Internet Marketing Tips | 5 Pivotal Points

internet marketing

Internet Marketing Pivot Points

5 Important Pillars of Internet Marketing.

1. Blogs

–Register your blog with popular directories
–Have your newest blog posts appear on your LinkedIn Profile and Facebook status with links back to the blog
–Read top blogs in your industry, and then post comments with helpful information and links back to your own blog or Web site.

2. Social media can be a great way to get the word out about your company or product. Effective internet marketing can help accomplish this goal.

–Did you know Facebook has more than 200 million users? Facebook allows you to create free fan pages about your business.
–LinkedIn is a professional network that includes allowing companies to create profiles.
–Manage your social networking presence and engage in consistent participation with your connections. Nutshell Mail is a service that brings users a summary of their social network updates to their inbox in a single email delivered to them on their schedule.

3. Monitor Your Cyberspace Presence

We’ve all heard of “Google-ing” someone or something… Keep an active eye on what’s posted on the Internet about you and your business. Assume that your clients and prospects are in the know about what’s out there. Searching your name on Google and Twitter can tell you several important things:

–What people are saying about your business
–Whether your work is being used without your permission
–Whether someone else is using your personal or business name

If your reputation is in trouble and you’re finding negative or false information, you may need professional assistance to fix the problem. Evaluate if you need legal representation or public relations and press release solutions.

4. Be consistent with your online message and branding

–Coordinate and integrate marketing communications tools within your business. By doing this, the business’s brand message will be consistent in all possibilities.
–Integrating communications helps eliminate confusion from the consumer and builds brand strength.

All advertising media selections, creative designs, and public relations efforts should strive to match the message, media, and audience, so the right person sees and/or hears the advertisement or internet marketing piece and can recognize the business and its brand consistency.

5. Apply Search Engine Optimization (SEO) to your web site

SEO is a great way to increase your online revenue stream. SEO allows you to:

–Develop and arrange your site’s content and navigation to be fully optimized
–Drive more traffic to your Web site
–Maximize your Internet exposure

If these pointers seemed like an avalanche of information, imagine executing all of these functions on a daily basis. It could get overwhelming. This is when it’s time to consider outsourcing the work to a team of industry veterans who will keep your business’ best interest at the forefront. At iQuarius Media we work on these different facets on a daily basis, so feel free to contact us and we can discuss how to make your online presence effective.

This is Why Social Media Etiquette is Important

social media

Companies have long used criminal background checks and credit reports and even searches on Google and LinkedIn to explore the previous lives of potential  employees. Now, some companies are requiring job candidates to also pass a social media background check.

A year-old start-up, Social Intelligence scrapes the Internet for everything prospective employees may have said or done online in the past seven years.

Then they build  a dossier with examples of professional honors and charitable work, along with negative information that meets specific criteria: online evidence of racist remarks; references to drugs; sexually explicit photos, text messages or videos; flagrant displays of weapons or bombs and clearly violent activity.”We are not detectives,” said Max Drucker, chief executive of the company, which is based in Santa Barbara, Calif. “All we assemble is what is publicly available on the web today.The Federal Trade Commission, after initially raising concerns last fall about Social Intelligence’s business, determined the company is in compliance with the Fair Credit Reporting Act, but the service still alarms privacy advocates who say that it invites employers to look at information that may not be relevant to job performance.

And what unsuitable  information has led to job offers being withdrawn or not made? Mr. Drucker said that one prospective employee was found using Craigslist to look for OxyContin. A woman posing nude in pictures she put up on an image-sharing site didn’t get the job offer she was seeking at a hospital.

Other background reports have turned up examples of people making anti-Semitic comments and racist remarks, he said. Then there was the job applicant who belonged to a Facebook group, This Is America. I Shouldn’t Have to Press 1 for English.” This raises a question. “Does that mean you don’t like people who don’t speak English?” asked Mr. Drucker rhetorically. Mr. Drucker said his goal was to conduct pre-employment screenings that would help companies meet their obligation to conduct fair and consistent hiring practices while protecting the privacy of job candidates.

For example, he said the reports remove references to a person’s religion, race, marital status, sexual orientation, disability and other information protected under federal employment laws, which companies are not supposed to ask about during interviews. Also, job seekers must first consent to the background check, and they are notified of any negative information uncovered.

He argues the search reduces the risk that employers may confuse the job candidate with someone else or expose the company to information that is not legally allowable or relevant. “Googling someone is ridiculously unfair,” he said. “An employer could discriminate against someone inadvertently. Or worse, they are exposing themselves to all kinds of allegations about discrimination.”

Marc S. Rotenberg, president of the Electronic Privacy Information Center, based in Washington, said that employers were entitled to gather information to make a determination about job-related expertise, but he expressed concern that “employers should not be judging what people in their private lives do away from the workplace.”

Less than a third of the data surfaced by Mr. Drucker’s firm comes from such major social platforms as Facebook, Twitter and MySpace. He said much of the negative information about job candidates comes from deep Web searches that find comments on blogs and posts on smaller social sites, like Tumblr, the blogging site, as well as Yahoo user groups, e-commerce sites, bulletin boards and even Craigslist.

Then there are the photos and videos that people post — or find themselves tagged in — on Facebook and YouTube and other sharing sites like Flickr, Picasa, Yfrog and Photobucket.

And it is photos and videos that seem to get most people in trouble. “Sexually explicit photos and videos are beyond comprehension,” Mr. Drucker said. “We also see flagrant displays of weapons. And we see a lot of illegal activity. Lots and lots of pictures of drug use.”

He recalled one man who had 15 pages of photos showing himself with various guns, including an assault rifle. Another man included pictures of himself standing in a greenhouse with large marijuana plants.

Given complex “terms of service” agreements on most sites and Web applications, Mr. Rotenberg said people do not always realize that comments or content they generate are publicly available.

“People are led to believe that there is more limited disclosure than there actually is, in many cases,” he said, pointing out that Facebook’s frequent changes to its privacy settings in recent years may have put some people at risk in getting a job now because of personal information they might have inadvertently made public.

“What Facebook was doing was taking people’s personal information that they made available to family and friends and make that information available more widely to prospective employers,” said Mr. Rotenberg, whose organization has several pending complaints at the Federal Trade Commission about Facebook’s privacy settings.

Joe Bontke, a manager for the Equal Employment Opportunity Commission’s office in Houston, said that he regularly reminds employers and human resource managers about the risks of violating federal antidiscrimination employment rules and laws by using online research in hiring decisions.

“Things that you can’t ask in an interview are the same things you can’t research,” he said, which includes the gamut of information covering a person’s age, gender, religion, disability, national origin and race.

That said, he added that 75 percent of recruiters are required by their companies to do online research of candidates. And 70 percent of recruiters in the United States report that they have rejected candidates because of information online, he said.

Dave Clark, owner of Impulse Advanced Communications, a telecommunications company in Southern California, began relying on Social Intelligence for background screening because he said the company needed a formal strategy and standards before assembling online information about job candidates. “They provided us with a standardized, arm’s-length way of using this additional information to make better hiring decisions,” he said.

About half of all companies, based on government and private surveys, now use credit reports as part of the hiring process, except in those states that limit or restrict their use. As with social media background checks, there are concerns about information that is surfaced. The equal employment agency filed a lawsuit last December against the Kaplan Higher Education Corporation, accusing it of discriminating against black job applicants in the way it used credit histories in its hiring process.

But it is not unusual for senior-level executives in many companies to undergo even more complete background checks by a private investigating firm.

“We are living in a world where you have an amazing amount of information and data on every executive,” said Ann Bilkhorn  an executive recruiter in the converging technology, media and communications industry. “I think that puts the burden on the recruiter and the hiring manager to be really thoughtful about what is important and not important when making the hiring decision.”

Alas, be careful whether you use social media for entertainment or for work purposes because people are or will be paying attention. Words of wisdom.

Thanks to The New York Times

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