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From digital marketing to engineering, companies frequently face big challenges in attracting and recruiting talented professionals who have the skills they need to succeed.
While there are no silver bullets for finding and hiring great candidates for digital roles, there are numerous things companies can do to increase their odds of success when using job postings.
If you work in the tech industry, you've probably heard somebody lament just how difficult it is to find "good" engineers these days.
Thanks to the booming internet economy and the fat wallets of companies like Google and Facebook, it's a good time to be a software engineer. There are more jobs than viable candidates, salaries and benefits are high as a result and the best engineers have no shortage of opportunities to work on interesting things.
The prominence of agencies in today's digital marketing ecosystem is not surprising: the digital marketing landscape is so complex and seemingly all-encompassing that moving forward alone simply doesn't seem like a viable option.
Agencies aren't perfect, however, and companies that believe they can simply outsource digital marketing to another firm often learn the hard way that it's not so simple.
There's little doubt that for many, if not most major brands, social media is a can't-ignore channel. But when it comes to branding, companies aren't the only ones using social media.
Thanks in part to the state of the global economy, the growth of social networks and the increasing importance of digital skill sets, individuals have embraced social media as a way to 'brand' themselves.
In some cases, that 'personal branding' can lead to greater job opportunities, and some even argue that individuals without a strong social media presence will increasingly find themselves at a disadvantage.
It's a brand's worst nightmare: a high-profile event is generating a huge amount of social media buzz and one of your employees, thinking that she's logged into her own Twitter account, inadvertently posts an embarrassingly insensitive tweet through the company account that h.
That's precisely what happened last night to KitchenAid. An employee whose name has not been released was apparently watching the U.S. presidential debate and decided to post a foolish tweet about the president's grandmother. Instead of posting it to her personal account, she posted it to the KitchenAidUSA account, which has more than 25,000 followers.
Recruiting is a difficult task for many companies today. Recruiting mistakes are easy to make, and thanks to the demand for workers with digital skill sets, competition for talent is fierce.
That competition isn't only making it harder for companies to find and recruit the employees they need to grow their businesses, it's also increasing one of the things that keeps many CEOs awake at night: employee poaching.
Thanks to the latest internet boom, companies are growing and there's incredible demand for individuals with digital skills sets.
That's good news for those looking for digital marketing jobs, but it is creating numerous recruiting challenges for companies.
Whether you're looking for a web developer, a social media marketer, or a salesperson, if you're in a digital industry in a major market, competition is fierce and chances are that finding the next great hire is a daunting task.
Motivating employees can be a touchy subject for many business owners and managers.
It's nice to believe that a 'good job' offering a decent salary and reasonable benefits package will do the trick, but in today's highly-competitive business environment, the truth is that it's more complicated than that.
Just two weeks ago, sources close to Yahoo's search for a new CEO indicated that the ailing internet giant's board of directors was set to put the company's future in the hands of either interim CEO Ross Levinsohn or current Hulu CEO Jason Kilar.
Both prospective CEOs have strong media pedigrees, which suggesed that Yahoo's board was prepared to guide the company down a familiar and not-always-successful ad and content-driven path.
If you're a tech titan with lots of cash and a healthy stock price, one of the best ways to fill your ranks with talented employees in the latest boom has been to acquire small young startups before they become the next big thing.
The founders of targeted startups get an exit on their resume and a retention package that will ensure financial comfort, and investors in the startups get, well, the shaft as most of the money in the deal comes in the form of those employee retention packages.
If you're hunting for a job today, your next interview might just end with an awkward question, "Can we have your Facebook password?"
In an effort to get as much information as they can, a growing number of private and public employers are asking job applicants to give them access to their Facebook accounts. There have also been reports of universities asking prospective applicants for the same.