Monday, 21 November 2016

Black Friday: Digital Golden Rules



As many of us may know, the day after Thanksgiving (Friday) is known as Black Friday, an unofficially date start of Christmas holiday shopping season.

But does it work and what does this event mean? Before stores openings people stand in line for hours, to grab the bargain of the year.
Since 2005 Black Friday has been the largest retail shopping day in the U.S. going from Thanksgiving Day to “Cyber Monday”.
Looking at the trends it is impressive to see how preferences for online shopping are continuously growing since 2011. In fact, Black Friday’s online sales grew from $816 million to $3,07 billion in 2015. Although this trend is very interesting, it is also relevant to analyse the average spent per shopper: from 2011 to 2012 we discover a consistent growth (from $398 to $423) but from 2013 to 2015 we notice a slight decrease.
People are more or less willing to spend the same amount of money during the years: a bit less than $400. This means that the number of online shoppers are growing.

What are the online strategies for Black Friday?

The main characteristic that makes this event so unique in just one specific weekend is the excitement and the critical role of time to get the best deal. Traditional marketing still has an effect, but digital online marketing has the speed and adaptability to do more at the end of the day. It is such important to understand Cost leadership, with this strategy the business offers the product for the most affordable price because of consumers want to have the opportunity to buy a lot and at the meantime to save money, so we can really say that this means a “smart shopping”.

The interesting fact is that for this weekend companies create new e-commerce webpages with special discount marketing campaigns. When the weekend is over you can click and delete these pages. So, once companies create these special discounts, to gain visibility and become a Cost Leader, a work of Search Engine Optimization has to be done. In fact, most of these websites rank very high for valuable Black Friday related keywords.
Regarding keywords, since Black Friday is a seasonal event, a huge amount of that is only used in November, but all these words won’t mean so much during the rest of the year.
This graph can clearly explain what this means: consumer behaviour when doing keyword research.
There are also many long tail researches based around Black Friday that will create traffic to websites. Companies have really just to provide relevant contents. One of the most relevant strategy for this black Friday is to publish sharable contents.
Digital advertising network can help even small retail shop to sell products nationwide even if a company isn’t willing to spend a huge amount of money. Some tips to be successful are, for example, to start the ads in November and keep them through cyber Monday, advertise on relevant websites (the major adv networks such as Google display ads, AdBlade exc.).

Furthermore, studies have shown how it is such important not to forget hashtags, in particular companies have to:
-       Post pictures on social media
-       Be different to others and original
-       Be careful on timing, between 6am to 8pm the tweets will be blasting off (it is advisable not to use more than 50 hashtags)
In conclusion we can say that Black Friday is a huge opportunity for both companies and shoppers. Since this event is continuously growing we believe that companies have to benefit of this fact and being always more active, creative and attractive on digital platforms and all what concerns this world. Digital marketing, in particular related to this seasonal events (such as this one before Christmas), can generate huge revenues in every product range. Today we are in an era in which consumers are completely digitalized so even if small retailers have to catch up this occasion in order to keep up.




Mattia Boscolo


Sunday, 13 November 2016

Is graduation near? Don’t worry, Facebook is here!

Degree? Check! (Oh well, almost.) Resume? Check! LinkedIn up-to-date? Check! Active Facebook profile? Check! Job? Uhm, working on it…

As we’re almost graduating, we noticed that the online headhunting season has begun. We’re no longer just invited to job fairs and recruiting events from companies looking for young potentials, they’re also targeting us through social media. They do not only focus on LinkedIn, recruiting through Facebook has become more and more popular recently. The recruiters are aiming from all corners and on our Newsfeed it becomes clear that half of our friends are signing job contracts and the other half can still spend all their evenings carefree at the bar.

More in particular, there are three emerging trends when it comes to recruiting on Facebook. Will Staney discusses in his article the use of Facebook live videos, the social network as a search engine and paid social advertising as means to support the HR department.

First of all, the newest feature of Facebook: Live videos, a real-time broadcast to an online audience. Viewers can comment directly on these videos, which allows for interaction with the broadcaster. The topics range from playing kittens (with over 22.000 viewers!) to, of course, recruiting. Companies tend to use this feature as a strategy to offer an insight in their corporate environment and to emit employee testimonials to a broad audience.
When we check our own Facebook, we can find companies such as Doctors Without Borders and the Canadian Space Agency having a live Q&A with the interested Facebook audience. They answer questions like what it's like to work for their company, which positions are vacant and how you can apply. You could compare this concept to an online chat, but in the end it has so much more to offer. In our opinion, videos, compared to chats, offer a more natural and personal response since the body language of the broadcaster is also visible. Further, you are not the only one asking questions, so other viewers might ask questions that you haven’t thought of yet or if you’re too shy to ask something, you can just lurk and get to know the company anyway.

Live recruiting Q&A video Doctors Without Borders

Live recruiting video Canadian Space Agency
Next, heaps of information on companies can also be found by using the social network as a search engine. Not only live videos can offer a sneak peak into the cultural environment of the company, but regular Facebook posts can also fulfil the same function. The article mentions that reviews are becoming increasingly popular, especially on social platforms such as Glassdoor. However, we assume that in the future this trend can easily be transferred to Facebook as well. For example, product reviews are already common on the platform. On the one hand this user-generated content can serve as a reference for job seekers, so they can make sure the company matches their interests. On the other hand, companies can provide a direct link to their website, where the job seekers can find more information as well. When we looked on Facebook for companies such as L'Oréal and J.P. Morgan Chase,we noticed that they both have posts intended to convey the company culture. J.P. Morgan Chase shows off with employee events such as marching for gay rights and L’Oréal lets interns post about their experience on the company's Facebook wall. We believe that this is a good way to show the human face of the company, making it more relatable for followers and more attractive than a regular company website. After all, life isn’t only about work.
L'Oréal intern post

J.P. Morgan Chase employee march

The final trend discussed is paid social advertising, meaning that companies pay for example Facebook to make one of their recruiting ads appear on the Newsfeed of a certain targeted audience. In emerging markets, Staney spotted a 200% increase in applications with this strategy. As we’ve seen for ourselves so far, this is usually disguised as native advertising. It seems reasonable to assume that sponsored ads like ‘PacaJob’ are based on our current location and others like ‘AB InBev’s Fast Track Apprenticeship’ are based on past search queries, since Valerie is actually applying for this job. To us, it is very interesting to get some information through these channels since new opportunities show up and jobs that you haven’t thought of before can come to your attention very easily. However, if Valerie doesn’t get the job, these ads better don't appear on her Newsfeed anymore in order to avoid possible emotional breakdowns. You know, eating all that chocolate won't be good for her.
PacaJob suggested post - native advertising


AB InBev sponsored ad - native advertising

Since the current generation spends a lot of time on social networks, social recruiting facilitates their first job search and might offer them new insights of what their opportunities on the job market are. Furthermore it has become a requirement for employees to be able to deal with social media. So, no better way than recruiting them directly through these platforms. In addition, even if companies don’t intend to recruit them immediately, they can still convey the company’s human side and its values, which can allow people to identify with the company. Customers might even find your company more appealing than your competitors' through the messages you communicate on social media and this can induce customer loyalty.

As active job seekers, we welcome this evolution with open arms. We’re happy to let the headhunters take a shot at us, so we can find a job we love.

May the odds be ever in our favor!


Jana De Lobel & Valerie Eeckhout


Source article: https://www.proactivetalent.io/blog/top-3-social-recruiting-trends-2016
Source images: screenshots Facebook
Doctors Without Borders - https://www.facebook.com/msf.english/videos/10153744877272385/?__mref=message_bubble
Canadian Space Agency - https://www.facebook.com/CanadianSpaceAgency/videos/1130446060310923/?__mref=message_bubble
J.P. Morgan Chase - https://www.facebook.com/jpmorganchase/?fref=ts
L'Oréal Talent - https://www.facebook.com/LorealCareersFrance/?brand_redir=101260029596
PacaJob - Screenshot Facebook Jana De Lobel
AB InBev - Screenshot Facebook Valerie Eeckhout