Networking, Farming, and You


Not too long ago, we posted this quote on our Facebook page: “Networking is not about hunting. It is about farming. It’s about cultivating relationships.” Quote courtesy of Ivan Misner. Hunter/gatherer tropes aside, farming is an excellent metaphor about networking the right way. It’s about a mindset—and not just the actions a company needs to take to succeed at networking. A hunter is primal, focused, and infuriated every time his spear misses the wild boar—meaning, of course, no tasty dinner for his family tonight. On the flip-side, the farmer is patient. He plant his seeds months in advance, cultivates the seedlings as they arise, and harvests on the plants’ own schedule.

As any good farmer will tell you, it’s important to choose your fields wisely. You’ve going to want to plant on fertile grounds where your business potential is maximized. In the online world, this translates into sites like Facebook, Twitter, and your own company blog. But the modern farmer can’t neglect his tool shed. Sites like and StumbleUpon bolster your efforts and catalyze the growth of a customer and fan base. Seek out forums and exchange links to stay relevant and visible.

A good farmer also knows when to weed the garden. In social networking circles, weeds translate into spam messages and negative feedback. Whether you pull out the green invaders by hand (managing content on a per-post basis) or use a pesticide (IP filtering, content management tools for your blog) every garden needs to some attention paid to upkeep in order to thrive. Make sure you’re keeping an eye on your networking investment. Be genuine. Be real. Offer value. The customers will come.

3 Commandments for LinkedIn


It’s a great resource for job seekers. It’s also an invaluable tool for job recruiters. Since its inception, LinkedIn has been the go-to hub for everything career related. And why not? Not only can this sensation site allow prospective candidates to share recruitment leads and help build their own career-boosting community, employers can view credentials of potential employees with only a few clicks of the mouse. But how can employers promote themselves the most effectively? Read on for some quick fixes and important tips.

Fill out EVERYTHING. Every piece of information you transcribe into LinkedIn—no matter how small—is fodder for helping your SEO rankings and providing critical data for employees-to-be. It may seem tedious, but list every piece of information you can as an employer as LinkedIn requests. Even if that includes size and location of your organization and hours of operation.

Lend a helping hand. Get proactive about your presence. Offer recommendations to former employees and send messages to like-minded companies. The more you grow your circle of contacts, the more attention you’ll gather.

Plug it in. Connect your LinkedIn site to your existing assets—think blog, Facebook, Twitter, and webpage. Not only will you provide a resource to those candidates casually learning more about you, you’ll also provide at-a-glance information that helps you disseminate critical information—information that helps a candidate base make better, more informed decisions.

Your Two Brands: Part 2


Last week, we had the chance to discuss your two brands: your company and your employer brand. This week, we’d like to unpack it all and offer some practical advice for moving forward developing your reputation as an employer.

After reading our last entry (you did read it, didn’t you?), you understand the importance of developing your employer brand. Let the information you gathered from your research step help direct your advertising and marketing recruitment efforts. If you have dissatisfied workers in your ranks, launch employee rewards programs, incentive programs, and specialized internal advertising to bolster the sagging morale. Likewise, if people just don’t know much about you as an employer, that’s an indication to hit the magazines with some advertising, start a social media presence on sites like Facebook and Twitter, and use other media to get the word out about why working at your organization is a great idea.

In any case, take the time to develop tangible assets like your Employee Value Proposition. And plan, plan, plan. That’s why experts like us at Buyer Advertising exist—to maximize the effectiveness of your employer brand and deliver the talent needed to make your business succeed.

Until next time,

Your Two Brands: Part 1


As a successful organization, you know the value of your brand. It connects customers with your services, instills a sense of confidence in buyers, and finds a home in the brains of your target audience. It’s the buzz surrounding your business. But, as you’ve probably deduced from this title, we’re talking about two brands. The second being, of course, your employer brand.

How you represent yourselves to employees-to-be is very relevant to the success of your business. That’s because as you recruit talented people, your overall expertise and capabilities grow along with your employee pool. Your two brands don’t exist in a vacuum. There is always cross-contamination—for the better or worse. One example is Google—a fun, ultra-modern, Internet-savvy brand has since paved the way to an exceptional employee brand.

Even still, building an effective employee brand takes special attention. When it comes to your employer brand, take the time to get to know yourself. Conduct polls both inside your organization and outside to accurately gauge where you stand. From there, you can build a campaign that’s specific to hiring top talent—maximizing your advertising dollars spent. At Buyer Advertising, we recognize the critical importance of an employer brand, and in many cases, work specifically towards redefining that aspect of your company.

Tune in next week for more tips on building your employer brand!

4 Tips for Tweets


You’re turning to Twitter to update your customers and let them know what’s going on behind the scenes. You’re also using tweets to promote job openings—landing you the largest applicant pool you can, helping your HR department to recruit top talent. It’s a smart move. As more ‘net surfers turn to Twitter for news, information, and—let’s face it—recreation, maintaining a presence is just good business sense. Here are a few tips to make your tweets go from peeps to hoots.

Make it diverse. By changing up the tone and subject matter of your posts, you’re proving that there’s an actual human behind your machines. That’s a good thing.

Keep it to 140 characters. No, really. Short-linking makes it very easy to gush about your latest product or service, but people read Twitter because they like brevity. Give the people what they want.

Re-tweeting isn’t cheating. While your Twitter account shouldn’t be a directory of other people’s offerings, don’t be afraid to re-tweet the latest buzz from another source.

Be interesting. Seems easy, but the art of pushing out interesting content for users to consume is, well, an art. Some companies never get it right. The ones that do enjoy more online sales and better candidate pools.
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