MarketingSherpa Blog

Content marketing comes down to a great story.

It’s the story of your product, sure, but more than that, it’s the story of how your audience can achieve their dreams and overcome their pain points. Your product just plays a supporting role.

Can you use story, and essentially content, for recruiting and HR as well? You can show how your company can play a supporting role in helping the right candidate achieve his or her hopes and dreams.

High-performing marketing requires a high-performing team, so recruiting is essential. By using a story, you’re attracting and hiring people that are already bought into the company’s vision and ready to be part of the team.

I’ve traditionally used that story in the written format, but as we’re now hiring for a Visual Storyteller, also known as Content Presentation Specialist, I tried a more visual format with the help wanted ad, so to speak.

How about you? Have you experimented with using story in your hiring process? Do you approach hiring as another content marketing, or even general marketing, campaign? I’d love to hear your tips and techniques as well.

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Communication is the lost currency of business.

When thorough and effective communication is not present in business, everything else seems a little off.

George Bernard Shaw said it best: “The single biggest problem in communication is the illusion that it has taken place.”

I’m sure we have all run into situations where we thought something was taken care of, but the memo didn’t get through clearly, and then you became angry at Joe in Accounting for not compiling those numbers for the important meeting with the VP. The scenarios are endless and the consequences can be devastating, all from one communication mishap.

Here are a few tips that have improved the communication within my team that you can use to aid your own communication efforts.

Silos are for farms, not businesses

I see companies operate in silos much too often.

Departments only two feet away from each other have zero idea what the other team is working on.

Closed lines of communication are a missed opportunity for sharing transferable discoveries that can potentially achieve commingled goals.

For example, if your team is working on a project that you think could have discoveries or beneficial concepts that may apply to a different project elsewhere in your organization, you should try to share that information whenever possible.

A quick summary of your team’s projects distributed in a weekly update email or during a peer review session can help build good communication by spreading vital information companywide.

Ultimately, it takes a proactive effort to share information with other departments in order to help eliminate the poor communication that often results when groups work in a vacuum.

Optimize your meetings to avoid more meetings

I understand this isn’t a new concept, but we’ve all attended meetings that were pointless and a waste of valuable time. Too often, objectives aren’t set and leaders aren’t identified.

Here are a few ways I try cut down on the wasted meeting time:

• Set an agenda, and send it out to participants. If you are running a conference call, make sure to send the agenda to attendees at least a day in advance for review to ensure you don’t miss anything.

The agenda should always include a spot for a meeting objective and room for you to include the attendees and their roles. Keep the meeting to the agenda so topics don’t get too off track, which leads to more wasted time.

• Delegate a note taker. Probably the most crucial role in a meeting, this person helps to capture the most important points and action items and sends it as takeaways to all attendees for reference.

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Every Research Partner wants a lift, but we know sometimes, those lifts aren’t achievable without learning more about their customers first.

And often, our biggest lifts are associated with radical redesign tests that really shake things up on a landing page. That is because the changes are more drastic than a single-factor A/B test that allows for pinpointing discoveries.

So, how can you strike a balance between using these two approaches while still delivering results that satisfy expectations?

You can achieve this by managing your client’s or business leader’s expectations effectively.

It sounds easier said than done, but there are a few things you can do to satisfy a client’s or business leader’s needs for lifts and learnings. 

Step #1. Start with radical changes that challenge the paradigm

At MECLABS, we often recommend a strategic testing cycle with radical redesign testing (multiple clusters as opposed to a single-factor A/B split) to identify any untapped potential that may exist on a Research Partner’s landing page.

However, you must make sure you are not making random changes to a page to achieve a radically different control and treatment, but are truly focused on challenging the control’s paradigms and assumptions currently being made on the page by testing with a hypothesis.

For example, Sierra Tucson, an addiction and mental health rehabilitation facility, found with a radical redesign from a landing page focused on luxury to a landing page focused on trust resulted better with its target audience. The company also generated 220% more leads with the test to boot.

Step #2. Zoom in on general areas your radical redesign test has identified as having a high potential for impacting conversion

Next, we suggest refining with variable cluster testing, also known as select clusters.

If you identify a radical shift in messaging to be effective, as Sierra Tucson did, you might next want to try different copy, different designs or different offers, just to name a few options.

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