In pursuit of the latest marketing strategies, social marketing, content marketing, information product marketing, author and book marketing, product development, story telling, website design, creating a compelling story, marketing technology and tools, building a tribe of loyal, raving fans, positioning and differentiating so your business can make more money.
Add in my years of experience in CMO/Chief Marketing Officer roles, and we've got a popular topic.
One realization of all this is launching and engaging in a top notch experience for the target audience, including crowdfunding campaigns. It's all marketing.
"This is just absolutely great. Very informative."
" I highly recommend this."
"Wow!!!!! Much more than what I expected and a ridiculous bargain for the quality of information and great breakdown of how to generate leads on LinkedIn. Great job Marty!!!!!!"
"It’s a fact. Consultants, advisors, coaches, solopreneurs, and small business owners often struggle to get enough sales leads. Are you one of them? I struggled too, but not anymore.
Getting profitable business leads from LinkedIn is easy if you use the 7 simple steps in this book. You will learn exactly how to use the GroupSyncTM Formula to get more leads than you know what to do with. I promise I won’t bore you with pages of babble all about me and my story before you get to the meat of the book. I just want you to read this quick book and get on with getting your leads.
I cover one area of LinkedIn and teach you how to become an expert at it.
Be sure and get my special bonus: GroupSyncTM Tracking Tool. I’ve been told that alone is worth the price of the book.
"Marty Koenig has done an excellent job in laying out a program in 7 easy steps to maximize your exposure and expand your marketing abilities" - Dennis WallerTOP 500 REVIEWER
"This is actually a workbook for you to go through and come out on the other side with a firm plan on how to use Linkedin to acquire qualified leads – lots of them." - Shmaya David
This week's Google Chrome update added some significant new features to its Windows 8 mode, effectively turning the browser into a stripped-down version of Chrome OS, with its own taskbar and window-management tools. But who's it for, really?
A couple times a year I meet up with one of my local recruiter colleagues to wax philosophical about our industry. Such was the case recently. One of
Marty Koenig's insight:
Personally, I have had about an overall 10% decency rate on recruiters, whether internally at companies, external via contract recruiters or vendor recruiters.
The best experience has been through vendor recruiters. Those who have proven themselves to stay on the hiring company's vendor list as a reputable and results-producing recruiting vendor.
A vast majority of the not-so professional ones have these traits:
Don't follow through
Don't return calls
Treats a senior executive like a 20-something with little life experience, and talks down
Are paid for submittals, not for actual hires (this one was a new one until I was unfairly submitted to a contract opportunity at 25% less than we had agreed to)
Ask "screening questions" that are "kindergarten" questions that make no notice of senior executive experience
Don't understand the job they are screening for
Don't read resumes, or spend 17 seconds glancing for key words, instead of actually reading it to glean the true essence of the person to see if there is the potential for a good candidate (versus only focusing on the 'perfect resume'
Don't treat you with the respect that a long, successful career has earned you
They are inefficient in their workflow
They are overworked and overpaid with compensation metrics misaligned with the real purpose of finding stellar candidates
Their account managers who have the relationship with the hiring company are usually the real professionals. If you are lucky enough to find a recruiter who is the account manager and the recruiter, that's better.
The few (internally and externally) I have worked with who are true professionals exude the exact opposite of the traits above.
When time is scarce and you are staring at a mountain of resumes, it’s natural to want to whittle the mountain down. Most managers say, “Let’s start with the three or four very best resumes. We can always come back later to consider the other candidates.” It feels like smart time management, but it doesn’t work.
Marty Koenig's insight:
Bob says "the people with “perfect resumes” often aren’t the best candidates." I agree. I also contend that the reciprocal is true. My personal experience is the best candidates don't have the most perfect resume.
Just because someone has spent the effort and time to make a perfect resume that matches the job perfectly, and hits 100% of all the job requirements, does not mean that someone with an 80% resume is a much better candidate and will perform much better once on the job.
When hiring managers or HR screeners spend all of 30 seconds reading the resume of a senior executive, they are doing their company a disservice.
1. Carve out the right amount of time to engage in the hiring process.
2. Read the resumes. don't just skim them.
When I hired 900 people to deploy to nine regions in 30 days, I read several thousand resumes. Every word. No skimming. That's one way I grew a $30M practice to $150M and improved gross margin by 50%.
Developers at Intel’s Open Source Technology Center have been working on a version of Android optimized to run on Intel chips, and this week the team released a major update. Android-4.2.2_r1-ia0 is a preview release designed to run on the same types of desktop, notebook, or tablet PCs you’d normally run Windows on — and …
A tool social scientists use to identify sex workers and drug users can help senior executives find the people most likely to catalyze—or sabotage—organizational-change efforts. A McKinsey Quarterly article.
Marty Koenig's insight:
Change management best practices and principles in an organization is often ignored.
Yes, technology changes are typically managed well, but the human side of change leaves a ton of opportunity and money on the table at any size company.
This article takes me back to my graduate degree program in management where we used tools to find the hidden influencers.
Anyone at Director level and above should read this article, and review it during any change that affects people and the way the do things at the company.