Comments for Ephlux Blog http://blog.ephlux.com Gear up to Enterprise Agility! Fri, 27 May 2011 06:51:24 +0000 hourly 1 http://wordpress.org/?v=abc Comment on How to Increase Traffic to your Blogs? by Cheryl Roshak http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/comment-page-1/#comment-101497 Cheryl Roshak Fri, 27 May 2011 06:51:24 +0000 http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/#comment-101497 Great question, Salima, and great answers from everyone. I find this thread to be enormously helpful and informative. Thanks all! :) Great question, Salima, and great answers from everyone. I find this thread to be enormously helpful and informative. Thanks all! :)

]]> Comment on How to Increase Traffic to your Blogs? by Erica Friedman http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/comment-page-1/#comment-101494 Erica Friedman Fri, 27 May 2011 06:49:32 +0000 http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/#comment-101494 Because I've this same question here a number of times, I'm just going to put the link to "Who Needs to Know About Your Blog" here. This is my somewhat counterintuitive guideline to creating ripples in your sphere of influence and driving traffic to your blog. Links: * http://socialoptimized.blogspot.com/2010/12/who-needs-to-know-about-your-bl... Because I’ve this same question here a number of times, I’m just going to put the link to “Who Needs to Know About Your Blog” here. This is my somewhat counterintuitive guideline to creating ripples in your sphere of influence and driving traffic to your blog.
Links:

* http://socialoptimized.blogspot.com/2010/12/who-needs-to-know-about-your-bl...

]]> Comment on How to Increase Traffic to your Blogs? by Wallace Jackson http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/comment-page-1/#comment-101493 Wallace Jackson Fri, 27 May 2011 06:48:24 +0000 http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/#comment-101493 Superior Content that has value to the masses. Superior Content that has value to the masses.

]]> Comment on How to Increase Traffic to your Blogs? by Christine Hueber http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/comment-page-1/#comment-101491 Christine Hueber Fri, 27 May 2011 06:47:10 +0000 http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/#comment-101491 Post consistently and guest blog, Salima. Post consistently and guest blog, Salima.

]]> Comment on How to Increase Traffic to your Blogs? by Eric Saint-Guillain http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/comment-page-1/#comment-101488 Eric Saint-Guillain Fri, 27 May 2011 06:45:32 +0000 http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/#comment-101488 There are many ways to increase the traffic to your blog. Despite the fee you can pay to improve the ranking of your blog, the most important thing to increase the traffic on a long term basis and on a sustainable way, is the regularity of postings and the content quality. People will visit your blog because they know they will find interesting informations, ideas, ... To publish updates through other media like Twitter, Facebook or LinkedIn contribute also to increase the traffic to your blog. Interact also with other blogs, by sharing comments and ideas. By looking to your comments, people will visit your blog. Links: * http://ericsaintguillain.wordpress.com There are many ways to increase the traffic to your blog. Despite the fee you can pay to improve the ranking of your blog, the most important thing to increase the traffic on a long term basis and on a sustainable way, is the regularity of postings and the content quality. People will visit your blog because they know they will find interesting informations, ideas, … To publish updates through other media like Twitter, Facebook or LinkedIn contribute also to increase the traffic to your blog. Interact also with other blogs, by sharing comments and ideas. By looking to your comments, people will visit your blog.
Links:

* http://ericsaintguillain.wordpress.com

]]> Comment on How to Increase Traffic to your Blogs? by Sarah Matthews http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/comment-page-1/#comment-101485 Sarah Matthews Fri, 27 May 2011 06:43:00 +0000 http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/#comment-101485 Agree with Ed's response and have three things to add. Firstly, as with face to face networking, the same golden rule applies to social networking - 'give before you take.' You can't expect someone to comment on your blog or RT your tweet if you don't do that for others. Secondly social networking communications are 'a moment in time' so are easily missed so you do need to be circulated more than once. Finally 'content is king' Unless you have something interesting to say in your blog it won't drive traffic to your site and it won't be picked up by search engines. Links: * http://www.sfmconsulting.co.uk/blog/entry/blogging_4_business Sarah Matthews also suggests this expert on this topic: * David Hollands-Hurst Agree with Ed’s response and have three things to add. Firstly, as with face to face networking, the same golden rule applies to social networking – ‘give before you take.’ You can’t expect someone to comment on your blog or RT your tweet if you don’t do that for others. Secondly social networking communications are ‘a moment in time’ so are easily missed so you do need to be circulated more than once. Finally ‘content is king’ Unless you have something interesting to say in your blog it won’t drive traffic to your site and it won’t be picked up by search engines.
Links:

* http://www.sfmconsulting.co.uk/blog/entry/blogging_4_business

Sarah Matthews also suggests this expert on this topic:

* David Hollands-Hurst

]]> Comment on How to Increase Traffic to your Blogs? by Ed Han http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/comment-page-1/#comment-101484 Ed Han Fri, 27 May 2011 06:41:20 +0000 http://blog.ephlux.com/index.php/2011/05/how-to-increase-traffic-to-your-blogs/#comment-101484 1. Cross-post links to new blog entries via other social media (e.g., LI status update, FB, Twitter, etc). 2. Comment on the blogs of others addressing related subjects. Bloggers love commenters. 3. Tag and keyword richness will help tremendously for those searching for blogs addressing given topics. 4. A predictable and easily-understood update frequency. 1. Cross-post links to new blog entries via other social media (e.g., LI status update, FB, Twitter, etc).

2. Comment on the blogs of others addressing related subjects. Bloggers love commenters.

3. Tag and keyword richness will help tremendously for those searching for blogs addressing given topics.

4. A predictable and easily-understood update frequency.

]]> Comment on Avoiding Hiring Mistakes by Al Costa http://blog.ephlux.com/index.php/2011/04/avoiding-hiring-mistakes/comment-page-1/#comment-97690 Al Costa Fri, 06 May 2011 10:46:37 +0000 http://blog.ephlux.com/index.php/2011/04/avoiding-hiring-mistakes/#comment-97690 There is no such a thing as a "hiring mistake": you may find yourself in a situation of not being able to hire the PERFECT person, only the LEAST WORSE. And that's especially true in places where there's a shortage of capable, or hardworking, people. I remember a particular a situation where, after collecting resumes for 2 months, we ended up with just 2 people who minimally "hireable" One at the end found something else and we were stuck with the other. This was then hired, only to just disappear. In another occasion, there was NO ONE in town who had the certification the customer wanted, so the best we found was someone who was studying it. Who turned out to be quite weird and almost a lunatic. So, if the market is just not right you can't feel too bad for not being able to find proper help and thus there are no "mistakes" to be done. It is like expecting to get milk in a desert and feeling bad for not finding it. There is no such a thing as a “hiring mistake”: you may find yourself in a situation of not being able to hire the PERFECT person, only the LEAST WORSE. And that’s especially true in places where there’s a shortage of capable, or hardworking, people.

I remember a particular a situation where, after collecting resumes for 2 months, we ended up with just 2 people who minimally “hireable” One at the end found something else and we were stuck with the other. This was then hired, only to just disappear.

In another occasion, there was NO ONE in town who had the certification the customer wanted, so the best we found was someone who was studying it. Who turned out to be quite weird and almost a lunatic.

So, if the market is just not right you can’t feel too bad for not being able to find proper help and thus there are no “mistakes” to be done.

It is like expecting to get milk in a desert and feeling bad for not finding it.

]]> Comment on Avoiding Hiring Mistakes by Cheryl Roshak http://blog.ephlux.com/index.php/2011/04/avoiding-hiring-mistakes/comment-page-1/#comment-97685 Cheryl Roshak Fri, 06 May 2011 10:43:31 +0000 http://blog.ephlux.com/index.php/2011/04/avoiding-hiring-mistakes/#comment-97685 In my experience my clients do a fine job of interviewing and screening their candidates for in all my many years of recruiting I've had very few fall-offs and far more successes that actually stay way beyond guarantee period and became vital assets to the company that hired them. Each company has its own interviewing and screening process, but as a recruiter it is our job to understand the needs of the jobs, its requirements, and the company's culture and only then submit those candidates that we feel will truly be a successful fit for the open position. We may not present many candidates but we are confident that in those that we do submit, there is a very good likelihood within a small percentage of error that are right for the position, intangibles unforeseen, such as personality clashes at times, undisclosed issues that may never have surfaced, or clients who really never quite told us the whole complex nature of the position or ended up low balling the salary. So with what I think is an extraordinary track record, it all comes down to getting as much information from the client as you can find out, leaving no stone unturned, and developing an intimate relationship with the client to get inside his head. Knowing your industry and the skills and processes also helps a great deal to weed out the wheat from the chaff. The only real mistake I really find are unrealistic expectations of wanting too much from one person, such as trying to get two different people in one for one job. That is always doomed to failure. A good recruiter should be almost smarter than his client is understanding what the position requires from experience, either from having been hands on within his or her industry, or from learning what it takes for the various positions he or she recruits for. I like to think of my relationship with my clients as that of one of being an adviser, and I have no difficulty in telling my client when his expectations and salary restrictions are unfeasible. I tell them you can't have all that in one person for than salary, so pick out what is most important to you at this time. And I will get fair and good answers after careful probing. The best scenario is to be able to deal with the direct hiring manager and often times by-pass HR if you can. The person who knows best as to what they want in a candidate is the person who wrap it up quickly and move om too your next set of problems. Hopt this helps somewhat! Cheryl In my experience my clients do a fine job of interviewing and screening their candidates for in all my many years of recruiting I’ve had very few fall-offs and far more successes that actually stay way beyond guarantee period and became vital assets to the company that hired them.

Each company has its own interviewing and screening process, but as a recruiter it is our job to understand the needs of the jobs, its requirements, and the company’s culture and only then submit those candidates that we feel will truly be a successful fit for the open position. We may not present many candidates but we are confident that in those that we do submit, there is a very good likelihood within a small percentage of error that are right for the position, intangibles unforeseen, such as personality clashes at times, undisclosed issues that may never have surfaced, or clients who really never quite told us the whole complex nature of the position or ended up low balling the salary.

So with what I think is an extraordinary track record, it all comes down to getting as much information from the client as you can find out, leaving no stone unturned, and developing an intimate relationship with the client to get inside his head. Knowing your industry and the skills and processes also helps a great deal to weed out the wheat from the chaff.

The only real mistake I really find are unrealistic expectations of wanting too much from one person, such as trying to get two different people in one for one job. That is always doomed to failure.

A good recruiter should be almost smarter than his client is understanding what the position requires from experience, either from having been hands on within his or her industry, or from learning what it takes for the various positions he or she recruits for. I like to think of my relationship with my clients as that of one of being an adviser, and I have no difficulty in telling my client when his expectations and salary restrictions are unfeasible. I tell them you can’t have all that in one person for than salary, so pick out what is most important to you at this time. And I will get fair and good answers after careful probing.

The best scenario is to be able to deal with the direct hiring manager and often times by-pass HR if you can. The person who knows best as to what they want in a candidate is the person who wrap it up quickly and move om too your next set of problems. Hopt this helps somewhat!

Cheryl

]]> Comment on Avoiding Hiring Mistakes by David V. http://blog.ephlux.com/index.php/2011/04/avoiding-hiring-mistakes/comment-page-1/#comment-97684 David V. Fri, 06 May 2011 10:42:56 +0000 http://blog.ephlux.com/index.php/2011/04/avoiding-hiring-mistakes/#comment-97684 Being just lazy or wanting to save time and money and always going for an internal candidate that may or may not be truly qualified for a leadership/new position. Just because you get up one morning and call someone boss does not make it so I can call a cow a duck all day...it doesn't change the cow to a duck,hire the best of the best; be it from outside or inside an organization and ask your self am I making the best match for the company/position or just giving a buddy an ego boast. Problem areas this causes. Peter Principal/Favoritism. Being just lazy or wanting to save time and money and always going for an internal candidate that may or may not be truly qualified for a leadership/new position.

Just because you get up one morning and call someone boss does not make it so
I can call a cow a duck all day…it doesn’t change the cow to a duck,hire the best of the best; be it from outside or inside an organization and ask your self am I making the best match for the company/position or just giving a buddy an ego boast.

Problem areas this causes. Peter Principal/Favoritism.

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