Most marketers seem interested in diving into the minds of the millennials. This especially applies as Generation Y move to become a central part of the workforce (yes, this means they'll have more money).
MBA@UNC, the online mba program at the University of North Carolina, launched a new infographic today on the whos, hows and whys of managing Generation Y. This was made in partnership with the Young Entrepreneur Council as part of their #FixYoungAmerica campaign.
Everybody loves a successful startup, but even the most successful startups generally overcome plenty of mistakes before they become successful. Unfortunately, for many young companies that don't win in the marketplace, failure is the product of fatal mistakes.
Like most things in life, mistakes aren't created equal, and when it comes to the mistakes that can really hurt a young startup, technology mistakes can be particularly pernicious.
Here are several of the biggest technology mistakes startups make and how they can be avoided.
The marketing world is known for its love of hiring interns but with unemployment rates on the rise, are internships really going to lead to new jobs for graduates? And what are employers looking for?
A new study by Millennial Branding and Experience reveal an employment gap between employers and students. Even though 91% of employers think students should have between one and two internships before graduation, 50% haven’t hired any interns in the last six months. In fact, over three quarters of employers have hired 30% fewer interns into full time positions of late.
One question that we often get asked is 'how can we develop world class digital capability?' It often comes after companies have tried traditional methods that, when done in isolation, are doomed to failure.
A common tactic tried by many is to hire ‘digital gurus’ to come and magically fix their problems. They are then frequently isolated and over stretched so they often move on after six months due to frustration and a lack of understanding of their role.
Or, in today's job market where digital skills are at a premium, they simply get a better package elsewhere.
On the flip side, some companies invest in training for their ‘traditional marketers’ without considering that there are organizational elements of the business that need to change as well.
Add to this a market that constantly evolves and the resistance to change most people have and you have a heady concoction of failure.
The rapid growth of mobile technology and its adoption throughout society has arguably been a boon to both employers and employees. When put in capable hands, a smart phone can be an incredible promoter of productivity.
But that doesn't mean that smart phones are perfect. There's a reason, after all, that many corporate workers given Blackberries coined the term 'Crackberry.'
A lot is made of 'corporate culture' and many companies are keen to develop cultures that promote the success of both their businesses and employees.
But building a corporate culture is hard work. Case in point: the recent reports that Zynga was seeking to claw back equity from some employees has sparked a discussion about corporate culture in Silicon Valley, which can stereotypically be summed up as, "Work hard, work harder until you get bought out or IPO".
Great businesses depend on great people, and that's particularly true in the tech and digital marketing industries, where many of a company's possible advantages lie in the gray matter of its employees.
When recruiting new hires, many companies turn to job postings to attract a broad, diverse pool of candidates. But the process can be difficult, and many companies struggle to turn job postings into interviews and great hires.
Bulding a successful company usually takes a lot of hard work, and a lot of time. But destroying a successful company can take be measured in hours and minutes. Case in point: TechCrunch.
Started by a single blogger, Michael Arrington, TechCrunch became one of the most prominent voices of Silicon Valley and the tech startup scene and was acquired a year ago by AOL for an eight-figure sum.
From a follow up survey of attendees to Econsultancy's Digital Cream event in March, one common theme was that companies, specifically brands, are struggling to find the right talent for the right roles.
Having just read the post on the launch of Adzuna, a social search engine which aggregates job ads from a range of sources, I got thinking about the role of job boards within digital marketing and e-commerce, and how they could be improved to make life easier for employers, recruiters and candidates.
Recruiting great employees can be a significant undertaking, and in some
industries, such as technology, many companies are finding it downright
But according to a survey conducted by Dice.com, there may be a way to find talent, and pass less for it: offer telecommuting.