B2B marketers have joined the social media marketing movement in droves. In fact, Forrester Research predicts that B2B firms will spend $54 million on social media marketing in 2014, up from just $11 million in 2009 (eMarketer B2B Social Media Marketing Heats Up).
Unfortunately, many of those efforts are entirely tactical, methodical and without a true understanding of the “social” aspect of social media marketing. B2B marketers that are early in their social media marketing maturity level tend to focus on message distribution such as Tweeting or posting Facebook links mostly to their own content vs. engaging with customers on a human level. That one-way communication profile doesn’t engender discussions and sharing, so social traffic level increases tend to plateau pretty early.
In order to grow and scale the return on social media marketing investments, B2B marketers need to think more about the “social” than the marketing. Here are a few thoughts on that:
Decide What You Stand for Topically
The social SEO benefits of being intentional about language that reflects your key business areas of focus as well as the conversations happening within your target community are essential. Topically fragmented blog and social networking content dilutes a company’s ability to “stand out” to customers amongst the sea of noise in social conversations as well as to search engines.
Practically, that means a strategy that identifies goals, customer personas, content & editorial plans and search/social keyword glossaries. A content marketing strategy is the plan that executes what your company and brand stand for as well as how it will communicate those key messages. A social SEO keyword or topic plan filters into all relevant web and social content creation. It can also flavor social network topic engagement and conversations. That means a guide for which blogs to comment on, which influentials to network with, word choices for Tweets, blog posts and tags.
Do: Create and participate where your customers and influentials spend their time and with a content plan that supports your key topics of focus. Be useful and share social content that’s worth sharing (whether it’s your content or others’).
Don’t: Overly self promote and publish social content that is not directly or indirectly in alignment with your key topics of focus. That doesn’t mean everything you create is keyword optimized. It means everything you create and promote is thoughtful about where it fits in your social & content marketing plan.
The outcome and benefit is that your own content creation and promotion efforts are aligned to inspire discussion, sharing and links according to topics and keywords that are important to brand, business and marketing goals. An ideal manifestation is that your target audience sees your brand in a positive way everywhere they look for topics XYZ and 123 on social channels, when they search and even offline (inspired by online) word of mouth.
Plan to Win
If you enter a competition half-assed, guess what? No matter what your talent is, the chances of a win are pretty slim. Unfortunately a lot of B2B companies approach social media participation with an attitude of using the least amount of resources possible. Oftentimes this means following structured best practices list from some self-professed social media guru. Checklist marketing works to make redundant tasks more efficient, but it’s no way to engage a community.
For example, one of the most common “plan to be mediocre” mistakes I see with B2B marketers is predictable social profile creation and publishing focused solely on LinkedIn, Twitter and a blog without researching those channels. Such a plan also involves a focus on promoting company content and superficial (at best) engagement with the community.
Planning to win means having a plan for networking into influentials’ sphere of influence and knowing what to do once you get on their radar. It means creating social content that will inspire engagement and outcomes to further your business goals. It also means providing training within your organization to distribute and grow the role of social participation within your brand.
Practically, this means forecasting resources (people, process and technology) for social media marketing as significant marketing channel, not just an experiment or a checked box on a list. It means an integrated plan to dominate your category through growing social influence & networking, content, search, word of mouth and media plus the resources to execute and measure.
Do: Hypothesize, forecast and commit resources to test, develop processes and scale social media engagement within your business. What starts as social media marketing can turn into social business as the impact of social media engagement propagates from marketing to other departments and throughout the organization. Winning the social media game for B2B marketing doesn’t just mean increased sales, it means dominating your category.
Don’t: Think that social media content promotion as part of a Search Engine Optimization program is the same thing as social media marketing or social business. It is not.
The outcome and benefit of planning to win in B2B social media is that you have enough resources to provide value to customers throughout the B2B buying and customer lifecycle, facilitating awareness, trust, confidence, word of mouth, sales and referrals. It also means developing a community in alignment with your company’s goals.
Originally published at the Online Marketing Blog
Gaining Discipline and a Strong Work Ethic at a Young Age
Entrepreneurs mostly fall short because they don't have the work ethic needed to start a business from nothing. It took a while, but I had to train myself to work 17 hours a day.
I've learned that it is the indirect work that an entrepreneur puts in that makes him or her successful. For instance, I continuously read new books that I feel may be pertinent to my job. I always take detailed notes so I don't forget the concepts.
If I'm not at the gym or sleeping for 7 or so hours, I'm available for my clients. This is what compels them to continuing working with my firm.
The biggest problem I have with my vendors is that it takes them too long to execute a request. Corporate America has set a standard of 8 hours a day - no more no less. It is imperative that the entrepreneur exploit this status quo and stand out from the crowd.
Advertising and Marketing on a Budget
I knew that I could not rely on cold-calling forever. Also, I am a firm believer that you should never rely on current clients. They can move companies and no longer need you, they can experience budget cuts, or you can have a disagreement that leads to a falling out.
However, pay-per-click would not work for me because candidates who yielded little to no return would kill my budget through costly clicks. Obviously it was important that job seekers visit my company's site, but they aren't the real revenue-drivers in the recruiting world. Therefore, I found various industry directories that were accessible to my target market and only cost a hundred or so dollars per advertisement annually.
Once I closed enough deals to support a marketing budget, I decided that we needed some form of SEO. I found a company out in California through the web and the sales representative, seemingly desperate for business, threw in 35 programmed new pages per month with the SEO.
At this point, I had an intern from NYU come to my apartment full time, and together we wrote over 150 landing pages. (Landing pages are website pages geared toward ranking on a particular keyword phrase or two and, mostly they are not linked to from your website's homepage.)
While their programming skills were satisfactory, when it came to SEO, my vendor had no idea what they were doing. Before we parted ways, over the course of approving programmed pages, my vendor sent me their programming and meta tags for my site.
This piqued my interest and I began studying SEO. I ended up studying it all day, every day. I knew it was the only way my company would grow. I read SEO blogs, contacted sites that would give links to recruitment agencies and, at this point I began the uphill battle that was cold-calling universities for.edu links.
In total, I probably contacted 350 or so university career centers in order to present my company as a career resource and, subsequently get a link from their site. I got a lot of resistance, mostly because I was a recruiter and recruiting has a certain low reputation, but some of the career center people were simply hard to negotiate with.
Partially, that's due to academia being its own, insular world, where rules apply differently than in the business world. A university in Arizona would not even accept donations to be listed because we were a staffing agency. Another university's career center got in a lot of trouble when the woman asked for $500 for us to be listed, but there was no cost for any other firm.
I knew something was wrong when she emailed me right away with a "First-Ever Best Career Center Intern Award" in which she would give cash to the student who did the best job of convincing her that they were the best intern and should get the money.
Then, there was my alma mater, who took a donation, only to tell me that the woman who swiped my credit card was no longer there and she didn't have authorization.
In the end, I ended up with only 30 or so links after literally days' worth of cold-calling hours. Even so, it was a higher number than my competition had. Right now, SEO is what fuels my business. We get around hundreds of visits a day and our advertising budget is a mere pittance compared to what most ad and marketing agencies quote.
This means that our firm does not need to attend trade shows and is not reliant on one particular customer to maintain a steady stream of revenue and fuel growth.
Recruiting the Right Employees From an Apartment
I started my business from a studio apartment on Manhattan's Upper West Side, and continued to grow it when my wife and I moved to a larger place on the East Side. But a Manhattan apartment with the attendant space restrictions it still very much was.
I decided to prioritize growing our online presence and business base, as described above, rather than investing in office space before it made logistical sense. But I was quickly busy enough that I couldn't run the business on my own, and that meant bringing on employees.
Recruiting employees to work out of your apartment is very difficult. This is especially true when they are of the opposite sex. I knew that remote employees would not work, as they have a significantly higher turnover rate than in-house employees.
Also, I wanted to hire entry-level people, and too much autonomy leads to failure at that experience level. I wanted them trained by me and not another recruiting firm, therefore we would have to teach them the business.
When I set out to get new full-time people, I already had our Managing Director, Alison, on board so it was a little easier, but many applicants would not consider working out of an apartment.
They would get very skeptical as to the legitimacy of the company. Most would not show up to the interview.
The only way to accomplish recruiting the right people was to increase the salary for the position to roughly 25% over market. It was worth it, as we found one great employee who would help us find the 4th member of the team.
We also assured our employees that we would get an office, a promise that we kept and signed a lease after a few months of the new team members being on board.
Recruiting, even if you have the tools, is a very difficult thing for a start-up. However, the hurdles I cleared can apply to many industries, not just staffing or consultancy services. Work hard, plan smart, and hire right. Aren't those the basics to any start-up's success? The trick is getting them right the first time, or if not, to try, try again.
Article Source: http://EzineArticles.com/6129956
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