The power of Digital Paid Media is extraordinary. You can boost brand awareness, amplify your reach, enhance your targeting, maximize your content marketing, and gather incredibly finite market insights.

The power of Digital Paid Media is extraordinary. You can boost brand awareness, amplify your reach, enhance your targeting, maximize your content marketing, and gather incredibly finite market insights.

Lack of cultural fit is the cause of many less-than-ideal hiring situations. Sometimes a person feels like they just don’t belong at their job. Sometimes working with a team member reveals that they just aren’t a fit for the team.

Albert Einstein once said, “In the middle of difficulty lies opportunity.” An agency can be an exciting place, but many find it scary and overwhelming. It just isn’t the right fit for most people. As a result, it can be difficult to find people who can be successful in an agency setting.

As recruiters in the digital field, our clients speak frequently of management struggles involving the newest generation in the workplace. Millennials have a lot to offer, but generational differences require a new approach to management that is effective and ultimately successful.

Hiring the right people to fulfill your vision is essential, but assembling a great team for your organization is a difficult task. Finding the right person to fill each role is time-consuming. Something equally important—and equally tricky—is building and maintaining a healthy organizational culture.

It’s a hiring manager’s nightmare. Someone on your team alerts you to a new review on an employer review website. You cautiously click, and it’s an all-out roast of the organization, its people, and its culture.

Julius Caesar once said, “No one is so brave that they are not disturbed by unexpected change.” Every experienced hiring manager has been through it. You get the team running like a well-oiled machine and then one of your top-performers puts in their notice. Ouch.

“Success comes not from having certainty, but being able to live with uncertainty.”
― Jeffrey Fry

Some digital marketing agencies will prosper after the Coronavirus shutdown. However, some agencies will fail. Bob Knight once said, “The key is not the will to win…everybody has that. It is the will to prepare to win that is important.”

Businesses are in uncharted waters and leaders are attempting to adjust their sails. The shift to remote work presents many challenges, but this uncertain time also presents many opportunities.

Mike Krzyzewski, more commonly known as Coach K, is arguably one of the greatest basketball coaches of all time. I never liked Coach K, as his teams always defeated my favorite teams. However, with time and experience comes maturity.

We used to live in a world where the big ate the small. Now, we live in a world where the fast eat the slow. The velocity of business may be rapidly increasing, but the business world is facing a talent shortage. An organization’s ability to identify and hire talent will be directly proportional to their success, so talent acquisition should be a core strategic focus for today’s business leaders.

There are many recruiters out there. Choosing an inexperienced or non-specialized agency will not only cause frustration, but also prevent you from reaching your goals. Thus, choosing a recruiting agency to work with is a very important decision.

Picture this: you go to the store to get ice cream, only to find they’re out of the flavor you want. Then you go to every other store in the neighborhood, just to end up empty-handed.  You know the next city over may carry what you’re looking for. But instead, you go home empty-handed or with something that you aren’t super excited about. You encounter a similar dilemma when you try to find your ideal candidate within a defined geographic area. Avoid this frustration. Broaden your search and be open to relocating new team members. Keep these two keys in mind when you begin this process:

Oscar Wilde once said, “Experience is simply the name we give our mistakes.” Additionally, Albert Einstein once said, “The only source of knowledge is experience.” We treat mistakes as a great source of learning. User experience is a relatively new undertaking in our clients’ typical foci of websites, apps, and Saas offerings. Thus, we learn a lot from early mistakes.

Mark Twain once said, “The secret to getting ahead is getting started.” Picture a horse race: there’s an all-out battle to the finish line, which ends mere minutes after the start of the race. Generally, competitors who leave the gate well also finish well.

In boxing, we hear the phrase “punching above their weight” in reference to a fighter who hits harder than others in their weight class.

Welcome to our discussion on building and staffing your digital transformation team. Let’s start by aligning on a common definition of digital transformation. Being simple people, we like to define things simply. For the purposes of this post, we will simply define digital transformation as the application of current technologies to improve relationships with organizational stakeholders.

Former NFL Head Coach Chuck NollM once said, “If you want to win, do the ordinary things better than anyone else does them, day in and day out.” Most organizations struggle with the question of how to best leverage the web in their business. In order to leverage the web, your organization’s digital marketing efforts need to be optimally staffed.

One of my hobbies is mixed martial arts. My friends and family think I’m a little crazy, but I can’t help enjoy the training, and of course, the fighting. One thing I’ve learned is that fighting a smaller, faster guy can be very frustrating. They can be hard to hit, they strike quickly, and they’re gone before you can return fire.

Owning, building, and selling a successful digital marketing company taught us a host of valuable lessons. Subsequently going through a merger and acquisition, as a result of selling a digital marketing firm, taught us even more. We’ve had the privilege of helping dozens of organizations properly build and staff their digital and integrated teams.

As an emerging company, it can be tempting to hire someone from a mature, established competitor or to recruit someone with a big title from a big company. However, recruits from mature, slow moving, well-established enterprises often do not survive at faster, more agile, more adaptable emerging technology companies.