achieved. This will give you insights into their approach to optimization and ability to drive results.
6. Evaluate Technical and Analytical Skills
Consider giving a practical assignment related to a common CRO challenge or asking them to analyze a set of data and present their findings. This will help you assess their hands-on skills and ability to derive actionable insights from data.
7. Assess Cultural Fit
Ensure the candidate's work style and values align with your company culture. A CRO Expert who is a good cultural fit will be more likely to collaborate effectively with your team and contribute to a positive work environment.
8. Check References
Speaking with former employers or clients can provide additional insights into the candidate’s performance, work ethic, and impact on previous CRO initiatives.
9. Make a Competitive Offer
Once you've identified the right candidate, make an attractive offer that reflects the value they will bring to your team. Include not just salary, but also benefits, opportunities for growth, and any unique perks your company offers.
10. Ensure a Smooth Onboarding Process
Provide a comprehensive onboarding process that introduces the new hire to your company’s products, services, and marketing strategies. This will help them hit the ground running and start making an impact more quickly.
Read the full article here: https://www.hirequotient.com/how-to-hire/conversion-rate-optimization-expert
It is an analytical tool that describes the company’s unique profile and interprets its behavior in terms
of how well it performs; through carefully selected variables. The report determines its current level of
performance.
How to hire the perfect Marketing ManagerHireQuotient
1. Craft a compelling job description
Attracting top-tier talent, whether at the entry-level or experienced tier, requires a job description that authentically reflects the essence of the role and the values of our organization. Beyond outlining the specific responsibilities and requirements of the position, our job descriptions emphasize our company's core values, highlight the benefits of joining our team, and illuminate potential career paths within our organization.
2. Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant Marketing Managers from active, passive, and hidden talent pools based on your job description or simple prompts.
3. Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds Marketing Managers with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4. Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate Marketing Managers’ technical and workplace skills as well as personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5. Interview candidates
Automated video interviews can be a great way to go beyond the resume and learn more about candidates. Whether you are hiring one PMM or at scale, EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster.
6. Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7. Conduct reference checks
After shortlisting candidates, conduct reference checks to confirm their work history and performance in past roles. This step helps verify their claims and identify strengths and areas for improvement. Additionally, ask about their teamwork skills and ability to adapt to the company culture, as collaboration across teams is crucial for this role.
8. Screening and onboarding
For selection and onboarding, providing a comprehensive offer letter is vital to ensure clarity and mutual understanding between the employer and the candidate. During the onboarding process, acquaint the Marketing Manager with the organization's culture, values, and mission.
Read the full article here: https://www.hirequotient.com/how-to-hire/marketing-manager
Evaluation for PR and Event Management AgenciesAbel Ahing
Evaluation form for assessing public relations and event management agencies in their pitch for your job. This is a useful tool which you can use during pitching presentations to
A presentation that I did at the Talent Acquisition Conference in Johannesburg. We looked at the Pros and Cons of Internal and External Recruitment. We then looked at putting a Recruitment Strategy in place
The Impact of COVID-19 in B2B MarketingDemand Metric
In Q2 2020, we asked marketing leaders at mid-sized B2B companies in the USA abouthow the COVID-19 pandemic has impacted their plans for the year.
Here’s what we found.
In 2018, Return Path and Demand Metric partnered to study the state of email marketing to equip marketers with data and best practices to improve the use of email.
Engagement is the key to getting email into subscriber inboxes. This relationship to deliverability made engagement a logical next candidate for the study. Return Path and Demand Metric partnered again to study engagement and its relationship to email deliverability.
Infographic Vidyard Video Marketing 2018Demand Metric
For far too long, the emphasis on video content marketing has been on production quality; the higher the quality, the more marketing value a video is presumed to have. While quality is certainly an important aspect of video content, producing quality video does not guarantee video content marketing success. Success is very much a function of how well video content and viewing data integrate with the marketing technology stack, and how the sales team leverages the intelligence. In this fifth annual video content marketing report, Demand Metric and Vidyard partnered on research to better understand the use of video for sales and marketing, how performance is being measured, and what impact video is having. This study’s focus is on the use of video in marketing, the maturity indicators such as measuring video content performance, and how video viewing data is integrated with marketing automation platforms (MAP) and customer relationship management (CRM) systems. This report shows what progress, if any, has been made in the fifth year of this study. These study results provide insights and data useful for helping marketers get the highest possible return on their video content investment.
Download the PDF: https://www.demandmetric.com/content/digital-marketing-best-practices-report
It has been said that “All Marketing is Digital Marketing.” And with good reason! In the last decade (or less), the marketing environment has been transformed.
Marketing has moved from an environment in which traditional marketing, brick and mortar storefronts and Digital Marketing options all competed for the time, attention and resources of the marketing department to one in which Digital Marketing reigns supreme – with an occasional nod in the direction of the storefront, or traditional marketing (direct mail, print advertising, etc.)
One of the biggest challenges of Digital Marketing is the speed of which it has taken over the marketing organization, often in an ad hoc, uncoordinated fashion.
Demand Metric’s research has consistently shown that Digital Marketing has a very significant and positive impact on the organizations that are employing it when they do so by following best practices and processes in a coordinated, holistic approach.
In this Best Practices Report on Digital Marketing we will cover the Digital Marketing landscape in five distinct categories - Content Marketing, Social Media Marketing, Mobile Marketing, Video Marketing and Public Relations
Download the PDF: https://www.demandmetric.com/content/content-marketing-solution-study
Our Content Marketing Solution Study presents the insights, landscape and vendors within the content marketing space. Demand Metric defines content marketing as the strategies, processes and software technology that enable marketing departments to automate, measure and improve the performance of marketing strategies, activities and workflows.
These strategies and activities include: Email Marketing, Multi-channel Campaign Management, Inbound/Search Marketing, Landing Pages, Lead Generation, Lead Management, Lead Scoring, Lead Nurturing, Social Marketing, Marketing Resource Management, Event Management, Engagement Marketing and Marketing Analytics.
The three foundation functions of marketing automation systems are – email marketing, campaign management and lead management. While the most advanced and sophisticated marketing automation systems have extending capabilities far beyond this base, these functions are core to a Marketing Automation system.
Download the PDF: https://www.demandmetric.com/content/seo-technology-overview
SEO is no longer just about search.
In fact, SEO, which in its early days focused primarily on keywords
(finding, optimizing, ranking), is now a baseline factor of a broader Internet
Marketing strategy across the Enterprise.
This new SEO-driven market segment that has been called Web
Presence Management (WPM) is based on the reality that keywords no
longer drive search results, but rather optimized content does.
As the SEO market matures, quality measures, such as reputation, trust,
content relevance and author authority, are replacing the old quantity
metrics, such as keyword rankings and link volume.
Advanced SEO solutions now weigh campaign performance metrics
(based on brand building, site traffic and conversion) more heavily than
keyword rankings.
This reality is based on changes in the way customers search, the
increasingly integrated omni-channel marketing environment and,
most notably, changes to Google’s Search Engine Results Page (SERP)
algorithms that favor page content freshness, density and content-rich
media over standard keyword search.
All of this means that Modern Marketing Organizations (MMOs) must
re-evaluate their SEO strategies, processes and campaigns.
In this report we will examine the state of the market, share results from the
SEO Benchmark Study, evaluate the strengths and weaknesses of 15 top
SEO solutions in our vendor landscape to help organizations choose the
best solution for them, highlight the current trends in SEO that will have an
impact on Enterprise SEO initiatives and provide some recommendations
for the way forward as SEO is redefined right before our eyes.
Demand Metric defines Search Engine Optimization Platforms
as those frameworks, tools and technologies that use searchrelated
functionally to secure high visibility and web presence
for brands, products, services and companies through the use
and management of elements, such as keywords, links, content
relevance and social signals tracking.
In its fourth year, this report on video marketing metrics highlights best practices including video hosting to how video viewing integrates with the sales funnel.
Formalizing the Sales Support Function How-To GuideDemand Metric
Executive Summary
At the highest level, the Sales Support function is responsible for ensuring that the Sales & Marketing departments have the tools, resources, and systems they need to achieve current and future sales revenue targets.
Read this brief 2-page guide to learn:
Director of Sales Support Roles & Responsibilities
Action Plan for formalizing the sales support function
Read this report to learn how to assess your current level of effectiveness, and if necessary, hire an experienced Director of Sales Support.Download our Director of Sales Support Job Description to get started!
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com (link sends e-mail) to make a content request.
How to Launch a Mobile App Guide How-To GuideDemand Metric
Executive Summary
A mobile app is a software application designed for smartphones, tablets and other mobile devices that has been built on a mobile operating system such as iOS, Android, Blackberry and Windows.
Mobile apps were originally developed for productivity and information retrieval. Today, over 91% of all U.S. citizens have their mobile device within reach 24/7 (Morgan Stanley). The rising use and accessibility of mobile phones has influenced many companies to enter this growing market with new and innovative use cases.
This How-To Guide discusses the benefits of creating a mobile app, things to consider before building a mobile app and an action plan to help you launch your new app.
Read this brief 5-page guide to understand the following:
Benefits of creating a mobile app
Things to consider
Action plan for launching your mobile app
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com (link sends e-mail) to make a content request.
Getting Started with Agile Marketing How-To GuideDemand Metric
Executive Summary
Agile Marketing is a method for planning and executing a marketing plan borrowed from the world of software development. Instead of long, “waterfall” methods of development that too often result in delayed or out-of date products launching later than planned, the Agile method follows a simple process of build, measure, and learn. Marketers all over the world are adopting this method to the extent that 2013 has been dubbed “the year of Agile Marketing".
This How-To Guide defines why Agile Marketing is important and outlines its key principles and identifies and action plan for getting started.
Read this brief 5-page guide to understand the following:
How to apply agile methods to marketing
Important terminology
How Agile Marketing is currently being used
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com (link sends e-mail) to make a content request.
Entering the European Market Successfully How-To GuideDemand Metric
Executive Summary
Leaving your domestic comfort zone to operate in another country or even continent requires careful planning. Expanding into new geographical markets is very exciting, but also very nerve-wracking. Any firm considering entering into international business transactions must understand that doing business abroad is not a simple task. It is stimulating and potentially profitable in the long-term but requires much preparation and research prior to the first transaction.
Europe is probably the most heterogeneous continent on our globe, making understanding market potential more challenging than in more homogeneous markets. Because of the European Union, it’s tempting to view Europe as a single market. In reality, you must consider each country as a market, because each country has a different mix of history, culture, language and business etiquette.
This How-To Guide will describe the steps required to successfully expand into the European market.
Read this 7-page guide to understand the following:
Understand market potential
Identify product-market comibinations
Identify a local partner
Launch and start selling
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com (link sends e-mail) to make a content request.
Driving SEO with Press Releases How-To GuideDemand Metric
This How To Guide will explain how press releases can boost SEO efforts, how to write press releases for SEO, the pros and cons of doing so and conclude with an action plan on using press releases in your SEO efforts.
For decades, press releases were the basic building blocks of a public relations strategy. A company that wanted press coverage would write and issue a press release. The more skilled the company was at media relations, the better this strategy worked. Press releases still serve this purpose, although a new and important use of press releases has evolved as a tool for Search Engine Optimization (SEO).
For companies whose websites are key to revenue generation, the SEO benefits are the primary motivation for writing and issuing press releases. If releases also produce favorable media coverage, that’s viewed as a bonus. The benefits of this SEO strategy result from the links a press release can produce back to the issuer’s website. These links are known as backlinks. The more external, authentic backlinks a website has pointing to it, the higher it ranks on a Search Engine Results Page (SERP). While this strategy is conceptually simple to grasp, executing it effectively requires some insider knowledge of both media relations and SEO.
Read this brief 8-page guide to understand the following:
How press releases boost SEO
Writing press releases for SEO
The pros and cons of a press release SEO strategy
Using press releases in your SEO efforts
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com to make a content request.
Calculating Customer Lifetime Value How-To GuideDemand Metric
Executive Summary
This How-To Guide details the definition of customer lifetime value (CLV), the advantages of calculating CLV and the standard formula for calculating CLV.
Common sense tells us that the longer a customer is in relationship with a company, the more profitable that customer relationship is. However, many companies put the emphasis on new customer acquisition and not enough effort is made to retain existing customers. This is a mistake, because the financial impact of retaining customers is substantial: companies can increase profits by as much as 100% by retaining just 5% more of their customers. For these reasons, CLV is a crucial metric that most organizations overlook mainly because its definition and purpose are not entirely known. Understanding the monetary value each customer represents to your organization can help you budget correctly for your business needs, strategically plan your marketing initiatives and improve long-term relationships with your customer base.
Read this brief 4-page guide to learn about:
Customer Lifetime Value
The advantages of calculating CLV
The standard formula for calculting CLV
Use the Customer Lifetime Value Calculator to get started!
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com (link sends e-mail) to make a content request.
Lead Scoring: Five Steps to Getting Started How-To GuideDemand Metric
Executive Summary
This How-To Guide will help marketers score leads by showing how to set up a simple lead scoring system and then refine it over time.
Lead scoring applies mathematical formulas to rank potential customers. It is chiefly used to identify prospects that are ready for direct sales contact. Because the calculations are automatic, the scores are consistent, current, and can include more variables than any manual assessment. This saves marketers work, ensures that all qualified leads are sent to sales promptly, and keeps non-qualified leads out of the sales system.
Read this brief 11-page guide to learn about:
The case for lead scoring
Setting up a simple lead scoring system
Refinements to improve results over time
Companies that follow this process will quickly gain immediate benefits from lead scoring and have a solid foundation for future growth.
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com to make a content request.
Executive Summary
Social media are now part of every business and consumer activity, joining telephone, Web, broadcast, and face-to-face interactions as primary communication channels. This means that all marketing, sales, and service organizations should include social media as part of their basic activities. Yet social media are still new enough that many organizations are still struggling to learn how to use them, while others are learning how to use them most effectively.
This How-to-Guide provides an overview of social media applications and emerging best practices for deploying social media at your company.
Read this 9-page guide to learn:
The definition of social customer relationship management (CRM)
The main functions needed for social CRM
The vendor landscape for social CRM
Social CRM best practices
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com (link sends e-mail) to make a content request.
Executive Summary
This How-To Guide will explain the components of a Marketing Resource Management (MRM) system, provide an action plan for deployment, and conclude with a plan for implementation.
Marketing Resource Management (MRM) systems control the administrative processes that support customer-facing marketing programs. This distinguishes MRM from marketing execution systems that store customer databases and deliver marketing messages through email, Web ads, and other channels. MRM may be sold independently or as a component of comprehensive marketing management systems which also provides execution.
MRM functions fall into two primary clusters. The first involves functions related to company-level marketing management, including program planning, scheduling, budgeting, and cost reporting. The other cluster relates to program management, including task lists, purchasing media and materials, and content creation, approvals, storage, and distribution. Some MRM systems specialize in a few of these functions. Others specialize in additional functions such as customizing content for local offices or dealers or in marketing reporting and analysis. Systems may also be tailored to specific industries or companies of a certain size.
Companies buy MRM systems when their marketing programs become too complicated to run in a less systematic fashion. This, along with the systems’ high cost, originally meant that MRM was used almost exclusively by large marketing organizations with hundreds of marketers in multiple offices. More recently, the growth of digital marketing has meant that even small marketing organizations need to manage many different programs and content versions across multiple channels, and to introduce new versions more quickly. This expanded complexity has rarely been accompanied by a corresponding expansion of staff, adding to the pressure for more efficient operations. At the same time, costs have decreased as MRM capabilities were added to integrated marketing suites and as stand-alone MRM products became available as vendor-hosted services (Software as a Service, or SaaS). The result has been increased use of MRM systems among companies of all sizes.
Read this 7-page guide to learn about:
The components of a Marketing Resource Management (MRM) system
An action plan to deploy an MRM system
How to implement an MRM system
Demand Metric's How-To Guides are designed to provide practical, on-the-job training and education and provide context for using our premium tools & templates. If there is a topic that you would like to see covered, please contact us at info@demandmetric.com (link sends e-mail) to make a content request.
1. PR Agency Selection Tool
PR Agency 1
People
Evaluation Criteria Score Areas of Concern
We have good chemistry with this agency. 3
We trust the agency's leadership. 1
We know the specific agency representatives we will work with day-to-day. 3
The agency is a good fit for our culture and there is obvious synergy between our teams. 4
The agency staff have acceptable tenure - their relationships with clients they support don't turnover
often. 5
There is a high level of energy and professionalism exhibited by the agency staff. 2
The agency has a excellent reputation with the media. 3
The agency can bring creativity and leadership to our PR function. 4
The agency has been responsive to our requests. 3
Morale at the agency seems high - it is a fun place to work. 3
Experience, Skill-Set & Approach
Evaluation Criteria Score Areas of Concern
The agency understands our business. 4
2. The agency has existing relationships with important media, analysts and other centers of influence. 1
The agency's focus and expertise is well aligned with our business. 3
The quality and reputation of the agency's existing client set is good. 4
The agency is proficient in traditional and new media (e.g. social media, SEO) practices. 2
There is demonstrated success across the full-spectrum of current communication channels. 3
We would not be one of the smaller clients of this agency. 4
The agency uses sophisticated analytics to regularly report the results of their efforts on our behalf. 1
The agency has invested in the tools and technology to faciliate collaboration with clients and media. 5
Financial Considerations
Evaluation Criteria Score Areas of Concern
The proposed fee structure and terms for our agency relationship is reasonable. 1
The agency is stable financially and has a history of business success. 1
Additional expenses & costs are clearly outlined in the proposal. 3
The agency doesn't mark up and pass on expenses for things we can do ourselves (e.g. wire
distribution). 4
All training and relationship startup costs are clearly accounted for in the proposal. 1
Referrals
Evaluation Criteria Score Areas of Concern
The agency provided multiple client referrals. 1
3. The agency provided referrals from clients in our industry. 1
No major issues were raised by the agency's previous clients. 1
The agency produced results for the reference clients. 2
The agency does not currently work for one of our direct competitors. 1
4. PR Agency Selection Tool
PR Agency 2
People
Evaluation Criteria Score Areas of Concern
We have good chemistry with this agency. 4
We trust the agency's leadership. 5
We know the specific agency representatives we will work with day-to-day. 5
The agency is a good fit for our culture and there is obvious synergy between our teams. 4
The agency staff have acceptable tenure - their relationships with clients they support don't turnover
often. 5
There is a high level of energy and professionalism exhibited by the agency staff. 3
The agency has a excellent reputation with the media. 2
The agency can bring creativity and leadership to our PR function. 4
The agency has been responsive to our requests. 5
Morale at the agency seems high - it is a fun place to work. 4
Experience, Skill-Set & Approach
Evaluation Criteria Score Areas of Concern
The agency understands our business. 3
5. The agency has existing relationships with important media, analysts and other centers of influence. 1
The agency's focus and expertise is well aligned with our business. 4
The quality and reputation of the agency's existing client set is good. 5
The agency is proficient in traditional and new media (e.g. social media, SEO) practices. 4
There is demonstrated success across the full-spectrum of current communication channels. 1
We would not be one of the smaller clients of this agency. 5
The agency uses sophisticated analytics to regularly report the results of their efforts on our behalf. 2
The agency has invested in the tools and technology to faciliate collaboration with clients and media. 4
Financial Considerations
Evaluation Criteria Score Areas of Concern
The proposed fee structure and terms for our agency relationship is reasonable. 4
The agency is stable financially and has a history of business success. 4
Additional expenses & costs are clearly outlined in the proposal. 5
The agency doesn't mark up and pass on expenses for things we can do ourselves (e.g. wire
distribution). 1
All training and relationship startup costs are clearly accounted for in the proposal. 2
Referrals
Evaluation Criteria Score Areas of Concern
The agency provided multiple client referrals. 1
6. The agency provided referrals from clients in our industry. 3
No major issues were raised by the agency's previous clients. 4
The agency produced results for the reference clients. 2
The agency does not currently work for one of our direct competitors. 5
7. PR Agency Selection Tool
PR Agency 3
People
Evaluation Criteria Score Areas of Concern
We have good chemistry with this agency. 5
We trust the agency's leadership. 4
We know the specific agency representatives we will work with day-to-day. 2
The agency is a good fit for our culture and there is obvious synergy between our teams. 3
The agency staff have acceptable tenure - their relationships with clients they support don't turnover
often. 1
There is a high level of energy and professionalism exhibited by the agency staff. 4
The agency has a excellent reputation with the media. 3
The agency can bring creativity and leadership to our PR function. 2
The agency has been responsive to our requests. 1
Morale at the agency seems high - it is a fun place to work. 1
Experience, Skill-Set & Approach
Evaluation Criteria Score Areas of Concern
The agency understands our business. 3
8. The agency has existing relationships with important media, analysts and other centers of influence. 5
The agency's focus and expertise is well aligned with our business. 2
The quality and reputation of the agency's existing client set is good. 3
The agency is proficient in traditional and new media (e.g. social media, SEO) practices. 1
There is demonstrated success across the full-spectrum of current communication channels. 5
We would not be one of the smaller clients of this agency. 4
The agency uses sophisticated analytics to regularly report the results of their efforts on our behalf. 2
The agency has invested in the tools and technology to faciliate collaboration with clients and media. 3
Financial Considerations
Evaluation Criteria Score Areas of Concern
The proposed fee structure and terms for our agency relationship is reasonable. 2
The agency is stable financially and has a history of business success. 4
Additional expenses & costs are clearly outlined in the proposal. 5
The agency doesn't mark up and pass on expenses for things we can do ourselves (e.g. wire
distribution). 3
All training and relationship startup costs are clearly accounted for in the proposal. 1
Referrals
Evaluation Criteria Score Areas of Concern
The agency provided multiple client referrals. 5
9. The agency provided referrals from clients in our industry. 3
No major issues were raised by the agency's previous clients. 5
The agency produced results for the reference clients. 4
The agency does not currently work for one of our direct competitors. 4