Having the right people working in your company can make or break your business. Managing your stress during employee recruitment is important and you need to remember that you are not going to be able to please everyone in your company.
As it is important for job seekers to keep up to date with industry news, it is also important that employers know what is going on in their industry and how this can affect their employment process. Take a look at Redline to stay informed.
However, this does not mean you should take a disorganized approach to recruitment and there are certain rules that you need to follow to ensure that you hire the right person.
Look for Commitment to Their Career
You will want to hire a candidate who is committed to their career instead of one that is not. Candidates that switch careers often or jump from one job to the next in order to get a higher salary should be avoided. If the candidate is not loyal to any company they could cause problems for your business in the long run.
To determine commitment, you need to look at the duration of the candidate’s last jobs. If they are constantly changing jobs, it is a sign that they may not be the right one for your business.
Test Learning and Analytical Skills
You should try using different methodologies when it comes to testing learning and analytical skills. This testing can be tricky, but it will ensure that you are evaluating the candidates on more than just their resume. After all, it is possible that they have padded the resume to make them look better.
While you might be drawn to the candidate who is confident, you need to ensure that they have the right skills and education to back up their confidence. Being confident is important, but you want to hire someone who can actually do the job you have to fill.
Check for Compatibility
When hiring someone, you need to check that they will be able to fit into your company culture. To determine this, you should look at the social skills the candidate has in terms of getting along with others both colleagues and management. During the interview, you should ask them about how they manage current clients in order to judge their compatibility with your company.
In order to work with you, the candidate will need to show willingness. If the candidate does not get along with the previous boss or clients, you need to find out more. This could be a red flag and a sign that they are not the candidate that you should be hiring.
Always Improve Your Hiring Process
Your hiring process is something that you need to focus on before you start looking at candidates whether you are recruiting for a big organization or looking for people for your start-up. When assessing your hiring process, you need to consider if it has the following:
• Instead of asking bullet point questions, you need to focus on getting to know the candidate along with their capabilities, skills, attitude, skills and overall potential within your company.
• When advertising the job, you need to ensure that all of the responsibilities, experience, required education, knowledge and skills have been clearly listed. Doing this will help you to evaluate the candidates and get more applications from people who truly fulfil all of your requirements.
• Involve other people in the evaluation process as this will provide you with more opinions on the candidate and ensure that the candidate will be able to work with their supervisor or colleagues.
Don’t Forget About Interns
There are some people who disagree that interns are the best way to hire the right employee for your business, but this is something that you should consider. When you hire an intern, you will learn their strengths as well as their weaknesses along with getting some practical evidence of their work and attitude. This is all you need to ensure that you are hiring the right person for the company.
When you pick an intern, you are already doing all of the hard work of narrowing the field. This provides you with a potential pool of candidates who can fill the permanent positions that you have available. An added bonus is that they already know how the company works.
Get Social with the Candidates
Personal questions can make an interview uncomfortable and may not get you anywhere. You should instead analyze the candidate’s presence on social media. This is a good strategy, particularly if you are hiring in a tech business.
For certain people, working on the contracts that are short-term might feel risky and is often associated with instability. Yet for others, it offers a lot more flexibility along with an increase in intellectual stimulation.
Read this EMR blog about Interim recruitment and see if it may suit you.
Here is my list that contains 5 key questions which I encourage individuals to answer before deciding to become interim managers:
1. Are you looking for a way to avoid office politics while focusing on delivery?
In most cases, an interim manager is hired by an organization in order to either deliver a specified project or to handle an individual business scenario. This means you have clear objectives and a deadline which requires a lot of focus and just about no time to become involved in trivia office politics.
For certain people, working in this type of environment can feel alienating. Yet the nature of these short-term contracts will mean that you are not actually embedded in any given organization. Some people thrive on these scenarios as they can focus more of their attention on the job at hand along with an inbuilt method of addressing problems or setbacks from a neutral position.
2. Do you have good communication skills?
This type of work will make you the outsider that comes into an organization to tell permanent staff what changes are required or how they should be doing things. This often means you need to handle situations with a level of finesse. Good communication skills are vital, and these skills have to be adapted to match the current culture that you find yourself working in.
You need to possess abilities to provide instructions in such a way that it encourages people and makes them feel enthusiastic about hopping on board. You also need outstanding management skills which means you are able to quickly engage with a team. You also need to be a great influencer as you will be required to shape certain processes while getting everyone on board with you quickly.
3. Do you enjoy variety?
The people that match up well to interim-management positions often find the permanent roles boring and stifling. This is because even senior levels often lack change. The advantages associated with interim management positions is that the role along with the challenges will change regularly. Many of these contracts will run from as little as 3 months all the way up to 18 months, which offers you many opportunities to find new companies, meet up with new people while tackling exciting and new problems.
There are people who thrive on this type of change, while others may feel like it is too risky. Of course, the lack of consistent and regular income can put many individuals off this route. Yet, with so many of the public sector organizations that have increased their reliance on the expert skills of the interim managers, there is now more demand, which means risks which were once common with contracting (being without work for months) is now reduced.
4. Do you crave more autonomy?
To put it into perspective you are actually your “own” boss in the role of interim manager. You get to choose which projects you would like to become involved in along with the freedom to move directly into another project or to take some time off in between. This can be especially useful when you have lifestyle commitments or family.
However, while you are offered with the benefit of choosing and picking, you will need to have the right skills at selling and marketing yourself, and you need to know how to network. If you are lacking in any of these skills finding work may become difficult.
5. Are you a professional expert in a given field, and are your skill sets in demand?
Organizations sometimes do not have staff members that are permanent with a specific skill-set in order to handle specialized projects. One of these examples is that we place many interims that specialize in social care within the local government.
Another popular emerging area is a demand for development and regeneration skills, along with experience in infrastructure delivery. This has to do with the government who prioritizes economic growth and house building. When these vital portions within the public sectors are experiencing a crisis, or if a new priority arises, hiring an outsider that has experience in dealing with similar issues, drastically lowers the risks along with maximizing chances of success. When implications become great, you really need the skills of an expert.
I love social media it’s helped me create a business and like others keeps me in touch with friend and is a form of entertainment. I even created a viral social media just by using my head. I write about the dangers of social media that now need to be stopped!
A recent study showed that more childrenare being groomed on Instagram than on other social media platforms,
Police in England and Wales haverecorded more than 5,000 cases of online grooming since having sexualcommunications with a child became a crime in April 2017, child protectioncharity the NSPCC found.
Instagram was used in a third of caseswhere a method was disclosed, while Facebook was used in 23% of cases andSnapchat in 14%. The number of cases on Instagram that police dealt with roseby 200% in the space of a year.
Girls aged 12 to 15 were most likely tobe targeted by groomers, and victims included children as young as five yearsold, according to the group, which based its figures on freedom of informationrequests to 39 of the 43 police forces in England and Wales.
A fifth of the victims were 11 years old oryounger
NHS head Simon Stevens said parents are denying children life-saving jabs because of lies posted on YouTube and Instagram.
NHS England say that fake information isresponsible for people not taking up vital prevention vaccines. YouTube as well as Facebook-owned Instagramand WhatsApp as among the platforms on which anti-vaxxers are spreading what hesaid was “fake news” about vaccines. NHS England said that England
Stevens said discussions within thehealth body has focused on how to stem the spread of anti-vaccination ideas onInstagram and YouTube, and referred to a parent at his daughter’s primaryschool who had used WhatsApp to express concern about children’s immune systemsbeing “loaded up” with vaccines.
Biometric identification could help social media?
I can’t see a problem where stricter meaningful ID verification is introduced by the social media platforms
The Banks and the finance sector have mastered online ID why cant the social media platforms? The threat is so constant and potent to our children, our privacy and even our health, knowing who you are dealing with online has got to be a priority
The Bank Societe Generale is giving its customers the chance to open an account online using biometric facial identification and a dynamic selfie. The bank is deploying this technology to simplify the banking process and reinforce personal data protection and confidentiality. Its this sort of level of identification I suggest that would start to take effect against the negative aspects of social media. I am a realist and know that no security measures are 100% but I believe this sort of action will help towards reducing:
Margot James MP, the U.K.’s Minister for Digital said that “online safety is a top priority for the Government and we want to make the U.K. the safest place in the world to be online
Companies such as Facebook, Instagramand Snapchat will be expected to ensure that only children aged 13 and over areon their platforms and that the content is appropriate for their age.
Those that breach the “age appropriate”code face fines of up to 4 per cent of global turnover by Elizabeth Denham, theInformation Commissioner, who will police the new regime.
She said: “Our code will clearly outlinewhat is required of developers at the design stage so that children areprotected in the first place. Safeguards must be built in, not bolted on.
“We will not hesitate to use ourconsiderable powers to enforce the law.”
Much as a parent who buys their child a cuddly toy should have the confidence there are no sharp edges or loose fixings so they should have the confidence that online games, websites and new technologies will be safe, she said.
Social Media Companies Change or Die
It’s time for social media leaders to make the change after all you have your own kids, health and privacy at stake
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To become an effective and successful leader, one must know the importance of delegation and focus on other areas that make a great difference for the success of the project. A delegation of tasks also helps to manage people effectively in a team. Delegation tasks not only frees a person to focus on their imperative assignments but also helps in the growth and development of other people in the team. When done correctly, it motivates the person to whom the tasks are delegated, which, as a result, contributes to their professional development.
Here are some of the points that one should keep the following in mind to delegate efficiently.
The key to effective delegation is preparing groundwork, which requires careful planning and development of tasks that are being delegated. Designing a clear map of the required tasks will save time and provide clear objectives to the person who will perform those tasks. The purpose here is to be specific and identify responsibilities that need to be assigned, which requires clear communication of the tasks.
The Pareto Principle, named after Italian economist Vilfredo Pareto, or The 80/20 Rule,
Effective managers do not delegate the 20
When deciding whom to delegate certain tasks to, smart managers take many factors into consideration such as individual’s skill sets, nature of the assignment, opportunities for growth, among others. This requires having a good understanding of aptitudes and competencies of the team members.
Managers should provide a clear explanation of tasks and responsibility including the expected outcome to ascertain that the person to whom the work is delegated is able to understand the work and is able to complete it in an effective manner.
Take a personal interest in the progress of the delegated task
Managers should provide guidance for the resources that may be required to complete the task. Requesting regular update of tasks and willing to provide assistance, if required, is valuable. However, this should be done without being intrusive, which will give the impression of untrustworthiness to the team member. This can be done by keeping an environment of open communication.
Evaluate and reward
Evaluation of results is more crucial than methods. If the assignments were achieved competently by the team, they should be informed of their success. In case of insufficient performance, the manager should analyse and provide effective feedback.
With practice, the delegation process becomes faster and seamless. As mentioned previously, not only does it help in reducing managers from getting exhausted from work, but it also helps the team to grow together. Moreover, it provides the manager with an opportunity to identify the strengths of their team members.
Often mentoring and coaching are used interchangeably. While they may use similar skillsets to allow clients to reach their full potential, they are not quite the same.
Mentoring traditionally enables an individual to follow in the path of a more experienced colleague who passes on knowledge and helps to open doors to better opportunities. International Mentoring Group suggests mentoring as, “A process of direct transfer of experience and knowledge from one person to another.” Today, the word ‘mentor’ is often thrown around carelessly for anyone who provides a positive, influential guide to another person.
Coaching, on the other hand, does not require a coach to have direct experience of their client’s formal occupational role unless their coaching is specific and skills focused. The Cambridge dictionary defines “coaching” as a “job or activity of providing training for people or helping to prepare them for something”. But this isn’t a complete definition, because coaching is neither training nor preparation, but a framework to achieving goals.
Coaching and online coaching has progressed from having a stigma attached to it to affording status: coaching has become an indication that one’s company considers one worth an investment. Moreover, we think this is because something else has happened in many business cultures – people are more willing to admit to themselves and to others that they need the help of professionals to understand themselves and to grow and develop in their working environment. Senior executives now often acknowledge that they have had coaching and that it has informed them as leaders and influenced their value systems, the way they deal with other people or their approach to their work. This is increasingly seen as something to be proud of, as demonstrating emotional intelligence and insight.
Some of the important differences between coaching and mentoring are as follows:
The aim of coaching is to develop potential with a focus on developing and enhancing performance, aimed at specific immediate work-related issues and career transitions. In mentoring, the focus is on the growth of the mentee professionally providing guidance for career development and managing transitions from a broader perspective.
The duration of coaching is usually shorter than mentoring. Coaching can be terminated after a few sessions when a specific goal or skill targeted is achieved. Mentoring conversely requires more commitment from both parties and may continue for years.
The driving force behind mentoring is an effort to positively influence the personal and professional growth of the mentee. However, coaching demands defined focus to be present and the aim here is to acquire new skills as efficiently as possible.
Coaching will challenge and encourage rather than direct advice or teach like mentoring, but the individual being coached or mentored will find their answers for themselves. Hence, coaching does not require design, however, mentoring requires strategic models for specific components to be effective.
The focus in coaching is task oriented i.e. to focus on certain skills development or address concrete issues. The focus of mentoring is relationship oriented and long term personal goals and growth. It provides a safe environment where the mentee shares the issues that affect their professional and personal success.
It can be challenging to provide specific key performance indicators for mentoring as it focuses on broader issues. However, coaching has specific goals, therefore, it is easier to measure by tracking the accomplishment of those goals.
The difference here is largely based around goal-setting and focus which is the age-old battle between performance and capability building. The Brefi Group, a UK-based change-management organization, suggests the key difference between mentoring and coaching in this thought-provoking sentence: “A coach has some great questions for your answers; a mentor has some great answers for your questions.”Depending on individuals particular needs and their circumstances, they will guide the process accordingly.
1) In mentoring, the mentor is guiding the mentee through the field they need information in, and the relationship is mentee driven.
2) Mentoring can be used by all levels in an organization; it’s a very broad audience to target a wide group.
3) Mentees often select their own mentor and do so by choosing a mentor with a background that they feel appropriately suites their needs.
4) Mentoring is not a full-time job for most mentors. (However, we recommend creating a role profile and baseline mentoring training to help mentors understand their roles and what is expected of them.)
5) Mentors usually belong to the same organization as the mentee.
6) The costs of mentoring programs are usually lower than coaching programs since the mentor volunteers to support the mentee.
There is a great deal of overlap between business and executive coaching or mentoring. The key differences between business and executive coaching and mentoring are that Executive coaches and mentors typically…
Public speaking is described as one of the most common phobias around. According to a study, 75% of Americans suffer from anxiety in relation to public speaking, which means that three out of four people would refrain from speaking in public. As a matter of fact, even seasoned veterans may experience speech nervousness. Winston Churchill, Abraham Lincoln, Prince Harry, Jennifer Aniston, and Adele are few of the examples of celebrities who feel anxious when facing a crowd. Here are some of the tops to overcome this phobia:
Rehearsing is the biggest key to become a confident speaker. Having an audience of trusted reviewers to give feedback is the most effective way to enhance your presentation skills and feel more confident in front of the crowd. You may also recording yourself and play back the file to identify and weaknesses in your speech.
High anxiety levels can cause dry mouth, which can make it extremely difficult to communicate effectively. Keeping a water bottle along with you when presenting can help you stay hydrated.
Imagine yourself going on a stage and successfully sharing your message across the audience and receiving a good response from them
You may well think of some positive outcomes that can happen but if you are worrying you are almost certainly thinking of a whole range of things that can go wrong. Creating these thoughts in your imagination is like experiencing them in reality and you unconsciously create the exact reaction that you would have if these things really did occur.
Focusing on the best outcome that can happen, or on a range of possible positive outcomes can reduce your anxiety. Try asking yourself the simple question ‘What would I like to happen?’ Just ask yourself that question and imagine what it would be like if that were to happen. Maybe you could create a picture in your mind, or you can imagine what things you would say to yourself and how you would feel. You could also try writing down a description of that outcome. One advantage of doing this is that you can read it back to yourself from time to time if you get anxious again in the future.
Adrenaline causes breathing to become shallow. Holding the breath in anticipation of what will follow only leads to
Some of us will recognise that awful moment when you are standing in front of a group of people and your mind just goes blank. The chances are, if you took a moment to notice, you are probably holding your breath. In
Watch for the adrenaline to show up and don’t let it surprise you. Determine how adrenaline manifests for you—butterflies, palpitations or racing thoughts—and begin to expect these symptoms as a natural prelude to speaking. As soon as the symptoms show up, say to yourself, “Oh, good. My MOJO is here!” It’s true! When you harness adrenaline, you command the room. Why would you want to resist this power? The challenge is not overcoming nervousness, it is turning fear into energy before you begin over-thinking the process.
Standing straight and holding a strong physical pose makes one feel more confident and creates a sense of self-assurance. Practicing confident body language is an effective way to calm nerves and reduce the levels of anxiety. When your body exhibits confidence in its posture, the mind follows the suit. Also, make sure to maintain a smile during a presentation as it exhibits confidence and enthusiasm.
According to researchers, exercise can ease nervousness and anxiety by releasing endorphins, the feel-good chemicals in the brain. Exercise also increases body temperature, which causes an all-over calming effect. It helps you to reduce anxiety levels and makes you feel more confident.
Arriving early will give you enough time to settle down before the talk as well as adjust to the environment. Spending a certain time in the actual presentation room and practicing there will also increase your comfort level.
Knowing and understanding your topic minimises fear. Your audience is there to listen to the message you want to impart. Having a good command on the subject that you are about to speak will enable you to communicate more effectively, allowing you to remain calm during the presentation.
Anxiety causes people to talk at a much faster rate than they actually do. A good practice is to rehearse pauses in your speech, perhaps to emphasise key messages. Training your mind automatically reminds you to slow down during the presentation and allows the audience time to process the material effectively.
You cannot conquer fear without accepting your fear. Anxiety only intensifies when one keeps wondering if others can notice their apprehension. With these tips, transform your nervous energy into positive enthusiasm.
Bad bosses are detrimental to our enjoyment at work and to the business’s they work in. They demotivate people and cause businesses to rack up huge costs as people leave or simply don’t give their best.
A study by Life Meets Work found that 56% of American workers claim their boss is mildly or highly toxic. A study by the American Psychological Association found that 75% of Americans say their “boss is the most stressful part of their workday.”
Work time should be precious it’s where we can spend most of our time and where we can experience some great highs. Bad bosses are missing out on opportunities to maximise revenue and making a positive impact on our lives. I list 10 signs of a bad boss
1. Lacks Emotional Control
Angry bosses and the ones that are moody one day and happy the next provide employees with an emotional roller coaster.
They don’t realise that they are setting the tone of the day influencing the mood that people can take home with them. Angry bosses have little self-control or awareness of themselves and lack emotional intelligence
It’s bad for them and its bad for you, repeated activation of the stress response takes a toll on the body. Research suggests that chronic stress contributes to high blood pressure, promotes the formation of artery-clogging deposits, and causes brain changes that may contribute to anxiety, depression, and addiction. Recommended Read Daniel Goldman Moods Matter (non promotional)
2. Does Not Know Who You Are
Those that lead can win trust and respect when they genuinely become interested in who they work with. Learning about someone’s life and what motivates them are all key to increasing performance. No one wants to be invisible and feel that they are just another number. Bad bosses don’t engage they lock themselves away almost afraid to speak to their people. What have they got to hide?
3. Does Not Really Understand Your Expertise
It’s a fact that a boss may not understand the detail of the role that you undertake. You are the subject expert and a boss that does not appreciate your point of view and experience is missing out on vital information. Some think they have to demonstrate to their subordinates they possess better knowledge than them in a weird desire to feel superior. A boss who thinks they are experts in everything really winds people up. They are missing out on learning for themselves, will make the wrong decision based on a lack of understanding. We all hate a ‘know it all’ and when it comes to a boss there is no exception.
4. No Flexibility At Work
Is your boss a leader or a manager, bad bosses manage people bean counting and tied up with micro managing detail. They are not a leaders you can identify them by inflexibility. They will refuse to take account that we all have lives outside of work. So when you have a problem that’s stressing you out and your time off is refused it really does get to you. It will be the thing you remember and recall to others. Importantly it serve to change the mindset of a motivated individual. Bad bosses will ignore the fact you may work in your own time or arrive early tied up with the rules.
A great boss is a human being that can offer to help you out and will win your loyalty. They will encourage you to take time away from your computer when you have lunch. They will will want you to take the time off you are entitled too. Bad bosses don’t realise that we all need time off for recuperation and we all need a degree of flexibility for the emergencies that happen in all of our lives.
5. No Positive Feedback
Some bosses only look out for the bad stuff and only highlight your performance when things go wrong. This breeds a culture where everyone is afraid of making a mistake. Naturally that organization will lack innovation and creativity which all have elements of risk.
What about the other times that you did well? Negative Bias bosses suck the enthusiasm out of a team and individuals. Good feedback inspires and helps create the feeling of being appreciated. Some bosses are scared to praise as they think the person will stop working hard? Bad bosses can’t say thanks and its destroying motivation. Bad bosses won’t thank you for great performance as they will feel its your job. Some may just provide a perk or agree to a salary increase not knowing that words from the boss can be just as powerful.
Office politics and a boss that plays one person against another is a horrible game. One played by thick skinned bosses who don’t realise what they are doing. You may even come across bosses that use it as a deliberate tactic. Divide and conquer style bosses make life really difficulty and give us feelings of injustice. Favouritism is not against the law but it’s frustrating for everyone, even the one that’s been picked as the favourite! Individuals feel helpless and hard done by and will have a heightened sense of awareness around the people who are the chosen ones.
7.Takes The Glory For Your Hard Work
Bad bosses don’t even realize they are taking all the glory for a job well done. Some see it as they employed you to do the job, which you did well, and so they rightfully have the right to congratulate themselves. How many bosses have gained promotion, been rewarded financially for the hard work of others?
Bad bosses don’t recognize the contribution you have made. When they are basking in the glory it would be so easy to mention your name or dept., it would be so easy to thank you for your contribution. Bad bosses who have zero empathy, they cant see that the next time you may not try so hard. They can turn a star performer into a former employee with no idea on how demotivating this type behaviour can be.
8. Does Not Bother To Explain the ‘Why’
In the past it was good to enough to say “Just do it” without an explanation to why. An entire generation including my own simply followed the orders of the boss, sometimes we were perplexed to the meaning of the task. Asking why it was necessary would be seen as to question authority almost disrespectful. Bad bosses continue with this dinosaur rhetoric replying “Because I said so! This will leave the enquiring mind of the new generations offended demotivated and sometimes lost. Knowing the why can help put you in the bigger picture, motivate you to do a great job and help you feel part of the business.
After-all you may have a suggestion that could really help. Bad bosses will not realise that others are motivated differently and may think differently about there roles.
9. Does Not Recognise Our Need to Grow
Bad bosses are not interested in your personal goal to develop, in fact ambition could be seen as a negative attribute, they see that you may looking to leave or outgrow your existing role. Spending company money on developing an individual is seen by the bad boss as fruitless exercise. They may even see it as threatening as you strive to better yourself with up to date knowledge and qualifications. Good bosses will see that the individual will be in a position to bring new knowledge to the business and have an inspired individual who seeks personal growth
10. Lacks Passion and Vision
People love to follow someone who has a passion and a great vision for the future, they want to feel they are making a difference. Bad bosses will overlook the need to inspire and to motivate. They will see that you are receiving a salary or bonus and that should be enough. Bad bosses are more about carrot and stick and NOT follow me and my dream.
So What Have I Missed?
Has any of the above resonated with you? I am interested in your experiences it would be great to have some added below (without names of course)
Who is this guy Nick Marr?
I started my life helping leaders get the best from themselves at the Metropolitan Police Leadership Academy, Scotland Yard. I then went on to run several disruptive businesses; I was featured in the FT and BBC Breakfast for my startups. I accidentally created a social media viral that went global. I have experience as Vice President of Sales and Chief Marketing Officer.
I coach leaders, help individuals with their startups and speak at events about leadership and diversity.
More at NickMarr.com it would be great to hear from you.
#leadership #leadeshipskills #boss #people #hr #leadershipdevelopment #
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UK property marketplace, TheHouseShop, has opened its doors to investors who are interested in owning a share of the fast-growing, digital property platform.
Since launching in 2016, TheHouseShop have expanded rapidly to create a unique “Amazon-style” marketplace designed to work equally for everyone involved in the market. Co-founders Sebastien Goldenberg and Nick Marr are now looking to raise £500,000 in an equity crowdfunding campaign via Crowdcube, in a bid to take the company to the next level.
UK-based property marketplace, TheHouseShop, have launched an equity crowdfunding campaign on Crowdcube, offering investors a chance to own a stake in the company and join their mission to create a fairer, safer and cheaper way to transact property. Launched in 2016 by ex-MD of CitiGroup, Sebastien Goldenberg, and serial property entrepreneur, Nick Marr, TheHouseShop was created with the aim of bringing the entire property market under one roof.
Unlike the big agent-only portals (Rightmove and Zoopla), TheHouseShop developed a unique inclusive model that allowed them to work with everyone involved in the property market. By allowing both private individuals and estate agents free access to the platform, TheHouseShop have created an “amazon-style” marketplace where private and professional players sit alongside one another.
Unlike the big agent-only portals, we work with both private individuals and professional estate agents. We wanted to make sure that our offering to agents was just as attractive and valuable as our offering to the general public. We believe that traditional estate agents still have a crucial role to play in the market and we want to help agents grow their businesses and reach an alternative audience by working with us.”
The property marketplace has expanded rapidly over the past 2 years and now has over 30 smart services to offer their unique mix of buyers, renters, sellers, landlords and estate agents. With everything from comparison services and professional valuations to reference checks, financial services and a unique rent collection service in partnership with Experian – TheHouseShop have employed the ‘network effect’ to quickly increase their customer base and improve user experience while keeping costs low.
TheHouseShop is a UK-based property marketplace that offers a one-stop-shop for buyers, sellers, renters, landlords and estate agents. With a unique inclusive model that allows us to work with everyone involved in the property market, we’ve created a platform to make transactions happen faster, safer and cheaper.
The online space is a busy place. There’s just too many things going on at once, with marketers clamouring to get their voice heard, let alone seen. In addition to this, the typical online consumer has an attention span shorter than a goldfish’s- 8 seconds. So how can you stand out? I spoke with business and start up bridging finance experts from UK Bridging Loans about how to do just that.
To get people to listen to you, you need to have an arsenal of digital marketing strategies. Here are 5 digital marketing hacks for Startups to gain a competitive edge over their more established counterparts.
These strategies are not only easy to implement but inexpensive too.
Take advantage of Influencers
Peer and influencer endorsement is becoming more popular and essential for digital marketing growth. Shoppers today, are searching for real voices they can trust. As they get more cynical, recommendations from a trusted peer is more reliable than generic messages from a big brand.
On the vlogging scene, Zoella, YouTube’s beauty and makeup sensation charges brands several pounds to review their products on her channel. Her influence on millennials is so powerful, these brands are willing to work with her. The good news is you don’t have to pay as much- identify inexpensive yet effective influencers in your niche and work with them. Freebies work too!
Make use of email marketing and email reminders
To get the best of email marketing, don’t keep it in a silo, or you would be limiting it’s potential. Incorporate your email marketing campaigns into your marketing campaigns for maximum effect. For example, if you are organising a Facebook competition, increase the number of participants by informing those loyal customers in your email subscriber list.
Email marketing is still an effective means of boosting your marketing campaign. Many businesses have attributed the marked increase in the coupon sales to well-targeted email strategies.
Webinars are important too
Many people are yet to leverage the impact webinars have in generating leads and building loyalty. According to webcast experts, some webinars have been responsible for up to 70% rebound effect mainly from people who viewed the broadcast live, and new visitors. This is because they are more interactive and keep leads or potential customers engaged.
The key is to keep your webinar content rich with relevant material- make sure your target audience need can identify with the topics. It should also be well organised and hosted by someone with a lot of experience conducting webinars.
Don’t forget social media
If you haven’t been using social media, start today. Social media produces almost twice the marketing leads of trade events, telemarketing and direct mail.
“Social media can be inundating at times, so it is better to start with one social platform first. Make sure it’s one where your audience spend time. It could be Facebook, Twitter or Instagram—establish your presence and begin to grow from there.”
Once you have set up an account, start connecting and interacting with potential customers by producing interesting content. Social media can be tied to your other marketing campaigns, and used to direct traffic to your online store.
Recruit The People Who Buy Into Your Vision
Start up recruitment needs to work and work for you. You won’t have the budget to waste on the wrong people. They will need to have bought into your vision and be on board from day one to
make your company a roaring success. They will need to be very innovative and can work on their own initiative wit ease as the company grows the input from your hired help is going to be invaluable.
Always track your progress
How else can you measure your performance? If you have no idea of how to track your progress, it will be difficult to improve or change strategies that are not working. There are several analytical tools such as Google Analytics and Hootsuite (for social media) to monitor the growth of your campaign.
Your Startup requires a competitive digital marketing presence. Adopt these five essential tips to create a strong customer database and stay ahead of your competitors.
BIO: Hello I am James also known as FirespinJay I am Graduate from Swansea University who has travelled the Entrepreneurial path to running a company of 10 people. I have also worked both client and agency side and have a passion for helping start-ups. I enjoy eco-living and spinning fire poi!
Mayfair has begun the first initial steps to put the health of its area as its top priority. Located in the centre of one of the worlds business and transport hubs it easy to see the challenge that this small borough of central London faces. Behind this campaign are members of the local community, business owners and local council figures who are showing the impact that even in a digital and bureaucratic world, residents and those on the receiving end of new measures can make important decisions in terms of the future of their beloved areas.
As a mainly commercial area, Mayfair has begun its revolution, or more accurately said, return to its residential roots. Years of competing as the leading area for the highest earners and their businesses have left the area in an unenviable state. Figures released in 2017 showed that Mayfair, along with Westminster, was confirmed as having among the worst air quality in Europe. Gases such as nitrogen dioxide regularly exceeded globally agreed acceptable levels.
Air quality is the air most targeted by the reforms put forward by a group known as the Mayfair Forum. The group have proposed a plan that will ensure Mayfair becomes a more people-friendly area of London, looking at available green spaces, new developments and their carbon emissions, as well as public transport routes through the borough.
One of the group’s leaders, Mayfair Estate Agent Peter Wetherell, comments “Creating a more sustainable and healthy environment for all by stressing the importance of sustainability, especially in the property industry, is key to encouraging others. We see ourselves as a leader in this area and believe everyone can follow in our footsteps”
Working alongside key targets put in place by the London Plan, the change to transport within the area will see the routes and frequency of buses change drastically to lower emissions through the heart of the residential areas. With the residential revolution that is currently taking hold on the area, including just over 500 new homes before the end of 2023 Mayfair will increase its residential numbers by almost 25%, and the Forum want to ensure the area is ready to cope with this new demand and provide a safe and healthy environment for all.
One of the greatest improvements to the air while by the introduction of Crossrail, which will see the ability for much larger numbers of visitors come to the area. In order to ensure the safety and better the experience of these visitors, cycling routes and on-street cycle parking will be incorporated, along with the widening of footpaths to enable them to cope with the increased foot traffic. To encourage the minimal usage of fossil fuel transport, electrical charging points will be incorporated into the areas parking, taxi ranks, and only zero-emission buses are able to pass through Mayfair. Decreasing the traffic and highlighting the already well known green spaces of the borough such as Berkeley Square through further educated choices on planting further greenery will provide improved air quality and complement the character of the area.
Mayfair continues in its attempts to be at the forefront of positive change in London and working alongside the plans implemented by the Mayor of London Sadiq Khan, is helping the area keep away from its smog ridden past!