I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.
Trends in AI & Generative AI: Insights from The 2023 AI Summit New York
Last week, I covered the AI Summit in New York. I was excited to learn about the trends in AI and generative AI and to see some commercial applications of these new technological advancements.
Patrick Murphy of UAB led the AI Exhibitor hub. Patrick shared insights from his research on Entrepreneurship. He shared how start-ups use AI, and Generative AI to scale up and bring products to market.
Generative AI is being used in the following eight ways:
Content and Asset Generative
Automated Processes
Ideation
Financial Management
Project Design
Optimized Structures
Acceleration and incubation
Ethics and Risk Management.
There was a pitching completion where start-ups did pitches in multiple rounds. At the beginning of the competition, they received advice from judges on best practices.
One of the start-ups that was of interest was Botwise. Jan Nowak shared how his team shared a use case on how they leveraged Language Learning models (LLM)using statistics and GPT solutions for rapid automation in customer service for Mylead.global is a platform that allows influencers to earn money. As a result, MyLead.global was able to screen influencers faster and better for their big brand clients.
AI-Powered Use Cases from across the board panel discussion
Leaders Saira Kazmi Ph. D. (CVS Health), Matthew Blakemore (Creative Industries Council) Taha Mokfi (HelloFresh), Kriti Kohli (Shopify), and Kris Perez (Data Force) share how they use chatbots, improving both the buyer and seller experience using AI. How AI can be used in video games to identify levels of violence and how AI can improve in healthcare and Radiology reducing the amount of time images are read while improving accuracy and detail.
Another interesting Panel was by Tim Delesio CTO of techolution
Tim asked What’s driving the explosive rise of AI all of a Sudden?
The answer is the economics of the labor market.
On the demand side, he cited labor shortages and persistent high inflation.
On the supply side, he cites the rise of ChatGPT and, major scientific and Technological breakthroughs in the past five to seven years.
He shared trends in AI for 2024 that include:
Physical Labor with AI to help deliver small batch sizes with high-precision quality control
Improved customer engagement by providing a new generation of customer service agents using Generative AI
Tim demonstrated some of these trends when he ordered a soda using an AI-powered robotic arm.
The booth had another machine showing how AI can enhance inventory management when items are ordered.
I was amazed to see some AI Tech that techolution brought to the marketplace.
On that note, I saw an AI-powered Kiosk by Graphen where a man ordered his food and paid. This company is using AI to revolutionize all industries.
Man orders food AI Kiosk
Man pays for food at AI Kiosk
There were so many great talks and exhibits.
Additional pictures can be found on Instagram.
I want to thank the AI Summit for having me as their guest. If you want to use AI and Generative to improve business outcomes, sign up for the AI summit in your city.
What do you think is next for AI and Generative AI?
I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.
Before businesses can sell anything, they need to determine if there is a market for their products and services.
Most businesses will not necessarily be creating new product categories. As a result, they will be entering into a marketplace that already exists. This is true if you are a re-seller or distributor of products and services. Once you decide that there is a market for your products and services; you need to study your competitors.
Smartsheet.com template
You can see who your competitors are by doing internet research, reading trade publications, and attending industry trade shows. On the internet, you can view your competitors’ websites. Once you have all of this information you need to determine the sales, and marketing channels that you will use to sell your product. Are you going to sell products via a website, direct mail, social media marketing, retail space, trade shows, or a direct sales force? There are many options available to you.
Knowing who could use your product is also something important to consider. If you do not have any existing customers you will need to be the Sales rep for your business to get yourself set up in the marketplace.
To be able to make an effective Sales Presentation to a customer, you will need to compile your Marketing research in competitive analysis and intelligence chart.
You will need to perform a SWOT analysis by assessing your strengths and weaknesses, opportunities, threats compared to your competitors on the products you offer, the price, quality, the service, reliability, stability, expertise, company reputation, location, and appearance of your business along with how important it is to the customer.
This is a must-do even if you do not hire sales reps. But if you, do it should be part of their training. This competitive analysis should be done regularly.
This is how you can apply Marketing research to drive your product sales.
Here are nine things to address in a Product Marketing Brief.
What does your company do? Does your product offering align with your business goals?
What are the features of your product? Do others understand what you are building and why?
Does this Product address gaps in the Market? Include an overview of a Competitive, win-loss, and, SWOT analysis.
Who is your ideal customer or target market? Include an overview of findings of demographic, psychographic, and buyer persona research. Does your product solve customer pain points?
How will you measure product success?
What are can go wrong? Can failure be anticipated and corrected?
What is the roadmap and schedule of the product? Who’s responsible and in charge?
Who needs to be included in the project and who needs to approve deliverables?
How will goals be tracked? How often will they be monitored? What insights are you trying to glean from the data?
A buyer persona is a guide to understanding the needs, challenges, and pain points of customers.
Questions to ask
What are these customers’ habits?
What concerns, needs and challenges do they have?
What actions are customers taking to address their needs and challenges?
Why do customers need to take these actions?
This question may be applied to multiple action steps described in Hooked by Nir Eyal as the 5 Whys.
What makes them want to buy?
Where do they look for information?
What type of content and medium do they use to access the information?
What days and times are the most likely to look for information and consume content?
It is important to note that businesses with multiple products and more than one target market will need to create buyer personas for each ideal customer.
Where to obtain information on the Ideal Customer
1. Interview current customers and prospects.
2. Send out targeted surveys via email, direct mail, and Social Networks. Offer incentives such as gift cards and discounts to encourage people to provide the information needed.
3. Read biography and history books about your ideal customer.
4. Study the news.
5. Study existing research conducted by Market Research firms.
Building buyer personas will result in:
1. Creating and implementing better and more targeted product messaging and communication
2. Getting the product in front of customers who truly will benefit from its use
How have you used Market Research, and Product Marketing to increase Sales?
I’m a Strategic Marketer with Field Sales, Sales Enablement, Content Creation, and, Classroom Teacher/Trainer skill-sets using Marketing to drive Sales/Growth.
As a Marketer, I’ve worked with Start-Ups, a Political Campaign, and a Digital Marketing Conference. I’m certified in Inbound Marketing with classes in Marketing, Product Management, Product Marketing, SEO, SEM.
Before teaching, I was an Outside Sales and Marketing Rep. selling and marketing dental products to Dentists using consultative selling, trade show marketing, field marketing, and market research.
I publish Sales, Marketing & Social Media Today a blog covering industry events and trends.
Articles and insights have been featured, mentioned, and, referenced in:
•SlideShare for being in the top 5% of profiles viewed in 2014
•LinkedIn Profile was in the top 1% of profiles viewed out of 200 million members in 2012
I’m seeking a full-time role in:
Inbound Marketing, Digital Marketing, Content Marketing, Product Marketing, Demand Generation, Social Media Marketing, Sales Enablement Enablement, Sales Strategy, Marketing Strategy, Employer Branding, Recruitment Marketing. Reach out to start a conversation on LinkedIn or email me at dan@dangalante.com
Posted 139 weeks ago
Sales, Marketing & Social Media Today
I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.
Brands use Marketing to increase sales, and revenue, and to beat the competition. While this is a great strategy, a brand is only as good as its talent. Yes, brands compete to get and keep customers; but they are also competing to get and keep great talent. For brands to grow, they need great talent in every function of the business.
According to LinkedIn, “the number of global members who changed their jobs on LinkedIn was up 54% year over year. For context, those numbers typically hover between 0 and 5%. “
For brands to be able to attract top talent, they need to be a desired place to work. To be a desired place to work, they need to understand what motivates their employees. While this will vary by industry and company size there are similar things that many employees seek. These include:
1. Feeling valued for their contributions
2. Freedom to do interesting work and solve intriguing problems
3. Fair and competitive compensation including incentive and performance pay, perks, and other employer benefits
4. A fun place to work with activities to bond with co-workers
5. Training and advancement opportunities
6. Work-Life Balance
7. Flexible-working conditions ie work from home, remote work, hybrid work, or onsite for those who want to be in the office
If these things listed above are in place, brands are on the right track to building a great talented brand provided their product offerings are solid.
Getting employees excited about coming to work each day will increase the talent pool by generating word of mouth. When people have something good they tell their friends.
Beyond the offline word of mouth, Brands need to own their identity online by in-sourcing their online and offline assets. This starts with their websites, digital properties, and the collateral used to sell their offerings. With talent branding and employer branding, brands are selling prospective employees the idea of applying and working for their company. This is similar to marketing their commercial offerings to potential customers.
Brands will need to conduct market research to understand who their competitors are and where they stack up in the talent market. Compensation, company culture, intelligence from applicants.
Information from this research can be used to develop a positioning strategy that can be applied to the talent brand and employer brand.
Every brand should have a career page on its website because this will reduce recruiting costs. This page should include the following:
Pictures of employees from each function with a short bio and why they chose to work at the brand
Employer Benefits and Perks offered
Authentic Stories on Company Culture
An application that is easy to fill out. i.e greenhouse.io or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn
Social Sharing buttons for job postings
Company LinkedIn pages
In addition to sales, product, and content marketing, brands should use their LinkedIn page for talent and employer branding. Some companies’ talent and employer branding strategy are to post jobs on LinkedIn hoping candidates will apply. This is a missed opportunity to sell active and passive candidates on why they should work for your company. Today, candidates have many places they can work.
Things to include in a LinkedIn page
Pictures of employees from each function with a short bio and why they chose to work at the brand
Employer Benefits and Perks offered
Stories on company culture
An application that is easy to fill out. i.e greenhouse.io Indeed, Glassdoor, or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
Social Sharing buttons for job postings
Creating Engaging Job descriptions
The function head, Marketing, and HR need to collaborate to write job descriptions that convince applicants to apply, similar to copy-writing for commercial offerings.
Creating a Great Candidate Experience
Providing candidates with a great recruiting experience is key. Everything should be transparent to candidates. At the end of the recruiting process, it is important to solicit candidate feedback to refine and hone your recruiting process.
New Hire Onboarding and Reducing Turnover
Make sure new hires feel welcome and are trained properly coordinating with the managers and functional heads of each department because roles had different needs and requirements for success.
Empowering and providing incentives to employees
Encourage employees to share company content and jobs on LinkedIn. Also, encourage employee referrals with incentives for referrals that are hired.
If you are not happy with the amounts of applications post the jobs on LinkedIn and Indeed to widen the applicant pools. Niche site may work as well.
This is how to use Marketing to build a great Talent Brand.
Who is hiring?
I surveyed my audience of Recruiters and Hiring Managers to which roles are they hiring.
Based on the answers Sales is the highest at 50 %.
Specific data on top jobs in demand can be found here.
How have you used marketing to build your talent and employer brand?
I’m a Strategic Marketer with Field Sales, Sales Enablement, Content Creation, and, Classroom Teacher/Trainer skill-sets using Marketing to drive Sales/Growth.
As a Marketer, I’ve worked with Start-Ups, a Political Campaign, and a Digital Marketing Conference.
I’m certified in Inbound Marketing with classes in Marketing, Product Management, Product Marketing, SEO, SEM.
Before teaching, I was an Outside Sales and Marketing Rep. selling and marketing dental products to Dentists using consultative selling, trade show marketing, field marketing, and market research.
I publish Sales, Marketing & Social Media Today a blog covering industry events and trends.
Inbound Marketing, Digital Marketing, Content Marketing, Product Marketing, Demand Generation, Social Media Marketing, Sales Enablement Enablement, Sales Strategy, Marketing Strategy, Employer Branding, Recruitment Marketing.
Open on title, industry, company, location, and level. Reach out on LinkedIn or at dan@dangalante.com to start a conversation.
Brands use Marketing to increase sales, and revenue, and to beat the competition. While this is a great strategy, a brand is only as good as its talent. Yes, brands compete to get and keep customers; but they are also competing to get and keep great talent. For brands to grow, they need great talent in every function of the business.
According to LinkedIn, “the number of global members who changed their jobs on LinkedIn was up 54% year over year. For context, those numbers typically hover between 0 and 5%. “
For brands to be able to attract top talent, they need to be a desired place to work. To be a desired place to work, they need to understand what motivates their employees. While this will vary by industry and company size there are similar things that many employees seek. These include:
1. Feeling valued for their contributions
2. Freedom to do interesting work and solve intriguing problems
3. Fair and competitive compensation including incentive and performance pay, perks, and other employer benefits
4. A fun place to work with activities to bond with co-workers
5. Training and advancement opportunities
6. Work-Life Balance
7. Flexible-working conditions ie work from home, remote work, hybrid work, or onsite for those who want to be in the office.
If these things listed above are in place, brands are on the right track to building a great talented brand provided their product offerings are solid.
Getting employees excited about coming to work each day will increase the talent pool by generating word of mouth. When people have something good they tell their friends.
Beyond the offline word of mouth, Brands need to own their identity online by in-sourcing their online and offline assets. This starts with their websites, digital properties, and the collateral used to sell their offerings. With talent branding and employer branding, brands are selling prospective employees the idea of applying and working for their company. This is similar to marketing their commercial offerings to potential customers.
Brands will need to conduct market research to understand who their competitors are and where they stack up in the talent market. Compensation, company culture, intelligence from applicants.
Information from this research can be used to develop a positioning strategy that can be applied to the talent brand and employer brand.
Every brand should have a career page on its website because this will reduce recruiting costs. This page should include the following:
Pictures of employees from each function with a short bio and why they chose to work at the brand
Employer Benefits and Perks offered
Authentic Stories on Company Culture
An application that is easy to fill out. i.e greenhouse.io or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
Social Sharing buttons for job postings
Company LinkedIn pages
In addition to sales, product, and content marketing, brands should use their LinkedIn page for talent and employer branding. Some companies’ talent and employer branding strategy are to post jobs on LinkedIn hoping candidates will apply. This is a missed opportunity to sell active and passive candidates on why they should work for your company. Today, candidates have many places they can work.
Things to include in a LinkedIn page
Pictures of employees from each function with a short bio and why they chose to work at the brand
Employer Benefits and Perks offered
Stories on company culture
An application that is easy to fill out. i.e greenhouse.io Indeed, Glassdoor, or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
Social Sharing buttons for job postings
Creating Engaging Job descriptions
The function head, Marketing, and HR need to collaborate to write job descriptions that convince applicants to apply, similar to copy-writing for commercial offerings.
Creating a Great Candidate Experience
Providing candidates with a great recruiting experience is key. Everything should be transparent to candidates. At the end of the recruiting process, it is important to solicit candidate feedback to refine and hone your recruiting process.
New Hire Onboarding and Reducing Turnover.
Make sure new hires feel welcome and are trained properly coordinating with the managers and functional heads of each department because roles had different needs and requirements for success.
Empowering and providing incentives to employees
Encourage employees to share company content and jobs on LinkedIn. Also, encourage employee referrals with incentives for referrals that are hired.
If you are not happy with the amounts of applications post the jobs on LinkedIn and Indeed to widen the applicant pools. Niche site may work as well.
This is how to use Marketing to build a great Talent Brand.
Who is hiring?
I surveyed my audience of Recruiters and Hiring Managers to which roles are they hiring.
Based on the answers Sales is the highest at 50 %.
Specific data on top jobs in demand can be found here.
How have you used marketing to build your talent and employer brand?
I’m a Strategic Marketer with Field Sales, Sales Enablement, Content Creation, and, Classroom Teacher/Trainer skill-sets using Marketing to drive Sales/Growth.
As a Marketer, I’ve worked with Start-Ups, a Political Campaign, and a Digital Marketing Conference.
I’m certified in Inbound Marketing with classes in Marketing, Product Management, Product Marketing, SEO, SEM.
Before teaching, I was an Outside Sales and Marketing Rep. selling and marketing dental products to Dentists using consultative selling, trade show marketing, field marketing, and market research.
I publish Sales, Marketing & Social Media Today a blog covering industry events and trends.
