LatinOcean – Digital Marketing Consulting

where are the rss feeds or podcasts in the aimia site????

Michael, whom I was lucky to meet a while ago now, wrote today he was a bad blogger. I understand the holding back and the internal sensors some of us have that preclude us from hitting the publish button. Call it good sense, call it being gutless. there’s no value judgment here.

What made me push the button on this topic was that I read this long tail post immediately after. In it, Chris Anderson writes about radical transparency, which rather than comprising the unscripted and direct communication from officers and employees alike about ‘non-critical’ matters. involves instead:

The whole product development process laid bare, and opened to customer input. Management in public, via blog. CEOs venting, without benefit of legal counsel, in late-night postings.

Anderson’s praise for radical transparency may stem from his own experience. He wrote a (great) book which I understand sells very well, after having presented more than key ideas in his blog as he completed the end-product. His reward, as he writes was incredible feedback and actual input to the book.

What could be then the preconditions for radical transparency to provide benefits to its generators:

- does ownership of your idea-product need to be unassailable from a legal/expert/etc viewpoint?

- should you assume that your idea-product can be (easily) duplicable , and it’s only time that gives you the opportunity to jump into the next innovation cycle (therefore, there’s only the benefit of feedback to be reaped)

mmmm

A few weeks back I was rambling about aggregation becoming a viable business. Just got a job alert from recruit.net, prompting me to a job ad summary which is wrapped with a few useful links outside the site – company lookup on search engines, contact search on professional networks – as well as the recruit.net home-brewed job trends. Job seekers in EU and the US have seen similar links on vertical search engines focused on their markets for quite some time; the local hunter can now enjoy the same functionality.

From vadd

Technically, the implementation may be replicated rapidly, though it seems to me that this is one of the value-add areas for aggregators: increasing relevance and ease of access to collated results. In that context, How do job boards and corporate career websites fit in the value chain? Do they focus on employment branding? niche community nurturing? ATS services? non-classified ancillary businesses to increase their candidate sourcing capabilities?

I am not sure if cogmap (found via cheezhead) will be big on its own right, but I wouldn’t mind having an org chart overlayed to LinkedIn, wouldn’t you?

… and just for kicks would love my emurse resume(s) being associated to my profile too (because as you may know, a profile is not a CV), whilst being able to show employers my ideal roles through a wishlistr-type dream job roll

enough daydreaming

Ian Thorpe is on the telly now, answering questions after announcing that he’s finished with swimming. At 24, he’s recognised that swimming has thrown his life out of balance and he’s keen to take on other interests.

He’s already looking more like the youngster he is: not committed to a career yet, giggling when asked what is his ideal job is (without being able to respond – perhaps too much media training, who can blame him for being cautious with journos). He’s keen to talk and listen to anyone, and looking for roles in companies in need of ex-Olympic swimmers.

Welcome to (almost) normal life Thorpey, and thank you.

In several occasions and for diverse reasons, I’ve been targeted with the opt-in /opt-out marketing tactics. By that I refer to the vendor’s request for permission to – broadly speaking – market to its database.

Most of these requests assume acceptance by omission; so if I don’t want to be included in their sweep to get names I have to specifically click to be counted off.

I am pretty sure this practice is not illegal. Having said that I think it is pretty dumb, mainly because:

- I’d rather have people explicitly expressing interest in my product/campaign
- Even though I might be saving a bit of time to some of my clients/job seekers, I am sure that the ‘no response means yes’ alternative trawls more crap than it’s worth it (e.g. invalid addresses, inactive accounts, old details/resumes)

I hope it becomes increasingly evident that the value of distribution lists does not reside on volumes, but in business results (placeable candidates, repeat customers)

Just stumbled on Sweden’s Wishlistr via a comment left in the aublog. The name should give it away; got the button on the blog’s template to give it a crack. you can import items from amazon. digg, got your ‘add to list’ plugin…

It got me thinking if individuals would use a button like that could lists all the jobs that they are interesting in having a go at. theses would be links to job ads, descriptions from career websites, articles featuring people in those current roles already, etc etc.

Possibly the vertical search engines are in the best position to offer this plug-in -if they’re not doing it yet. Do you envisage the day when recruiters are trawling personal websites in search for a match between job seeker preferences and a vacancy/job order?

if you can’t beat them…

meantime goog keeps aggregating media buying and audience know-how