31 January 2009
· Filed under Marketing, Search Engine Marketing · Tagged economic crisis, recruitment, recruitment trends
Many employers are cutting heads to keep afloat. Cost cutting is the immediate short term remedy to sustain a business – and unfortunately, in a service-driven world, people generally represent the biggest cost in a company. But a quick browse through BIG TIME Recruitment tells another side of the story.
Entelligence’s global recruitment website, www.bigtimerecruitment.com, shows an interesting trend since the economic crisis. The following sectors represent the 3 biggest area of recruitment, making up approximately 90% of all jobs currently being advertised worldwide:
- Work from home – 40%
- Sales – 30%
- Marketing – 20%
The sudden increase in work from home jobs represent companies’ attempts to reduce operational overheads, whilst keeping the resources they need. All three of the sectors above are sales/marketing related. They are all jobs that lead to revenue INCREASE – this represents a more positive approach towards dealing with the economic crunch. Yes, some companies have no choice but to curb costs, but many companies can actually take a more agressive stance & look to push sales – depending on which sector their company operates in.
We are actually seeing an increase in digital ad spend, since it represents the best Return On Investment of all advertising channels available. A colleague mentioned to me that Walmart has decreased all ad expenditure for the next quarter, except digital ad expenditure – which has actually been increased.
Spending more in times of crisis takes courage – but very often it is the best thing to do. If business has slumped every company needs to find new markets, adapt, and sell more aggressively than ever.
by Sean Riley
30 January 2009
· Filed under News, Regulatory · Tagged Entelligence, noseweek, stafford masie, yellow pages
“Greedy Google” preys on South Africa reads the headline.
Noseweek’s latest article comprehensively addresses various aspects of questionable behaviour by Google South Africa.
Covering Entelligence’s skirmish in which Google attempted to bully us off a key customer, to Google’s attempts to manipulate the press, to questionable company policies that include: (a) lack of transformation in line with South Africa’s BEE policies and (b) revenue being directed offshore & no VAT being paid along the way.
It all makes for an interesing read!
27 January 2009
· Filed under News · Tagged luke watson, saracens, stormers, super 14 rugby
Watching the Stormers play Saracens this weekend was great. Despite a fabulous performance that gives me high hopes for our Super 14 season ahead, the day was marred by the booing of Luke Watson.
Luke’s recent (alleged) comments that he wants to puke on the Springbok flag etc etc have been blown out of proportion. I really feel for the guy. Even if he made such a crazy statement, I believe one needs to understand the context of his words, and the level of (largely undesired) publicity he has received around his forced selection into the Springboks last year. Luke has been a puppet of those around him & he has suffered the consequences.
Any sane Stormers supporter at Newlands on Sunday would have seen for themselves that Luke’s committment, talent, and skill cannot be denied. He put his body on the line for his team and supports – and he was booed as a result. We should all feel ashamed. Everyone makes mistakes, let’s move past this and support the player on his performance and the team he plays for with 100% committment.
Luke – you played like a champ. History is history. Whether reports are accurate or not – I rate you as a player. It’s not up to anyone except your close friends and family to rate you as a person.
Sean Riley
14 January 2009
· Filed under Uncategorized · Tagged noseweek
Noseweek magazine is a must read! Goes to press in days….
9 January 2009
· Filed under Search Engine Marketing, Social Networking · Tagged advertising, audience profiling, profile targeting
Advertisers have been caught in the trap of search advertising and banner advertising. This advertising is great in most instances – target keywords that are suitably related to your product & your ads are only seen in a contectually relevant placement. But what if you are targeting an an entire demographic?
Profile targeted advertising such as FaceBook allow advertisers to target users matching entire profiles: men between the age of 16-24 in South Africa who love Rugby. When you’re promoting a brand aimed at an entire sector of the market, keyword targeted advertising doesn’t cut the mustard. As the pricing of FaceBook shows (usually 10x more per click than search advertising) – there is immense value in knowing who your audience is. Was a grandpa searching for ‘nightclubs in London’ or was it a person between the age of 16-24 who has an interest in partying?
The new era of advertising is upon us. Advertisers are becoming discerning and it is no longer good enough to win a click from a stranger. Advertisers want to know what they’re paying for.
Sean Riley
6 January 2009
· Filed under News · Tagged job boards, job search engine, jobs online, online recruitment
BIG TIME Recruitment, launched mid ‘08 by Entelligence, has done well in developing global reach. With jobs currently available across the US, UK, Spain, India, South Africa, New Zealand & Australia – BIG TIME is fast becoming one of the global job search sites.
Premium and Free Jobs
BIG TIME offers advertisers seeking employees the ability to directly insert their job advertisement onto Google Adwords instantly – providing immediate exposure. We also launched a free job service which does not insert the job onto Google, but it does offer some value by advertising the job on the BIG TIME Recruitment website.
International Franchises
Entelligence is currently partnering with International recruitment leaders and is tying up international franchises to assist in providing customers with localized support in their countries.
Job Seeker Privacy
A key differentiator for BIG TIME Recruitment is that job seekers details are not shared with employers or recruiters unless the job seeker specifically applied for a job. This protects the individual’s privacy and ensures that applicants received are only job seekers who specifically expressed interest in the respective job. Job Seekers can now also setup alerts that will notify them of relevant jobs matching their profile.
Sean Riley
