Monday, September 28, 2009
Can Oprah Be Used as a Marketing Tool?
This past weekend, I came across an article about Oprah being the most positive PR and Marketing leader. To me, this completely makes sense espcially having people who are that influencial; like Michelle Obama and Oprah. Anything these two women do in the public eye is seen and picked apart. Any product, book or even guest Oprah talks about makes people go crazy. Many of the books she has used for her book clubs have hit the number one best selling lists. Its insane how influential one person can be on so many people. I feel if you could get your product to be endorsed or even appear on the Oprah Show you would have great success with your campaign. She has an impeccable track record with products and anyone would be lucky to have someone as influencial as her endorse their campaign.
Tuesday, September 22, 2009
No Ads for Twitter
Twitter has announced it will no longer allow ads on its websites for the rest of 2009. This is a bit shocking to me because advertisements seem to be what support any website. Currently, I work dor Cox Ohio Media, specifically Dayton Daily News and I know first hand how important advertisements are to print and to the web. Twitter feels they need to develop how they will make a profit before they start placing ads on the website. I hope this does not hurt them in the long run.
Friday, September 18, 2009
Coca Cola #1 nine years running?
Recently I read an article on prweek.com about Coca-Cola being Interbrand's Best Global Brands list of the top 100 brands for the ninth year in a row. When I first read this I was a bit taken back. Instant thoughts of "how can that be" raced through my head. I read this statement over and over then it hit me. No, I have not been all over the world but the few places I have been did indeed have Coca-Cola. And if you think about it, Coca-Cola has so many products and genius marketing ideas its no wonder it has been number 1 for the past 9 years. I thought back to some commercials.. who can resist the polar bears drinking Coke commercials at Christmas time or the endless events and organizations they sponsor. How many times have you taken your family to the local zoo and brought coke cans to receive a discount? My family has done this many of times. Coca-Cola has a way of relating to everyone in the world. Many people use the term "coke" when the are asking someone if they want a soda. To me, this is a definite symbol of how prevalent Coca-Cola is in our society. Its the same as asking someone if they need a Kleenex or Q-tip when you are talking about tissues and cotton swabs.
Coca-Cola is a brand that will stay prominent in our society during our lifetime and probably our children's lifetime. I only hope when I graduate and work for a company they are capable of developing campaigns to the level.
Coca-Cola is a brand that will stay prominent in our society during our lifetime and probably our children's lifetime. I only hope when I graduate and work for a company they are capable of developing campaigns to the level.
Tuesday, December 2, 2008
5 Salary Secrets Your Company Won't Tell You
I found this on yahoo.com. I thought it was interesting because most of us will be graduating and needing to discuss the uncomfortable topic of salary.. It scares me!
It's normal to wonder how and why you get paid the salary you do. After all, it's not a decision process most employers are willing to disclose, at least not without a little prodding. So what are the best-kept secrets when it comes to salary decisions at most companies? And how can you use them to your advantage? Let's take a look.
1. For most companies, 3.9% is the average budget increase for salaries.
Yes, sad but true. According to the 35th annual WorldatWork Salary Budget Survey, the "actual increase in salary budgets was 3.9% in 2008." The number is expected to stay the same in 2009.
This means, that for most U.S. workers, the average raise will be about the same, with "high performers" receiving about a 5% raise, and "low performers" receiving 2% or less, the survey authors note.
"When people are looking for 6-8%, well, very few people are getting it," says Rebecca Mazin, co-founder of the HR consulting firm Recruit Right and author of "The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals."
Knowing this can make it easier to stomach a 4% raise -- while it may not equal big money, it actually means your employer values you. Anything more means you're likely considered a top performer, and anything less means you may be underperforming.
2. Your employer (or future employer) may not know the current salary averages.
Just because a whole wealth of salary information is online these days doesn't mean your company has any idea what the normal salary is for a person in your field and in your city. If you do your research and discover your salary is abnormally low, it can be a great negotiation tool when you talk to your boss about your annual raise -- or when you're accepting a new job offer. He or she will realize they could easily lose you since many competitors nearby are paying better.
"You need to go in with some data behind you; you at least need to know what the going rate is," says Dawn Rosenberg McKay of About.com Guide to Career Planning. "[That way] you'll know if you're being outlandish or asking for something ridiculous."
3. Most managers have a short memory.
Raises are given annually, and so it's important to keep track of all your achievements within the past year -- don't expect your boss to remember your big project from eight months ago. Using a spreadsheet or a special email folder, keep track of your accomplishments as they happen, so when the time comes, you have a strong case for a raise.
Accomplishments that show you've either saved the company money or earned the company money are the best ones to highlight, especially if you can specify an exact figure. If that's not possible (which is the case for most employees), take note of any extraordinary praise you received from managers or fellow coworkers, any special thanks from clients, and any other ways that demonstrated you went above and beyond your normal job duties.
4. Your manager probably has little influence over your salary.
Decisions about salary increases for all employees at a company are often made at a high level of management. So, even if you follow all the tips above, your manager may have minimal control over your raise. Case in point: Mazin recently worked with a nonprofit organization whose board decided to give every employee the exact same raise.
There's not a lot you can do in this situation, but if it leaves you feeling dissatisfied or taken for granted, it may be time to look for a new job.
5. Threatening to quit can result in a big wage increase (but it's risky).
If you're hoping for a big raise, or were disappointed by a recent raise, you may want to start job searching. For most people, the biggest salary jumps they have in their careers occur when they get a new job or threaten to quit because of a tantalizing job offer.
Sometimes, telling your current employer about your new gig can be a potent bargaining chip -- they may be willing to match the new offer just to keep you. But not always, as Mazin points out, so don't let your plan backfire. Make sure you really want that new job -- and are ready to quit your current one -- before threatening to quit.
"If you do decide to do it, do it for the right reasons," Mazin says.
It's normal to wonder how and why you get paid the salary you do. After all, it's not a decision process most employers are willing to disclose, at least not without a little prodding. So what are the best-kept secrets when it comes to salary decisions at most companies? And how can you use them to your advantage? Let's take a look.
1. For most companies, 3.9% is the average budget increase for salaries.
Yes, sad but true. According to the 35th annual WorldatWork Salary Budget Survey, the "actual increase in salary budgets was 3.9% in 2008." The number is expected to stay the same in 2009.
This means, that for most U.S. workers, the average raise will be about the same, with "high performers" receiving about a 5% raise, and "low performers" receiving 2% or less, the survey authors note.
"When people are looking for 6-8%, well, very few people are getting it," says Rebecca Mazin, co-founder of the HR consulting firm Recruit Right and author of "The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals."
Knowing this can make it easier to stomach a 4% raise -- while it may not equal big money, it actually means your employer values you. Anything more means you're likely considered a top performer, and anything less means you may be underperforming.
2. Your employer (or future employer) may not know the current salary averages.
Just because a whole wealth of salary information is online these days doesn't mean your company has any idea what the normal salary is for a person in your field and in your city. If you do your research and discover your salary is abnormally low, it can be a great negotiation tool when you talk to your boss about your annual raise -- or when you're accepting a new job offer. He or she will realize they could easily lose you since many competitors nearby are paying better.
"You need to go in with some data behind you; you at least need to know what the going rate is," says Dawn Rosenberg McKay of About.com Guide to Career Planning. "[That way] you'll know if you're being outlandish or asking for something ridiculous."
3. Most managers have a short memory.
Raises are given annually, and so it's important to keep track of all your achievements within the past year -- don't expect your boss to remember your big project from eight months ago. Using a spreadsheet or a special email folder, keep track of your accomplishments as they happen, so when the time comes, you have a strong case for a raise.
Accomplishments that show you've either saved the company money or earned the company money are the best ones to highlight, especially if you can specify an exact figure. If that's not possible (which is the case for most employees), take note of any extraordinary praise you received from managers or fellow coworkers, any special thanks from clients, and any other ways that demonstrated you went above and beyond your normal job duties.
4. Your manager probably has little influence over your salary.
Decisions about salary increases for all employees at a company are often made at a high level of management. So, even if you follow all the tips above, your manager may have minimal control over your raise. Case in point: Mazin recently worked with a nonprofit organization whose board decided to give every employee the exact same raise.
There's not a lot you can do in this situation, but if it leaves you feeling dissatisfied or taken for granted, it may be time to look for a new job.
5. Threatening to quit can result in a big wage increase (but it's risky).
If you're hoping for a big raise, or were disappointed by a recent raise, you may want to start job searching. For most people, the biggest salary jumps they have in their careers occur when they get a new job or threaten to quit because of a tantalizing job offer.
Sometimes, telling your current employer about your new gig can be a potent bargaining chip -- they may be willing to match the new offer just to keep you. But not always, as Mazin points out, so don't let your plan backfire. Make sure you really want that new job -- and are ready to quit your current one -- before threatening to quit.
"If you do decide to do it, do it for the right reasons," Mazin says.
Monday, December 1, 2008
Thanksgiving Break
Getting back to classes after my nice long break has been rough.. I really enjoyed being back home and not having to work on homework (which really I should have been doing..) It is crazy to think that we have finals coming up because I am completely not prepared! Oh well, things will work out.
Sunday, November 23, 2008
The Secret to Finding a Job
I found this article on msn.com I thought it applied to most of us graduating.
The Secret to finding a Job
What if I told you that I knew how you could find a job without having to dig through hundreds of job postings, wait for weeks to hear back from an employer, negotiate your salary or blindly walk into an interview ... and you could do it all for free?
I bet you'd say, "Where do I sign up?" I would answer, "With a recruiter."
Headhunters, recruiters, staffing agents -- call them what you will -- are here for one reason and one reason only: To help you and employers find a match in long-term employment.
Unfortunately, recruitment, a $92 billion industry, is virtually untouched by job seekers. Forty percent of job candidates are unable to name a single staffing firm from memory and only 20 percent have used a staffing firm in their most recent job search, according to a recent study by CareerBuilder.com and the Inavero Institute for Service Research.
Instead, job seekers are utilizing other resources in their search for employment. The average candidate uses up to four different sources in his search and only 4 percent of people turn to recruiters as their first method, according to the survey. Eighty percent of job seekers use online job boards as their first resource.
Let's take a look at why job seekers aren't using the efficiencies of staffing firms.
The perception gap
The staffing industry bears a heavy load of misconceptions, the one of the most common being that recruiters cost money. Eight percent of job seekers are under the impression that there will be costs to them if they utilize a staffing firm, according to the survey. Most recruiters are free to candidates, however, and it's very rare that the expense of a recruiter will influence an employer's hiring decision. In fact, Eric Harrington, president of Healthcare Solutions, a California-based staffing firm, says the money lost on a bad hire is about 10 to 20 times more than what a recruiter is paid to fill the position with a great match for the company.
Additionally, 10 percent of job seekers believe staffing agents only fill temporary positions. They feel as though they are only used to "fill a hole" rather than find gainful employment, according to the survey. In reality, it behooves recruiters to find clients long-term employees. Companies are considered clients to recruiters and they get paid by them to locate talent. If a recruiter consistently delivers unreliable, temporary candidates, it's unlikely he will help that client for very long.
A third false impression of the staffing industry is the experience job candidates take away from it. Twenty-five percent of survey respondents indicated that headhunters are unresponsive or don't follow up with them. Other issues they reported included thinking that they were not advocated for and that they were treated as a "warm body" or "product" by the staffing firms.
Though every job seeker's experience with a recruiter is different and varies by the people he or she works with, there are a variety of reasons why job candidates can benefit from using a staffing agent.
Here are seven reasons why you should use a recruiter in your next job search:
1. It's free.
2. Recruiters get to know you and put you in companies where your career can flourish. You can be honest with a headhunter in terms of your likes and dislikes when it comes to an employer. Since a good recruiter should know the ins and outs of a company, he or she uses these details to find a job best suited to you.
3. They can negotiate a higher salary for you. Recruiters have better knowledge of the job market and salary ranges for different positions. Generally, it's to the headhunter's advantage to obtain a higher salary for the candidate, says Kelly Smith, a corporate contract recruiter. Usually, recruiters are paid a fee based on the overall salary that a candidate receives, so they will work to negotiate a realistic salary for both parties.
4. They can get the inside scoop. Headhunters know their clients. They work with them over and over again so they know what the company is truly looking for in an employee, says Lori Marcus, principal for Quad656. They can prepare you for a company's interview style, tell you what types of questions interviewers may ask, inform you of its pet peeves, tell you where and why others have failed to get to the next step and how to get the information from them that you may need to make a decision as to whether it's the best fit for you.
Smith says recruiters can also give the candidate the dirt on a company's corporate culture as well as requirements for the job that may not be written in the job description.
5. You don't have to wait to hear back from someone. Some human resource departments are notorious for not getting back to candidates or for taking weeks to do so, Harrington says. Recruiters have immediate contact with hiring managers so you don't have to wait for anyone to contact you. They get you an answer one way or another.
6. Recruiters can identify opportunities that may not be advertised and that really exist. Recruiters have leads on positions you may never hear about otherwise, says Lindsay Olson, a recruiter and partner with Paradigm Staffing, a staffing firm that specializes in placing public relations and communications professionals. Some companies use headhunters to fill confidential positions that they don't want to post publicly. When you hear of a job through a recruiter, you know there is actually an opening.
7. You can get feedback and guidance from recruiters before interviews. When you meet with a recruiter, you can get specialized pointers before going on interviews, says Jodi Smith, a human resources professional and etiquette consultant. From advice on purchasing a different tie, perfecting a firmer handshake and better eye contact, to specific feedback on how to phrase answers and helping you identify your strengths and weaknesses, candidates can polish their image and be prepared before meeting with a hiring manager.
Todd McCormick is the president of the Recruiter Business Unit and Canada Operations for CareerBuilder.com. He is responsible for developing sales strategies and programs to drive profitability and maximize market share.
Copyright 2008 CareerBuilder.com. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.
Story Filed Wednesday, November 05, 2008 - 1:49
The Secret to finding a Job
What if I told you that I knew how you could find a job without having to dig through hundreds of job postings, wait for weeks to hear back from an employer, negotiate your salary or blindly walk into an interview ... and you could do it all for free?
I bet you'd say, "Where do I sign up?" I would answer, "With a recruiter."
Headhunters, recruiters, staffing agents -- call them what you will -- are here for one reason and one reason only: To help you and employers find a match in long-term employment.
Unfortunately, recruitment, a $92 billion industry, is virtually untouched by job seekers. Forty percent of job candidates are unable to name a single staffing firm from memory and only 20 percent have used a staffing firm in their most recent job search, according to a recent study by CareerBuilder.com and the Inavero Institute for Service Research.
Instead, job seekers are utilizing other resources in their search for employment. The average candidate uses up to four different sources in his search and only 4 percent of people turn to recruiters as their first method, according to the survey. Eighty percent of job seekers use online job boards as their first resource.
Let's take a look at why job seekers aren't using the efficiencies of staffing firms.
The perception gap
The staffing industry bears a heavy load of misconceptions, the one of the most common being that recruiters cost money. Eight percent of job seekers are under the impression that there will be costs to them if they utilize a staffing firm, according to the survey. Most recruiters are free to candidates, however, and it's very rare that the expense of a recruiter will influence an employer's hiring decision. In fact, Eric Harrington, president of Healthcare Solutions, a California-based staffing firm, says the money lost on a bad hire is about 10 to 20 times more than what a recruiter is paid to fill the position with a great match for the company.
Additionally, 10 percent of job seekers believe staffing agents only fill temporary positions. They feel as though they are only used to "fill a hole" rather than find gainful employment, according to the survey. In reality, it behooves recruiters to find clients long-term employees. Companies are considered clients to recruiters and they get paid by them to locate talent. If a recruiter consistently delivers unreliable, temporary candidates, it's unlikely he will help that client for very long.
A third false impression of the staffing industry is the experience job candidates take away from it. Twenty-five percent of survey respondents indicated that headhunters are unresponsive or don't follow up with them. Other issues they reported included thinking that they were not advocated for and that they were treated as a "warm body" or "product" by the staffing firms.
Though every job seeker's experience with a recruiter is different and varies by the people he or she works with, there are a variety of reasons why job candidates can benefit from using a staffing agent.
Here are seven reasons why you should use a recruiter in your next job search:
1. It's free.
2. Recruiters get to know you and put you in companies where your career can flourish. You can be honest with a headhunter in terms of your likes and dislikes when it comes to an employer. Since a good recruiter should know the ins and outs of a company, he or she uses these details to find a job best suited to you.
3. They can negotiate a higher salary for you. Recruiters have better knowledge of the job market and salary ranges for different positions. Generally, it's to the headhunter's advantage to obtain a higher salary for the candidate, says Kelly Smith, a corporate contract recruiter. Usually, recruiters are paid a fee based on the overall salary that a candidate receives, so they will work to negotiate a realistic salary for both parties.
4. They can get the inside scoop. Headhunters know their clients. They work with them over and over again so they know what the company is truly looking for in an employee, says Lori Marcus, principal for Quad656. They can prepare you for a company's interview style, tell you what types of questions interviewers may ask, inform you of its pet peeves, tell you where and why others have failed to get to the next step and how to get the information from them that you may need to make a decision as to whether it's the best fit for you.
Smith says recruiters can also give the candidate the dirt on a company's corporate culture as well as requirements for the job that may not be written in the job description.
5. You don't have to wait to hear back from someone. Some human resource departments are notorious for not getting back to candidates or for taking weeks to do so, Harrington says. Recruiters have immediate contact with hiring managers so you don't have to wait for anyone to contact you. They get you an answer one way or another.
6. Recruiters can identify opportunities that may not be advertised and that really exist. Recruiters have leads on positions you may never hear about otherwise, says Lindsay Olson, a recruiter and partner with Paradigm Staffing, a staffing firm that specializes in placing public relations and communications professionals. Some companies use headhunters to fill confidential positions that they don't want to post publicly. When you hear of a job through a recruiter, you know there is actually an opening.
7. You can get feedback and guidance from recruiters before interviews. When you meet with a recruiter, you can get specialized pointers before going on interviews, says Jodi Smith, a human resources professional and etiquette consultant. From advice on purchasing a different tie, perfecting a firmer handshake and better eye contact, to specific feedback on how to phrase answers and helping you identify your strengths and weaknesses, candidates can polish their image and be prepared before meeting with a hiring manager.
Todd McCormick is the president of the Recruiter Business Unit and Canada Operations for CareerBuilder.com. He is responsible for developing sales strategies and programs to drive profitability and maximize market share.
Copyright 2008 CareerBuilder.com. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.
Story Filed Wednesday, November 05, 2008 - 1:49
OSU/Michigan Weekend
This weekend I went to Columbus for the Ohio State/Michigan game. Although I had a great time.. it did not seem like Michigan weekend. Usually people are going crazy and it is just insane in Columbus. This year it seemed to be more laid back and people were not as interested. I think this was because neither team was undefeated and Michigan has not had a very good season this year. Overall though, I had a really good time and hope I will be able to make the trip there again next year.
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