Connor Business Resources

Archive for April, 2019

4 Skills to Look For When Hiring a Marketing Manager By Dom Nicastro

The 5,000-plus marketing technologiesare useless without good marketing managers behind them implementing successful campaigns. But many can attest that it isn’t easy getting the right fit into the door. The industry includes plenty of competition for marketing managers for your organization. The number of jobs available for marketers seem astronomical. Lisa Schneider, chief digital officer at Merriam-Webster, wrote in the The Hired Guns she always looks for marketers with creativity and initiative. “It’s great if you can do what your manager tells you to. It’s even better if you can spot an issue, generate a solution, and bring that to the table on your own,” she wrote.

What should you look for in a marketing manager? Here are 4 considerations that our sources say are necessary to be a successful marketer today.

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Team Meetings are not a social event

Do you have organized, regular team meetings?  Does your team know and understand your expectations?  Do they learn the direction of the company through gossip or water cooler chit chat?  Do you wonder why the goals that you created are not being achieved?  Have you told anyone how much you want your business to grow?  A great way to communicate your goals and vision is through a Strategic Plan.  But a way to keep your team focused and accountable is through regularly scheduled team meetings.

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Financial incentives for employees can motivate and create a sense of Team!

Attracting and retaining high quality talent can be challenging, but with upfront planning and insight it will not only save you money, but will positively impact your bottom line and address what can often be chronic problem in a company or organization.  There are various ways to effectively motivate employees, but one plan to consider is creating a Performance Incentive Plan

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6 Do’s and Don’ts of Hiring

Interviewing can be fun and exciting—the thrill of adding new capabilities to your team, thoughts of growth and expansion. Yet, we seldom recognize the cost of moving too quickly. Hiring for the wrong reasons. Rushing the process.

The cost of taking time to find the right person—and pay them what they are worth—seldom exceeds the cost of retraining, decreased morale and the other costs that go along with hiring a ‘bad fit.’ We can all think of examples of an employee who didn’t really match the culture and dragged down the productivity of those around them once they were made a part of your team. With all that at stake, it’s important to engage in the interview process seriously.

Here are a few tips to make your interviews go as smoothly as possible:

 

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