Following on from my post earlier this year I'm heartened to read Colin Mccaffery writing on themediabriefing.com . He takes my view further and much more articulately by saying that people don't need apps, they need a mobile strategy. A strategy allows them to choose whether they only need an app, or whether they wish to make use of the much wider opportunities offered by mobile sites and the greater platform integration possible from their deployment.
The feeding frenzy on apps is widespread but it will be short-lived. Don't get caught up - or certainly don't bet your business on them. However large your business is.
Thursday 11 November 2010
Tuesday 2 November 2010
Recruitment propositions can enhance your business
Data is a dominant theme at the moment. There is no doubt that businesses that are obsessive about collecting and using data about their customers are far more likely to be able to engage in useful conversations, to provide what their customers want and, most importantly, keep the engagement of those customers.
Collecting data is, and probably always has been, a difficult task. It should be seen as part of a value exchange. If you don't give the value you don't get the data in return. This has always been the case but I think we're all more sensitive to giving our data away to organisations. This means is that we have to be better at giving explicit value for people's data. This will be as part of a conversation - a proper dialogue - that shows our transparency.
In recruitment, however, the value is much easier to show. "If you give us high quality data about you we will be able to match jobs to you more accurately. If we're not broadcasting jobs, rather marketing them to appropriate targets it may mean that we can say: "give us high quality data about yourself and it will mean that you see jobs that you would otherwise miss" - that starts to be a real value in exchange for that data.
The great thing about recruitment is that both parties, employers and candidates, really want to meet and are therefore prepared to enter into a much deeper conversation with media from the outset.
By the way data is the heart of everything:
The geek shall inherit the earth
Collecting data is, and probably always has been, a difficult task. It should be seen as part of a value exchange. If you don't give the value you don't get the data in return. This has always been the case but I think we're all more sensitive to giving our data away to organisations. This means is that we have to be better at giving explicit value for people's data. This will be as part of a conversation - a proper dialogue - that shows our transparency.
In recruitment, however, the value is much easier to show. "If you give us high quality data about you we will be able to match jobs to you more accurately. If we're not broadcasting jobs, rather marketing them to appropriate targets it may mean that we can say: "give us high quality data about yourself and it will mean that you see jobs that you would otherwise miss" - that starts to be a real value in exchange for that data.
The great thing about recruitment is that both parties, employers and candidates, really want to meet and are therefore prepared to enter into a much deeper conversation with media from the outset.
By the way data is the heart of everything:
The geek shall inherit the earth
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