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Is there a Skills Gap at your Company?

A skills gap is a noticeable gap between the skills required to complete a job and the workforce available. Without the right skills, a company cannot grow, which can lead to difficulties in remaining competitive.

Battling a Skills Gap

Some signs that your company is experiencing a skills gap include:

  • Employees who are clearly incapable of completing the required tasks of a job
  • An aging staff who have not received additional training as the workplace has changed
  • A change in the skill levels required to perform newly introduced jobs
  • The inability to move forward with campaigns or goals, as an increase in specialized positions has not been met.

There is a critical need for employee training, with many of the respondents believing their teams lack the key technology and business skills required to succeed, as new technologies continually come to the forefront.

For Digital Marketers this is true as well.  The value of what these assets contribute to the overall complexity to the business is increasing.  No longer looking to downsize or cut budgets in the space as data shows the impact of good campaigns.

Don’t be a loss, become more valuable with a Digital Marketing Certification.   The proven methodologies and industry support will clearly separate the real talent from those that talk a lot.

Social Disruption – 7 Must Have Tools

In the digital world, how you present your brand and market your service or product makes all the difference in generating sales and brand loyalty. For the most part, traditional marketing tactics like stating the functionality of your product and showcasing all the bells and whistles just won’t cut it.

To truly stand out online, you must provide a customer-centric experience that feels personalized and true to your unique brand. This shift from traditional to modern digital content marketing can be a tough transition, but with the right tactics and social selling tools, you can positively impact your audience and increase your overall marketing return on investment (ROI).

Whether you’re part of an enterprise-level marketing team or run your own e-commerce platform, disruptive social selling is a combination of efforts from the IT and marketing departments to increase conversions and boost sales. The modern customer is what matters most in marketing practices, and are often connected to your business in some shape or form online. To level-up your social media marketing efforts, the use of disruptive social selling is basically a necessity.

Read on to find out how disruptive social selling tools are changing the world of digital marketing as we know it, and those making the biggest differences for entrepreneurs and large-scale organizations alike.

“1.66 billion people purchased goods and services online”Statista

What Is Disruptive Social Selling?

Although the term may seem pretty straightforward, disruptive social selling can be tough to understand, especially if you’re new to the world of digital marketing as a whole. However, innovative social selling can be easy to implement for businesses of all sizes with the right tools and tips.

Disruptive social selling allows businesses to interact with their target customer base across a variety of social media platforms. Most commonly used in the business-to-business (B2B) world, disruptive social marketing aims to increase engagement and cultivate successful conversions for sales and marketing teams.

A vital part of the modern sales process, disruptive social selling is about relationship building and lead nurturing. Taking place over social platforms like Facebook, Pinterest, Twitter, Instagram, Google+ and LinkedIn, disruptive social selling is gaining popularity within businesses of all sizes to communicate with high-potential leads and close new deals.

Disruptive social selling is a customer-centric process that makes it easy for potential customers to gain valuable information about a product or service in a way that feels personalized to their unique needs and budget. As people are on social media for at least a portion of their day, more and more marketing and sales processes now take place on these platforms.

To stay customer-centric, disruptive social selling allows leads to reach out to companies at their convenience, and for companies to share content easily with the right audience. Some 3 billion people – almost half of the entire world population – now use some type of social media platform, and disruptive social selling is used by a variety of companies to maximize their reach over these platforms and build a brand reputation with potential customers.

What Are Disruptive Social Selling Tools?

Disruptive social selling tools are also known to some as digital disruption technologies. These tools work by allowing sales and marketing professionals to integrate social selling into their everyday routine and maximize their reach with potential customers.

The modern market is filled with a variety of social selling tools, but there are a few that stand out amongst the competition in terms of usability and effectiveness.

To find the perfect disruptive social selling tool for your unique brand and business, it’s important to look at what your priorities are. Are you seeking an easy way to share targeted content on social media, or would you rather nurture leads through a personalized one-on-one messaging platform?

Once you decide on your overall disruptive social selling goal, you can begin researching your options to find the tool that best fits your needs, budget and business.

The 7 Best Disruptive Social Selling Tools

1. LinkedIn Sales Navigator

LinkedIn Sales Navigator helps business sales personnel and entrepreneurs alike connect with potential prospects. Using an advanced algorithm, LinkedIn Sales Navigator is a disruptive social selling tool that allows you to interact with potential leads and prospects that are recommended to you based on your business and the potential client’s needs.

For enterprise-level businesses already using customer relationship management (CRM) software like Salesforce, Sales Navigator can be seamlessly integrated. LinkedIn is a great place for sales and marketing professionals to connect with people in their ideal client profile (ICP) and nurture existing relationships to close deals without cold calling or using other traditional marketing methods. LinkedIn Sales Navigator is a paid tool, but it can be extremely helpful as a go-to disruptive social selling tool.

2. Hootsuite

If you’ve previously worked in digital marketing, chances are that you’ve heard of Hootsuite in some shape or form. Hootsuite is the perfect disruptive social selling tool for brands and businesses who are looking to make a big impact with their client while avoiding the switch between various social selling platforms. Hootsuite allows you to manage a variety of social media platforms, the content that is posted, and performance measurements to see how your social tactics are impacting actual sales.

Whether you’re focused on nurturing LinkedIn prospects or want to increase your sales on Facebook, Hootsuite can help you and your marketing team monitor your disruptive social selling methods.

3. SocialPort

When it comes to disruptive social selling tools, SocialPort from rFactr can help you find the best leads and boost your overall social selling success. With access to insights and easy sharing of key content between teams and onto social media channels, you can streamline your content sharing process and better understand what type of content is yielding the best results.

4. Nimble

Nimble is a social CRM system and a great option for those looking for future-forward social selling tools, according to Convince and Convert. Nimble easily allows you to compile all social media data into specific records for each lead that you are nurturing, tracking your engagement with the person as you go. As a disruptive social selling tool, this CRM takes your disruptive social selling strategy to the next level for optimized results.

5. RingLead DMS Capture

Ringlead DMS Capture is a social selling tool that provides you with a wide array of prospects so that you can capture new leads and nurture them through your disruptive sales funnel. Any information that you have can be imported into the system, and you can engage with these prospects as you go.

Save time by having your data, contacts, and information all in one place.

6. Meltwater

For sales and digital marketing professionals looking to optimize their disruptive social selling strategy, Meltwater is the perfect solution. With a gallery of online content and social media content, Meltwater helps you easily streamline your social media strategy. By keeping your brand, data, and content in one place, you can save time trying to piece together how your leads perceive you. Meltwater measures how people are talking about your product, service, or brand so that you can level-up your social selling strategy.

7. Buffer

Buffer is a disruptive social selling tool that allows you to clearly plan your content schedule and have the software perform automatic content sharing for you. You can decide when the posts will be sent, and to what social media platforms. With direct posting available for Facebook, Twitter, Instagram, LinkedIn and Google+, Buffer helps you stay on top of your disruptive social selling strategy while saving time in the content sharing process.

Buffer has both a free plan and paid plan available. The free plan only allows for limited posting, so to maximize your reach, it’s best to invest in a paid plan for this disruptive social selling tool. As an added bonus, Buffer shares some analytics with you so that you can monitor how your posts are doing and use that data to optimize your digital marketing and social selling strategy.

Conclusion

The most successful disruptive social selling strategies are those that leverage the power of new disruptive social selling tools like the ones we’ve covered above.

The software as a service (SaaS) world is growing at unprecedented rates, so it’s vital that digital marketers keep their eye out for the latest and greatest social selling tools as they’re developed.

At the end of the day, disruptive social selling tools are a key part of a well-rounded digital marketing strategy that aims to benefit both your business and your customers’ daily lives.

With a customer-centric outlook and future-forward sales processes, your business – no matter what size – can increase sales and your overall marketing ROI with disruptive social selling.

Does the AI – HR Manager think you are good fit?

As we move further into the 21st Century, hiring practices are changing. There are very few industries which haven’t been touched by the technological boom of the past 20 years. Sourcing and hiring candidates, indeed all of human resources (HR), has been upended by the advent of new technologies.

Automation, including the use of artificial intelligence (AI) and machine learning (ML), are ushering in a new age of recruitment and hiring practices. These technologies are changing the ways we think about and approach HR, but also the manner in which candidates are sourced and screened.

What do these technological advancements mean for recruitment and what’s their impact on HR and learning and development (L&D) departments when it comes to sourcing talent?

Can Robots Recruit?

Robot Vera is an AI service which finds candidates, conducts interviews and screens resumes. The results are up to 10 times faster than traditional human interaction. The firm only started two years ago but already boasts big-name clients such as PepsiCo and L’Oréal.

Recruiters create a detailed job description which Vera utilizes to scour job sites looking for candidates. From there, Vera calls prospective candidates and screens them by using voice recognition to ask and answer questions about the open position.

Unlike a human recruiter, Vera can make thousands of calls a day, requires no sleep or breaks, and can do in one day what might take a human several weeks. Once completed, she sends recommendations on to the hiring manager for further review. If there’s a problem with the recommendations, hiring managers can alter the questions Vera asks to yield better results.

The true benefit in a system like Vera comes from taking the complicated and time-consuming legwork which many recruiters find bogs them down. Vera is available in 68 languages and appeals to a global marketplace due to the lack of time zone or language restrictions.

In a nutshell, it makes the recruitment process smoother and more efficient for global companies. However, the Vera method is more effective for sourcing candidates based on “hard” skills such as technical or education requirements. For executive and managerial positions which require a more diverse skillset, a human interviewer may still offer a better solution.

How Does AI Perform in Recruitment?

Saberr Base is an AI firm which predicts how well teams will work together. Founder and CEO Alistair Shepherd came upon the idea for the company while studying at Harvard University under Professor Noam Wasserman, who has stated that: “85% of venture-backed start-ups fail, and more interestingly 63% of those failures could be directly attributed to their team dynamics.”

What Shepherd reasoned is that human resources are typically 70% of the costs of business and the major source of competitive advantage. However, hiring decisions are still driven by personal experience and gut feelings. By developing a system to apply data analytics solutions to hiring decisions, companies can make better-informed decisions.

Saberr works by establishing better team building practices such as communication, goal-sharing, and more. The results are data-driven choices which enhance team workflow. It is not a recruitment tool per se, though it does help screen candidates with surveys, profiles and test results. These results are then fitted to an overall candidate report which shows the risks and opportunities associated with hiring them.

As a result, the candidate report also shows how naturally the candidate will exhibit the traits and behaviors required of their position, in addition to how well they’ll fit into the existing team and culture of your company.

The company has seen successful implementation by large firms such as Proctor & Gamble, Charlotte Tilbury and the UK’s National Health Service.

Cutting Out the Mundane Tasks

Advanced analytics are inherently helpful in driving business process improvement. When it comes to recruiting, many of the AI-focused solutions are looking to cut down on the mundane tasks associated with candidate sourcing.

Take the example of Headstart, a recruitment app which helps to screen cover letters using machine learning models designed for the unique requirements of your position.

“At the moment some companies outsource the reviewing of thousands of CVs. Using Headstart, companies only have to review 100 CVs in ranked order of suitability, so we’re removing some of the more mundane tasks,” says Headstart co-founder Nick Shekerdemian.

By removing the task of slogging through hundreds of applicants, programs like Headstart allow companies to focus more of their efforts on vetting the top candidates. The result is a process which is greatly reduced in time while enhanced in quality.

However, many of these methods reduce or remove the human element from the process. What are the results? Does it yield better candidates and better hiring situations? This largely remains to be seen.

Eliminating Bias

ThisWay Global is a recruitment service whose mission is to “use advanced technology to match people to jobs, not resumes to job descriptions”. More than a matching tool, it uses machine-learning algorithms to parse resumes and job descriptions and match candidates effectively.

The human element, however, is not removed entirely. This may help quell fears that robotics and AI will completely supplant human interaction in the recruitment and interview process. The technology has been shown to be effective in terms of sourcing and screening candidates, but humans have a better knack for interviewing and relationship building than machines.

Where then, can the human element be applied in AI and machine learning recruitment systems?

DeepSense is a San Francisco-based recruitment service that scans social media profiles of candidates to unearth personality traits. The company claims to use scientifically sound personality profiles to source and vet candidates based on their social score, emotional IQ, and more.

The service, in part, seeks to determine “the real candidate” by cutting through the resumes, cover letters and other details to determine and predict optimal behavior. However, there are concerns that such practices may lead to inherently biased practices. A single faulty algorithm may exclude otherwise viable candidates. There is also the real-world concern over privacy and transparency in hiring practices.

The practice of companies searching social media profiles is nothing new. It is part of a growing trend of companies assessing a candidate’s personality rather than the content of their resume. However, there is still more work to be done before a perfect pairing of human and AI elements yields ideal results.

Combining AI and the Human Touch

Despite fears that AI will eliminate human jobs, we aren’t there yet. AI and machine learning algorithms can only go so far in the recruitment process, though expansion into these fields is occurring rapidly.

Tomas Chamorro-Premuzic, Professor of Business Psychology at University College London, believes the ideal situation focuses on a combination of both human and technology-driven solutions.

“The average computer-generated algorithm could probably outperform the average human judge when it comes to making interview decisions, so we could replace all human interviewers with digital interviews. However, the result would still not be as good as having really well-trained human experts analyze well-designed interviews with the help of computer algorithms,” he says.

The implication is that, as technology is further adopted, the need will come for the power of machines to truly approximate human ability. However, we’re not there just yet.

Looking to the Future

Until the time comes when machines can truly supplant human logic, reasoning and decision-making, recruitment will likely be left to the hands of qualified HR professionals. However, that’s no reason for companies not to take advantage of the available tools which aid that process.

If a Headstart, Vera or Saberr can maximize the efficiency of more mundane recruitment tasks, the result will yield better candidates and more streamlined recruitment processes. Researchers claim that for middle and higher skilled positions, machine learning and AI may enhance organizations’ ability to make better hires. However, they did not conclude that the process should be left entirely to the machines.

The future of AI and machine learning in the recruitment field will no doubt be impressive. As new technologies emerge, better processes will be developed.

For now, companies looking to make full use of available tools will have a leg up on the process. However, they are not yet a replacement for the human element in all screening and hiring decisions.

Chief Internet Marketer selects DMI to license Digital Marketing Certification Courses

CIM Stakeholder Announcement:

Digital Marketing Agency, Chief Internet Marketer agrees to North American license with Digital Marketing Institute.   Adding to the Agency’s professional services offerings.  The digital marketing certification courses are considered the best in the industry and with the skills and jobs continuing to widen, CIM is looking to help professionals and businesses with the skills required for the future.

Public Press Release scheduled for mid November.