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7 Doable Steps for Businesses

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7 Doable Steps for Businesses Going Digital COVER photo

Gone are the days when going digital is just a nicety or an add-on for your businesses. With the pandemic going on, it has significantly affected everyone, including our lives and businesses.

As of January 2021, there are 4 billion active internet users worldwide. People go online to stay connected during the pandemic. With the lockdown restrictions enforced around the globe, the majority of businesses were faced with the urgency to put more online efforts as well.

As businesses acknowledge the urgent need for digital transformation, the majority of them do not know where to start. In a survey conducted by Jabil, 90% percent of companies of all sizes in the world are faced with almost the same hurdles to digital transformation. These drawbacks include:

  • The lack of expertise to spearhead digital approaches or plans
  • Come up with an overall, company-wide digital strategy
  • Employees or the organization push back against change, especially with the process involved in digital transformation
  • Limited budget to build a digital transformation strategy
  1. Why you should go digital now
  2. What steps you can take for going digital
  3. Key takeaway


Why You Should Go Digital Now

While the above data show that we all face the same challenges, this shouldn’t hold you back to be receptive to change. As a business owner, these drawbacks must enable you to come up with doable steps or actions for your organization.

As mentioned, people are now online to look for information, stay in touch, and for amusement or enjoyment.

Apparently, the e-commerce industry had significant growth in 2020. Both the apparel retail and grocery retail industry were able to grow their digital migration by 40% and 100%.

Some industries that have adapted to digital transformation prior to the pandemic are reaping the rewards of increased customer revenue and market share.

Forbes has come up with a list of industries that thrived during the pandemic, including cleaning services, grocery stores, delivery services, fitness equipment companies, tutoring services, and many others.

Companies that are active on their social media showed improved customer engagement as well. These companies focused on “people-brand connections.”

But how do these businesses thrive in their customer engagement? They understood the value of real-time customer service, well-thought-out, and relevant actionable online content, and the seamless omnichannel customer experience.

Other businesses that use the right digital tools to accommodate their employees to work from home improved their employee morale. In addition, businesses with platform-based business models have cut down their office-based costs as well.

Our SEO Hacker agency is one of the few tech companies that have adapted to the digital transformation well. For 11 years, we have equipped ourselves for what’s to come.

All the challenges our SEO agency faced have helped us become more resilient over time. From the way we do business with our clients to Google’s innumerable algorithm updates, the emergence of more digital marketing forms, and the use of team collaboration tools with our ever-reliant team, we will continue to thrive as time progresses.

What Steps You Can Take for Going Digital

Change does not happen without resistance and inconvenience. When you come up with new ideas and present them to your team, either you won’t get any response from them OR nobody will dare act on them.

And this behavior is common among many employees. The fear of the unknown is real to most of us. Yet, this shouldn’t discourage you to keep up with digital migration. Here, we came up with 4 actionable steps you can take to go digital with less resistance:

Set a company-wide digital transformation strategy goal

Be consistent and transparent with your team. Explain to them that going digital is vital to the growth of your business. Begin with a clear vision of why you need to digitally transform, a set of goals you need to reach, and involve your whole team with their specific roles and purposes.

Your journey to going digital shouldn’t end with one team or department alone. If you want your business to be resilient over unprecedented situations, your team needs to work toward a common goal. In other words, your common goal should be to meet the needs of your clients or customers.

Find a talent with technology expertise to help you with your digital journey

Most businesses aren’t tech-savvy. The process of digital transformation poses many technical challenges. That’s why you need the right people on board.

Hire talented individuals with relevant experience, and train your team to become digitally literate. Our SEO agency has built an internal onboarding system that will indoctrinate our new hires and provide them with all the information they need for their work.

Stay ahead of the game by helping your team build the skills they need to thrive and to be tech-savvy. Most of the time our different teams work together to get to our client’s goal. More often than not, when our different teams collaborate, we get exponential results.

Find free online tools and platforms that can provide convenience and options to customers

As more people shop and look for information online via their smartphones, your business must be adaptable to where your customers spend their time in.

Spend time doing your homework by looking for free online tools and platforms that can make your and your team’s work easier. Fortunately, there are tons of technologies out there that don’t require codes for use and are beginner-friendly.

SEO Hacker Best SEO Tools 2021

Our SEO Hacker team uses different tools to meet our and our partners’ goals. We also make use of FREE tools for our digital marketing that is user-friendly as well.

Set a realistic budget for your digital transformation journey

There is no one size fits all budget when it comes to digital migration because businesses have different sizes, too. If you limit your business’ digitalization because of your budget, you are also limiting your business’ growth.

As you go along your digital transformation journey, financial constraints are unavoidable. However, do not let these budgetary constraints put your company at risk. Use your existing budget as your benchmark to see how short or how much time you need for your business to be fully digitized.

Key takeaway

As business owners, it’s a challenge to leave our comfort zones and adapt to changes. This is true especially if we are used to the business model and strategies that we’re accustomed to and have provided us with promising results.

However, we need to keep in mind that our businesses exist and thrive not because of our product, but because of our customers. We can’t expect our customers’ behavior to remain unchanged. A crisis can only speed up the pace of people’s behavioral changes which entails their consumption patterns too. A crisis where people are required to stay at home for a while calls for businesses to go digital.



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When Your SEO Competitors Don’t Match What You Know

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When Your SEO Competitors Don't Match What You Know


You know your competitors, and you’re not going to let some damned SEO tool tell you different!

Hey, I’ll give you the first part, but there are a lot of reasons that the results from a tool like True Competitor might not match your expectations, and that could be a good thing.

I’m going to dig into five of those reasons:

  1. You’re living in the past

  2. You’ve hit a brick wall

  3. You can’t see the trees

  4. You’re stuck in one tree

  5. We’re just plain wrong

First, the toughest one to hear — the world is changing, and you’re not changing with it.

1. You’re living in the past

Look, I know Big Wally at Big Wally’s Widget World said your Grandma’s meatloaf was “just okay, I guess” at the church potluck in ‘87, but you need to move on. Even if you’re not quite-so-literally stuck in the past, you may be operating on an outdated sense of who your competitors are. Especially online, the competitive landscape can change quickly, and it’s worth re-evaluating from time to time.

2. You’ve hit a brick wall

Quite literally — you’ve run headlong into your own brick-and-mortar wall. As a business with physical locations, your competitors with physical locations are absolutely important, but from a search perspective, they may not represent who you’re actually competing with online.

Take, for example, McDonald’s — you might expect the competition to include Wendy’s, Burger King, Taco Bell, and other fast food chains with physical restaurants. Meanwhile, here are the second through fourth results from True Competitor:

While DoorDash, Grubhub, and Uber Eats don’t have traditional, physical locations, these are the places where McDonald’s online customers go to order, and they represent a significant amount of organic SERP real estate. From an SEO standpoint, this is reality.

3. You can’t see the trees

You can see the whole forest from where you’re standing, and that’s great, but are you missing the diversity and distinctiveness of the trees?

This is easier to show than tell. Let’s take a look at big box retailer, Target. True Competitor returns the following top three:

No big surprises here, and no one should be shocked that this list includes not only brick-and-mortar competitors, but online retail juggernauts like Amazon. Let’s take a deeper look, though (the following are competitors #8, #7, and #22 in our current data):

Target isn’t just up against the whole-forest, big box retailers — they also have to contend with niche competition. Their competitors in the video game space include not only brick-and-mortar retailers like GameStop, but competitor-partners like Sony and Nintendo (which both sell hardware and software directly online).

Not every grove of trees is going to have the same needs and growing conditions. Your competitive landscape could have dozens of ecosystems, and each of them requires unique research and likely a unique strategy.

4. You’re stuck in one tree

On the other hand, you could be stuck in just one tree. Let’s take Ford Motor Company as an example. Savvy marketers at Ford know they’re not just up against legacy automakers like Chevrolet and Toyota, but up-and-coming competitors like Tesla and Rivian.

That niche is incredibly important, but let’s take a look at what the SERPs are telling us:

These are Ford’s #1, #2, and #5 competitors, and they aren’t automakers — they’re automotive content producers. Does this mean that Chevy and Tesla aren’t Ford’s competitors? Of course not. It means that those automakers are infrequently appearing in SERPs alongside Ford. Ford is competing with mentions of their own products (makes and models) in leading online publications.

5. We’re just plain wrong

Hey, it happens — I’m not here to claim that we’re perfect. SERP-based competitive analysis has a couple of limitations. First, as discussed, SERP analysis doesn’t always reflect the brick-and-mortar world. From an SEO perspective, that’s fine (if they’re not ranking, we’re not competing with them for search share), but there are other essential pieces to the puzzle.

Second, our SERP-based analysis is based on national results and does not reflect regional or hyperlocal competition. Some regional businesses do have national competitors, and that’s worth knowing, but localized perspectives are important as well.

Maybe it’s a good thing…

What if a tool like True Competitor only returned information that you already knew? I guess you could pat yourself on the back and move on with life, but what did you learn? To me, the entire point of SERP-based competitive analysis is to challenge your expectations and your point of view. If the results don’t match what you expect, that mismatch represents opportunity.

More likely than not, it doesn’t mean you’re wrong (unless you’ve let vanity and personal history get the best of you) — it means that you’re missing a perspective or a niche that could be important. If you can see that missing perspective as money left on the table, then you’ve got a good chance to pick it up and walk away with a bit more in your pocket.


The Competitive Analysis Suite is now available to all Moz Pro customers, and we’d love to hear your feedback via the ‘Make a Suggestion’ button in the app.

Sign up for a free trial to access the Competitive Research Suite!

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How Full-Cycle Recruiting Can Improve Your Recruitment Process

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How Full-Cycle Recruiting Can Improve Your Recruitment Process


Job vacancies can cost a company an average of $500 per day.

Companies can save money, improve the quality of their hires, eliminate communication gaps, and increase accountability during the recruitment process by implementing a full-cycle recruitment strategy.

The full-cycle recruitment process is managed by a single full-cycle recruiter or full-cycle recruiting agency.

Full-Cycle Recruiting Process

full cycle recruitment process

The full-cycle recruiting process includes six stages: preparing, sourcing, screening, selecting, hiring, and onboarding.

Preparing

The first stage of the full-cycle recruiting process is the preparing stage. A recruiter will begin this stage by working with a hiring manager to identify a hiring need and create a persona — a fictionalized profile of your company’s ideal candidate.

During the next step of the preparing stage, the recruiter and hiring manager will determine how much compensation a candidate will be offered. This information will be used to create a job posting that includes an overview of the role, responsibilities, salary range, benefits, and information about the company.

Sourcing

After creating a persona and job posting, a recruiter will use word-of-mouth, internal recruiting, employee referrals, social media, job boards, or career websites such as LinkedIn and Glassdoor to find jobseekers that fit the ideal candidate persona.

Screening

After finding potential candidates, a recruiter will carefully review applicants’ resumes and cover letters with the help of HR software. Then, the recruiter will perform a phone screen or on-demand interview.

For most talent acquisition leaders, resume screening is the most time-consuming and challenging part of recruitment.

Selecting

After screening and shortlisting candidates, the recruiter will determine which candidate is the best fit for the role by conducting face-to-face or virtual interviews.

A recruiter will ask candidates in-depth questions to learn more about their professional background and qualifications during a face-to-face interview. The recruiter may also have candidates complete writing assignments or a series of tasks to prove they are a good choice for the position.

Once the recruiter selects the best candidate, they will check the candidate’s references or order a background check.

Hiring

The hiring stage is the most important of the process.

After choosing the best candidate for the role, the recruiter will contact the candidate with an official job offer and may have to negotiate the terms of the offer. The candidate may feel more comfortable receiving a job offer from the full-cycle recruiter rather than the hiring manager because the recruiter has been the candidate’s primary contact throughout the hiring process.

Onboarding

The final stage of the full-cycle recruiting process is the onboarding stage. During the onboarding stage of the process, a hire is integrated into the company. The full-cycle recruiter will familiarize the new hire with the company culture and team members using a welcoming orientation or introductory path.

1. Identify the ideal candidate for the role.

A candidate persona is a description of your ideal applicant. Creating a candidate persona will help your recruiter choose the best applicant for the role by honing in on the criteria that your ideal candidate should meet.

To create a persona, start by asking yourself questions about your ideal candidate to identify their skills, qualifications, experience, education, and background. For example, what industry do they currently work in? Do they hold the role that you are hiring for? What are their professional goals? What work environment do they thrive in?

Once you have answered the questions, interview managers at your business who would oversee your ideal candidate and ask about the skills that would help employees thrive in the role. Use the managers’ recommendations to help craft your ideal candidate’s persona.

2. Find potential candidates.

Create advertisements that target jobseekers who fit your ideal candidate persona. Post the advertisements to social media websites and job boards such as LinkedIn, Facebook, and Glassdoor to reach potential candidates searching for new positions.

You can also use promotions and transfers to recruit existing employees who may qualify for the position. Internal recruiting can help your company reduce onboarding time, boost morale, and save time and money.

3. Review candidates’ resumes and cover letters.

Use applicant tracking software (ATS) to scan applicants’ resumes and cover letters for criteria that matches your ideal candidate persona, such as education, years of experience, and previous job titles.

If you are reviewing resumes and cover letters manually, scan each resume for keywords that match the open position. Next, separate them into 3 categories: resumes that do not meet the criteria for the position, resumes that meet some of the criteria, and resumes that meet all of the criteria. Double-check the resumes in each category.

Place the candidates that are closest to your company’s ideal candidate persona on a shortlist.

4. Conduct face-to-face or virtual interviews with shortlisted candidates.

Interviewing shortlisted candidates can help you find the best fit for the job. By interviewing candidates, you can learn more about their experiences and qualifications, their potential to fit into your company culture, and their soft skills, such as how they perform under pressure.

Conducting standardized interviews can also help you view candidates objectively and prevent bias in the hiring process.

5. Contact the best candidate with an official job offer.

After conducting interviews, extend an official job offer to the best candidate. Indeed recommends contacting the candidate by phone the same day as their final interview or within one day of making your decision.

Benefits of Full-Cycle Recruiting

Full-cycle recruiting improves the efficiency of the hiring process in five key ways:

Faster Hiring

The full-cycle recruiting process reduces time-to-hire, making the recruitment process more efficient. Time-to-hire is a measure of the time between when a candidate enters the pipeline and when they are officially hired. A shortened time-to-hire reduces the risk of a company losing out on highly qualified candidates that may be simultaneously interviewing at other companies.

Streamlined Strategy

Using a full-cycle recruiting strategy streamlines the recruitment process. It eliminates delays caused by communication gaps because the process is handled by a single recruiter or agency that can construct a simple strategy and follow it through to the end.

Improved Quality of Hire

Quality of hire measures the value a new hire contributes to a company’s overall success. Improving the quality of hire increases employee engagement, improves job satisfaction and productivity levels, and decreases turnover costs.

A full-cycle recruiter implements a more personalized and thorough process than a traditional recruiter. As a result, full-cycle recruiting improves the quality of hire by precisely identifying the best candidate for a position.

Increased Accountability

Because one person manages the entire full-cycle recruiting process, all of the successes and failures of the process are their responsibility. The recruiter benefits from this responsibility because they can’t lose a candidate due to someone else’s mistakes.

Improved Communication

In full-cycle recruiting, candidates remain in communication with a single person throughout the hiring process. Therefore, the process alleviates any possible concerns a candidate may have about delays caused by miscommunication between hiring personnel.

Full-Cycle Recruiting Process Results

A well-executed full-cycle recruiting process will result in an employee who feels prepared on their first day. This is all thanks to a full-cycle recruiter who guided them through the recruitment process, maintained communication, and provided necessary information about the job position and the company.

Discover videos, templates, tips, and other resources dedicated to helping you  launch an effective video marketing strategy. 



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3 ways to dominate with Google Auction Insights and search intelligence

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3 ways to dominate with Google Auction Insights and search intelligence


While marketers have overcome many challenges in recent years, sadly, the second half of 2022 is poised to be very different from the first. Unprecedented macroeconomic factors such as high inflation, food and energy costs and the war in Ukraine are impacting our business.

Hiring is starting to slow down, and the pressure is on. There is a good chance that you’ll probably be asked to do more with less, as budgets may be prioritized and cut in certain areas. 

On the flip side, Google Search ad spend continues to rise. It’s the channel that is always on, the channel with the highest conversion rate and the channel that won’t go away.

This part of the marketing mix is reliable and constant, but are the campaigns delivering success? Are they contributing to sales? Contributing to leads?

Auction Insights is a powerful tool we’ve all come to use for understanding campaign performance against competitors. Search intelligence adds another layer of granularity to ensure you’re one step ahead of your competition.  

Join Ashley Fletcher, VP of Marketing at Adthena, in his informative SMX Advanced session to explore three easy search intelligence tactics that will help you dominate your competitive landscape. He also shares use-cases from L’Oreal and Avanti West Coast trains.  

After this session, you’ll be able to save time with competitive monitoring, track performance over time and see your competitor’s spend and ad copy. The presentation will help you use data to make better ad campaign decisions and dig into search intelligence to understand why certain ads are successful to ultimately dominate the competition.


About The Author

Adthena is the The Ultimate Search Intelligence Solution. It serves hundreds of the world’s largest advertisers through its patented “Whole Market View” technology. Updated daily and unrivaled, Adthena uses machine learning to help digital marketers understand their paid and organic search landscape and improve campaign performance. Processing over 10TB of new data, indexing 500 million adverts and 200 million keywords in 15 different languages every day, Adthena works with over 250 clients spread across 14 different business sectors ranging from retail, finance, travel and automotive. Our Solutions include: Partner Management, Strategic Benchmarking, Gap Analysis, Ad Copy Analysis and Brand Protection.



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