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.
COVID-19 forced US schools to Teach remotely for the first time in history back in March 2020. Many Teachers were not prepared to deliver remote instruction. Parents complained that the quality of their child’s education has declined since remote instruction began. Schools used this remote learning model until the end of the school year. As Summer vacation ends, parents grapple with the issue of whether they want to send their children back to school.
Many school districts across the US such as those in California have opted to keep remote learning for the fall because COVID-19 has resurged. In areas where COVID-19 cases are down, school districts such as New York City have opted for blended learning models where students report to school on some days and learn from home for the rest. According to Common Sense Media, over 50 million public school students in kindergarten through 12th grade will be learning remotely from home this year.
While safety is a top priority, the job of a school is to educate students. Parents are not satisfied with the public education offerings that have been presented for the Fall 2020 school year. This dissatisfaction with public education has made many parents seek out educational alternatives beyond blended and remote learning. These alternatives include learning pods, and supplemental education services such as tutoring.
Learning Pods Versus Tutoring
Learning pods are small learning communities where students meet every day to get instruction from a Teacher. This is different than tutoring because tutors review and reteach material as opposed to presenting new concepts. Tutoring functions as an educational supplement.
Why Parents are opting for In-Person Learning Pods
Parents that opt to use learning pods are looking to gain an educational advantage for their children by recreating traditional schools in a small group setting. The benefits of learning pods are that student instructional and social-emotional needs are met.
The Downside and Risk of In-Person Learning Pods
While this might sound like the perfect fix to remote learning and blended learning it comes with risks. The risks are that students and teachers are still at risk to contract COVID-19.
Another drawback of in-person learning pods is finding space. To address the issues of space, parents are buying apartments and houses; transforming them into schoolhouses. Marie spent $2000 to transform her guest house into a classroom she ordered desks, a whiteboard, a 50-inch television to live stream zoom tutorials, and built a library complete with personalized pencil boxes and workbooks.
Another mother is spending $720 per week to have her preschool son tutored in french with two of his friends.
Amanda Uhry, the NYC-based founder of Manhattan Private School Advisors, states Pandemic in-person pods can cost parents up to $100,000.
Some NYC parents are spending up to $70,000 on elite pod teachers, plus $2,500-a-month on studio apartments to serve as makeshift classrooms, plus an additional $50,000 to keep their kids enrolled at their private schools.
Why Virtual Learning Pods are the best option
How can parents get the benefits of a learning pod at an affordable price? Parents can look to tutoring services that offer virtual learning pods. Virtual learning pods eliminate the need for physical space making them more affordable than in-person learning pods. Groups of parents can sign their children up together in a virtual learning pod to lower the cost even more.
Virtual learning pods take the benefits of traditional school and put it online. Students get the benefits of individualized attention and social interaction all of which are lacking in traditional remote learning. Parents can have peace of mind that knowing that their child will not contract COVID-19; something that pricey in-person learning pods can not guarantee.
How Education Companies Can Corner the Learning Pod Market
Companies that offer Teacher staffing, tutoring, and instructional materials to schools can seize the opportunity in the learning pod market because they are well established in their industry.
K-12 Education and learning companies that hire seasoned certified teachers as tutors and learning pod instructors will be able to do better than companies who hire non-certified or inexperienced Teachers. Why? The reason is that Teacher certification and experience will help companies overcome the credibility hurdle. For Education companies that offer virtual learning pods, the teachers and tutors would need to be skilled in distance learning and remote teaching.
Would you choose a learning pod over traditional instruction for your child?
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.
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.
Posted 109 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.
The New York Auto Show is back after a two-year pause because of the COVID-19 pandemic. I had the privilege of covering the event over the past two press and industry days at New York’s Jacob Javits Center. It was great to be back. One of the events was hosted in the new Pavilion built at the Javits Center.
Mark Schienberg,
President of the Greater New York Automobile Dealers Association
opens the Auto Show at the awards breakfast.
I want to congratulate Audi, Hyundai and Mercedes for winning world car awards.
The Hyundai Ioniq 5 wins a World Car award at #NYIAS 2022!
There was a shift in the type of cars, trucks, and SUVs at the auto show. This year the show was made up mostly of electronic vehicles and hybrid vehicles. This change is because of changes in the industry and US government policy to improve the environment. They pledge to sell only electric vehicles or EV’s by 2035. This is a global trend. This is information that came out of the World Traffic Symposium, which was held yesterday.
The show was based on two levels and there were three EV test tracks where drivers could drive Electronic Vehicles. This is a fun exhibit that I recommend that you experience. Ford had one and Hyundai had one. There was an additional track on the lower level where you could see more hybrid cars, trucks, and SUVs. You can also see EV Charging stations on the lower level. For kids not old enough to drive, they also had arcade-style racing games. There is something for everyone at the show. Here is a new Corvette!
You can find additional pictures posted on Instagram.
There were also some new vehicle role-outs and major press announcements from KIA, Hyundai, Chrysler, and Jeep. You can see them below.
The show is open to the public starting today at the Jacob Javits Center located at 429 11th Avenue New York, New York 10001. How to get to Auto Show. The Auto Show runs from Friday, April 15th, through April 24th, 2022. The hours are as follows Monday - Saturday from 10 am to 7 pm and Sundays from 10 am to 7 pm. General admission tickets are $17 for adults and $ 7 for children. If you want early access for this Friday or Saturday tickets are $45 for adults and $7 for children. Tickets can be purchased here.
What are you hoping to see at the auto show? If you have attended the auto show, what was the most exciting thing that you have experienced?
