Sales, Marketing & Social Media Today

I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.

How to use Marketing to Enhance the Customer Experience & Customer Journey

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www.interaction-design.org

The Customer Experience and Customer Journey is being disrupted by technology. The technology comes in the form of social channels such as the internet, mobile, social media, publishing platforms, audio books and video on demand. All of these channels have the effect of giving consumers instant access to information about products and services. Mobile is becoming the biggest channel with 6.2 Billion Devices projected globally by 2020 According to Ericsson’s Annual Mobility report.

The way customers request information is changing. They may approach Sales, Marketing and Customer Service or an independent source for information and help choosing a product.

Competition in every product and service category has never been higher. This marks a significant shift from the days of Mad Men where brands controlled information and the conversation. This marketing shift is known as information marketing through content or simply content marketing. As a result, Marketers and brands have to become the educators or teachers of consumers. To become the educators of consumers, brands have to become the industry resource to consumers; showing how their products can solve problems and improve the lives of consumers.

Content Marketing needs to be used in Sales, Marketing and Customer Service because customers expect a consistent experience through out their journey.

2017 State of Marketing Report Key Findings

The 2017 Salesforce State of Marketing report focuses on four emerging trends:

  • Marketing is undergoing an AI revolution. The marketers surveyed anticipate their AI use will grow more than 50 percent over the next two years, helping them deliver more targeted campaigns, smarter personalization and higher ROI.
  • Marketers realize the importance of delivering customer journeys, but are having a hard time breaking down silos between sales, service and marketing, and bringing customer data together to deliver on this vision.
  • Marketers are making significant organizational changes, within their own departments and in how they collaborate with others, such as sales and customer service.
  • Over the next two years, marketers expect to see unprecedented growth in their marketing technology usage. 
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“According to a recent research study by Forrester, 71 percent of consumers begin their journeys by using a search engine to discover new products and services (initiation), and 74 percent reported using a search engine for consideration and purchasing (research, comparison, transaction).”

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https://searchengineland.com/value-search-across-modern-consumer-decision-journey-270021

Once brands convert prospects into customers, they still need to focus on and support customers post sale. Here is where Content Marketing can help. Brands can use Content Marketing for customer retention, cross-selling and up-selling. To take advantage of this, brands need to involve their Marketing, Sales and Customer service teams in their Content Marketing strategy.

Sales Teams

Sales teams can provide a lot of information about customers, product concerns or issues and objections they face. They are front line soldiers that have a direct line to customer intelligence.

Including the Sales Team in your content marketing strategy

Meet with the sales team and encourage them to compile a list of customer complaints, objections and questions about products that they face. Ask the team to create materials that address these concern that customers can access. This could take form of blog posts, Power-points FAQ’s, product demonstrations and tutorials.

If the sales team feels uncomfortable creating content, they could be interviewed by the marketing department. The marketing department could take content /basic materials, emails from the sales team and polish it up into visually appealing content that customers can access.

Customer Service

Similar to the sales team, your customer service teams are front line soldiers to help customers with issues they face at call centers or through social media. Ask them to write down complaints they get from customers with the answers. These complaints of FAQ’s could be put up on a web site via a PowerPoint presentation, blog etc… If this is not possible for the team, interview them, collect basic materials, emails, notes and create the content yourself.

Customer Retention

Sales and Customer service team are an important part to using a Content Marketing Strategy for customer retention. The more products a customer uses from a brand, the less likely they will switch to a competitor. Remember it costs more to obtain new customers that it does to keep existing ones.

Cross-Selling & Up-Selling

Sales and Customer service teams can also help with cross and up-selling by sharing promotion and new offerings with customers. The Sales and customer service functions of brands are essential to creating a great experience for customers.

Marketing Automation and AI

Salesforce is rolling out a Customer Success cloud where Sales, Marketing and Customer Success can track the Customer Journey across the organization. Each function of the organization can create tasks for the other to make sure the customer does not fall through the cracks. I saw a demonstration at Salesforce World Tour.

https://youtu.be/WOyGF7Ua8hY

This is how brands can integrate sales and customer service teams into their Content Marketing and automation strategy. How are you using content from sales and customer service teams to help your brand retain customers? What are the goals of your brands content marketing efforts?

Feel free to comment and share.

Additional Resources

https://www.salesforce.com/blog/2017/06/fourth-annual-state-of-marketing-report.html

Salesforce 2017 State of Marketing overview

About the Author

Dan is passionate about using Marketing to help businesses drive sales. He has worked on various marketing assignments that include Start Ups, Political Campaign and a Digital Marketing Conference.

Prior to Teaching, Dan served customers as an Outside Sales & Marketing Representative in the Dental industry. In this role, he taught and trained Dentists on the company’s products and services using a consultative selling approach. He also supported the company’s marketing efforts at industry trade shows & in the field through lead generation of Digital Technology along with large Dental Equipment.

He writes and publishes a business blog on the topics of Sales, Marketing and Social Media entitled Sales, Marketing & Social Media Today.

Dan is seeking a full-time marketing role. He is interested in roles in Direct, Digital, Content and Social Media Marketing. If your company is hiring for roles in these areas, contact him directly via a free LinkedIn Message or email him at Dan@DanGalante.com to set up interviews.

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Posted 340 weeks ago

Sales, Marketing & Social Media Today

I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.

Social Networks use E-Commerce Shops for New Revenue Streams

Social Networks are places where people congregate; making them great sources of Market Research and Revenue. As a result, Social networks are looking for new revenue streams. The latest revenue channel for them is E-commerce.

Facebook is partnering with Shopify to launch Facebook shops. The social network is the latest to get in on the E-Commerce business.

Last year at SMX East, Google and YouTube shared how they are allowing people to shop online for products. Google also shared people’s buying behavior. I have included parts of the article below.

In Google’s Keynote, I learned how businesses can get an edge during the holidays. I also learned of Google’s plan to use Google Images and YouTube for E-Commerce. Google is also allowing businesses to use location-based Ads in Google Maps.

The key insights of the presentation were:

1. According to Google most shopping visits start online.

2. When diners search for a great place to eat the searches are probably happening on a smartphone.

3. When people are online in cars, more than half of them are searching for information on a mobile device making localization and targeting important.

4. 2/3’s of shoppers say that online video has given them insight and inspiration to make purchases.

5. Shoppers use at least 3 channels or more when shopping.

6. Brands need to provide an omnichannel channel experience all year, especially during the holidays.

7. Sales are happening online and offline. As a result of this shift, Brands need to serve customers on the channels of their choice.

Would you shop on a Social Network? Share your thoughts.

Posted 209 weeks ago

Sales, Marketing & Social Media Today

I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.

How to use Marketing to Build a Top Talent & Employer Brand

Brands use Marketing to increase sales, and revenue, and to beat the competition. While this is a great strategy, a brand is only as good as its talent. Yes, brands compete to get and keep customers; but they are also competing to get and keep great talent. For brands to grow, they need great talent in every function of the business.

According to LinkedIn, “the number of global members who changed their jobs on LinkedIn was up 54% year over year. For context, those numbers typically hover between 0 and 5%. “

For brands to be able to attract top talent, they need to be a desired place to work. To be a desired place to work, they need to understand what motivates their employees. While this will vary by industry and company size there are similar things that many employees seek. These include:

1. Feeling valued for their contributions

2. Freedom to do interesting work and solve intriguing problems

3. Fair and competitive compensation including incentive and performance pay, perks, and other employer benefits

4. A fun place to work with activities to bond with co-workers

5. Training and advancement opportunities

6. Work-Life Balance

7. Flexible-working conditions ie work from home, remote work, hybrid work, or onsite for those who want to be in the office

If these things listed above are in place, brands are on the right track to building a great talented brand provided their product offerings are solid.

Getting employees excited about coming to work each day will increase the talent pool by generating word of mouth. When people have something good they tell their friends.

Beyond the offline word of mouth, Brands need to own their identity online by in-sourcing their online and offline assets. This starts with their websites, digital properties, and the collateral used to sell their offerings. With talent branding and employer branding, brands are selling prospective employees the idea of applying and working for their company. This is similar to marketing their commercial offerings to potential customers.

Brands will need to conduct market research to understand who their competitors are and where they stack up in the talent market. Compensation, company culture, intelligence from applicants.

Information from this research can be used to develop a positioning strategy that can be applied to the talent brand and employer brand.

Every brand should have a career page on its website because this will reduce recruiting costs. This page should include the following:

  1. Pictures of employees from each function with a short bio and why they chose to work at the brand
  2. Employer Benefits and Perks offered
  3. Authentic Stories on Company Culture
  4. An application that is easy to fill out. i.e greenhouse.io or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn
  5. Social Sharing buttons for job postings

Company LinkedIn pages

In addition to sales, product, and content marketing, brands should use their LinkedIn page for talent and employer branding. Some companies’ talent and employer branding strategy are to post jobs on LinkedIn hoping candidates will apply. This is a missed opportunity to sell active and passive candidates on why they should work for your company. Today, candidates have many places they can work.

Things to include in a LinkedIn page

  1. Pictures of employees from each function with a short bio and why they chose to work at the brand
  2. Employer Benefits and Perks offered
  3. Stories on company culture
  4. An application that is easy to fill out. i.e greenhouse.io Indeed, Glassdoor, or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
  5. Social Sharing buttons for job postings

Creating Engaging Job descriptions

The function head, Marketing, and HR need to collaborate to write job descriptions that convince applicants to apply, similar to copy-writing for commercial offerings.

Creating a Great Candidate Experience

Providing candidates with a great recruiting experience is key. Everything should be transparent to candidates. At the end of the recruiting process, it is important to solicit candidate feedback to refine and hone your recruiting process.

New Hire Onboarding and Reducing Turnover

Make sure new hires feel welcome and are trained properly coordinating with the managers and functional heads of each department because roles had different needs and requirements for success.

Empowering and providing incentives to employees

Encourage employees to share company content and jobs on LinkedIn. Also, encourage employee referrals with incentives for referrals that are hired.

If you are not happy with the amounts of applications post the jobs on LinkedIn and Indeed to widen the applicant pools. Niche site may work as well.

This is how to use Marketing to build a great Talent Brand.

Who is hiring?

I surveyed my audience of Recruiters and Hiring Managers to which roles are they hiring.

Based on the answers Sales is the highest at 50 %.

Specific data on top jobs in demand can be found here.

How have you used marketing to build your talent and employer brand?

Share your thoughts.

Additional places to find my content and blog

WordPress: https://dangalante.me/

Tumblr: http://www.askdangalante.com/

LinkedIn: https://www.linkedin.com/today/author/DanGalante

Medium https://medium.com/@DanGalante

YouTube https://www.youtube.com/trendsettingsm

Anchor https://anchor.fm/dangalante

About Me

I’m a Strategic Marketer with Field Sales, Sales Enablement, Content Creation, and, Classroom Teacher/Trainer skill-sets using Marketing to drive Sales/Growth.

As a Marketer, I’ve worked with Start-Ups, a Political Campaign, and a Digital Marketing Conference.

I’m certified in Inbound Marketing with classes in Marketing, Product Management, Product Marketing, SEO, SEM.

Before teaching, I was an Outside Sales and Marketing Rep. selling and marketing dental products to Dentists using consultative selling, trade show marketing, field marketing, and market research.

I publish Sales, Marketing & Social Media Today a blog covering industry events and trends.

I’m seeking a full-time role in:

Inbound Marketing, Digital Marketing, Content Marketing, Product Marketing, Demand Generation, Social Media Marketing, Sales Enablement Enablement, Sales Strategy, Marketing Strategy, Employer Branding, Recruitment Marketing.

Open on title, industry, company, location, and level. Reach out on LinkedIn or at dan@dangalante.com to start a conversation.

Brands use Marketing to increase sales, and revenue, and to beat the competition. While this is a great strategy, a brand is only as good as its talent. Yes, brands compete to get and keep customers; but they are also competing to get and keep great talent. For brands to grow, they need great talent in every function of the business.

According to LinkedIn, “the number of global members who changed their jobs on LinkedIn was up 54% year over year. For context, those numbers typically hover between 0 and 5%. “

For brands to be able to attract top talent, they need to be a desired place to work. To be a desired place to work, they need to understand what motivates their employees. While this will vary by industry and company size there are similar things that many employees seek. These include:

1. Feeling valued for their contributions

2. Freedom to do interesting work and solve intriguing problems

3. Fair and competitive compensation including incentive and performance pay, perks, and other employer benefits

4. A fun place to work with activities to bond with co-workers

5. Training and advancement opportunities

6. Work-Life Balance

7. Flexible-working conditions ie work from home, remote work, hybrid work, or onsite for those who want to be in the office.

If these things listed above are in place, brands are on the right track to building a great talented brand provided their product offerings are solid.

Getting employees excited about coming to work each day will increase the talent pool by generating word of mouth. When people have something good they tell their friends.

Beyond the offline word of mouth, Brands need to own their identity online by in-sourcing their online and offline assets. This starts with their websites, digital properties, and the collateral used to sell their offerings. With talent branding and employer branding, brands are selling prospective employees the idea of applying and working for their company. This is similar to marketing their commercial offerings to potential customers.

Brands will need to conduct market research to understand who their competitors are and where they stack up in the talent market. Compensation, company culture, intelligence from applicants.

Information from this research can be used to develop a positioning strategy that can be applied to the talent brand and employer brand.

Every brand should have a career page on its website because this will reduce recruiting costs. This page should include the following:

  1. Pictures of employees from each function with a short bio and why they chose to work at the brand
  2. Employer Benefits and Perks offered
  3. Authentic Stories on Company Culture
  4. An application that is easy to fill out. i.e greenhouse.io or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
  5. Social Sharing buttons for job postings

Company LinkedIn pages

In addition to sales, product, and content marketing, brands should use their LinkedIn page for talent and employer branding. Some companies’ talent and employer branding strategy are to post jobs on LinkedIn hoping candidates will apply. This is a missed opportunity to sell active and passive candidates on why they should work for your company. Today, candidates have many places they can work.

Things to include in a LinkedIn page

  1. Pictures of employees from each function with a short bio and why they chose to work at the brand
  2. Employer Benefits and Perks offered
  3. Stories on company culture
  4. An application that is easy to fill out. i.e greenhouse.io Indeed, Glassdoor, or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
  5. Social Sharing buttons for job postings

Creating Engaging Job descriptions

The function head, Marketing, and HR need to collaborate to write job descriptions that convince applicants to apply, similar to copy-writing for commercial offerings.

Creating a Great Candidate Experience

Providing candidates with a great recruiting experience is key. Everything should be transparent to candidates. At the end of the recruiting process, it is important to solicit candidate feedback to refine and hone your recruiting process.

New Hire Onboarding and Reducing Turnover.

Make sure new hires feel welcome and are trained properly coordinating with the managers and functional heads of each department because roles had different needs and requirements for success.

Empowering and providing incentives to employees

Encourage employees to share company content and jobs on LinkedIn. Also, encourage employee referrals with incentives for referrals that are hired.

If you are not happy with the amounts of applications post the jobs on LinkedIn and Indeed to widen the applicant pools. Niche site may work as well.

This is how to use Marketing to build a great Talent Brand.

Who is hiring?

I surveyed my audience of Recruiters and Hiring Managers to which roles are they hiring.

Based on the answers Sales is the highest at 50 %.

Specific data on top jobs in demand can be found here.

How have you used marketing to build your talent and employer brand?

Share your thoughts.

Additional places to find my content and blog

WordPress: https://dangalante.me/

Tumblr: http://www.askdangalante.com/

LinkedIn: https://www.linkedin.com/today/author/DanGalante

Medium https://medium.com/@DanGalante

YouTube https://www.youtube.com/trendsettingsm

Anchor https://anchor.fm/dangalante

About Me

I’m a Strategic Marketer with Field Sales, Sales Enablement, Content Creation, and, Classroom Teacher/Trainer skill-sets using Marketing to drive Sales/Growth.

As a Marketer, I’ve worked with Start-Ups, a Political Campaign, and a Digital Marketing Conference.

I’m certified in Inbound Marketing with classes in Marketing, Product Management, Product Marketing, SEO, SEM.

Before teaching, I was an Outside Sales and Marketing Rep. selling and marketing dental products to Dentists using consultative selling, trade show marketing, field marketing, and market research.

I publish Sales, Marketing & Social Media Today a blog covering industry events and trends.

I’m seeking a full-time role in:

Inbound Marketing, Digital Marketing, Content Marketing, Product Marketing, Demand Generation, Social Media Marketing, Sales Enablement Enablement, Sales Strategy, Marketing Strategy, Employer Branding, Recruitment Marketing.

Open on title, industry, company, location, and level. Reach out on LinkedIn or at dan@dangalante.com to start a conversation.

Posted 117 weeks ago