ADUTAINMENT: Advertising as Entertainment
JellyBasket.com - JELLY by the CASE or as a GIFT BASKET.

Mortgage Marketing - Viral-Email, Referral Marketing Strategy
This is a devastatingly powerful way to extend your marketing reach. For this to work right you need a website that promotes your business.

Using Viral Advergames For Worldwide Advertising and Marketing
Branded online games are being used more and more as an advertising medium by everyone from small businesses to big worldwide brands, but can branded games really help as part of your marketing efforts Branded online games (or Advergames as they are commonly known) can be one of the most effective viral marketing agents, if used correctly

How to Incorporate Viral Marketing Techniques to Your Internet Marketing Arsenal
Viral marketing is not the last disease found, nor a virus to your desktop

Viral Marketing: Internet Marketing Strategies
First of all, I realize that anything with "viral" in the name doesn't conjure up images of something you want close by, but there is a new type of Internet marketing known as "viral marketing" is worth investigating. Despite its unflattering appellation, it is an effective Internet collaboration marketing tool, and one that is important to understand if you want to expand your business.

Viral Marketing - The Future Of Advertising?
To understand viral marketing you need to be familiar with social memetics ? the idea of viral marketing is to create a product or advert that encourages the end user and potential customer to also become your promoter.

Consorte Media Announces New Email Marketing and Video Advertising Solutions
New product offerings from leading Hispanic digital marketing company give publishers additional ways to monetize traffic and help advertisers connect with Hispanics online

Internet Marketing And Viral Marketing
Viral marketing is a unique tool designed to create so much buzz about the article itself that even the largest sites will want to publish it.

Internet Advertising: Viral Ads
Viral ads are called so because they are sent through emails, from account to account, spreading like viruses. The negative connotation of the name is merely due to its dispensational nature and not necessarily to any potential ill-effect brought on by its presence or any possible disruptive intent of the Viral Ad?s designer.

Viral Marketing:10 High-Impact, Viral Marketing Strategies,To Explode Your Sales
Hello, do you have any website that is not bringing in a lot of sales?Would you like to know a few smart and sharp viral marketing secrets to turn it around and explode your sales?If yes, may I offer you 10 high impact viral marketing strategies to increase your sales!Viral Marketing is allowing people to giveaway and use your free product or service in order to multiply your marketing quickly over the internet. The idea behind viral marketing is that you include your ad with the freebie people giveaway or use.

SIPA's 32nd Annual Conference Showcases Latest Internet Advertising Trends And Email Marketing Through Client Newsletters
The Specialized Information Publishers Association Will Feature Leadership Keynote Speakers (http://www.newsletters.org/Events/Annual/2008/index.htm), Jay Berkowitz, Josh Macht, Bob Bly, Chris Schroeder And Fredrick Marckini On June 1, 2008 In Washington, DC

Video Email And Its Impact On Internet Marketing
Email is a revolutionary means of communication facilitated by the advances in information technology. With the acceleration of e-commerce as a consequence of these same technological innovations, email is now a significant means of marketing products and services through the internet. Through email, myriad companies and businesses have a convenient means of reaching potential consumers. Through email, marketing copies get delivered directly to a person?s inbox; companies no longer had to wait for consumers to come across their ads in the internet.

Viral Videos: Lethally Effective Advertising Carriers
Are you one of those millions out there hooked on the viral video craze? This article describes the opportunities that viral videos offer to internet marketers.

Internet Marketing - How to Make your Online Advertising Business Produce Money on Internet Marketing
The success or failure of your Internet marketing business depends largely on the Internet users. If they are interested on the products and services that you are offering for sale, definitely you can expect hundreds to thousands of dollars in revenues from your online business. On the other hand, if they are just too lazy to hear what you want to say and what you are offering, better shut down your personal computer unit and find some other ways of earning money.

Dealerskins' Digital Video Viral Marketing Project for Auto Dealers Takes Internet by Storm
Dealerskins, (www.dealerskins.com) a division of Dominion Enterprises and a leading provider of automotive dealer web solutions, has launched a video and viral marketing project to promote its highly successful nationwide user groups. The video can be viewed at; http://www.youtube.com/watch?v=Yn09XoUySFg It tells the initially sad tale of a dealership Internet sales team, and ends with a strong redemptive finale at a Dealerskins User Group. There is a tongue-in-cheek reference to Glengarry Glenn Ross with a cameo from company founder; well know ...

Free Web Advertising: Chat Room Marketing Secrets Of Internet Marketing Gurus Exposed
Have you ever been to a chat room?Have you ever posted a message?If yes, now you may learn some free web advertising secrets on how to market your products and services in chat rooms.Chat Room Marketing is the use of online chat rooms to promote your product or service.

White Paper: Successful Marketing Executive Onboarding

(PRWEB) August 12, 2008 -- It would seem that as professionals become more advanced in their careers, making transitions should get easier. In reality, the higher someone goes in an organization, the more challenging career transitions become. The expression, ?It?s lonely at the top? is resoundingly true. There are fewer people at top levels of an organization who can serve as mentors, and who are capable of or have time to answer the questions of their aspiring peers. Also, candidates looking for change are established and set in their ways, and while they have plenty of experience to make judgments, that experience may or may not be a fit for another company?s culture and expectations.

As an employer, you have an entirely different perspective. You expect senior marketing executives (http://www.marketproinc.com) to hit the ground running based on the investment you are making in them ? as you should, but the more senior a candidate will be in your organization, the more important and challenging onboarding a new hire becomes.

So the stakes and challenges are high ? but different ? for both you and your potential new employee. This white paper explains how through a solid onboarding approach, both sets of challenges can be conquered. It explains how they must be overcome to maintain organizational stability in today?s global business environment.

Onboarding is a shared responsibility between your company and the newly hired marketing executive. This function needs the dedicated resources, attention and structure of any mission critical business function. A basic new-hire orientation just won?t cut it at the marketing executive level. The transition is more complicated, the risks are big, and it needs to be regarded and managed accordingly. The good news is that proper onboarding of new marketing executives is not complicated. It does take time, effort and attention, but as today?s proactive organizations are discovering, it is infinitely easier and less costly on multiple levels to take a calculated approach than to suffer the consequences without one.

Successful onboarding is about creating an environment in which everyone wins: the company, the new marketing executive and the shareholder. The unfortunate truth is that most organizations are not adept at integrating new marketing executives (http://www.marketproinc.com). Only recently have companies begun to recognize and address this weakness, that without a comprehensive onboarding program, they risk the financial health of their organizations. Depending on which research study you read, the turnover rate of marketing executive leadership hires is between 25 and 40 percent within 18 months of hire. It?s not hard to imagine why such turnover is damaging, and in many ways: training costs, employee morale, opportunity cost and ultimately the bottom line. Of course, there are also those marketing executives who decide to stay and achieve less desirable results than an organization wants, and yet they are also a

retention risk later on.

You can circumvent these risks if you have a solid onboarding program in place, creating a process and environment through which your marketing executives can succeed. Everyone desires success. Your marketing executives will stay in an organization where they can consistently achieve positive results ? ones that also meet your expectations.

Onboarding begins before you hire a new Marketing Executive. Candidates begin to build an impression of your organization based on the professionalism and thoroughness with which the interview process is conducted. You want to give candidates as realistic an impression of your organization as possible. Nobody wins if a newly hired marketing executive discovers that a company is not what was portrayed during the interview process. The interview process needs to give a transparent glimpse into where your company is, the challenges a candidate will face, and most important, a true sense of your culture.

It is unfortunate how many candidates walk away from an interview with an unnecessarily negative perception. For example, if your interviewing marketing executives arrive late and unprepared for the candidate?s interview, it reflects poorly on your company, potentially leaving the impression that you do not value talent. If a senior-level candidate is left alone for lunch with nothing more than a salad from the local sandwich shop, this is also going to be viewed negatively by the candidate. If you actually hire someone through an insensitive or disorganized process, it will take a long time, if ever, for the candidate to overcome the perception of how, or whether, you value your employees.

In addition to your own transparency during the interview process, and for the process to be successful, you need the same level of transparency from the candidate and your search partner. Too often, companies, candidates or search partners hold back information to facilitate getting the deal done. This can lead to a heavy price by compromising your ability to fill a critical position in a timely manner.

Understand the development needs of the candidate. If the search process has been thorough and properly conducted by your search partner, pertinent information and data about a candidate?s goals and potential development needs will be provided to you. Use that data to determine whether the goals and expectations of your organization align with the goals and expectations of the candidate. This is critical during the interview process, and if there is a fit, it?s especially critical to carry it forth if you hire the candidate. It?s important that there be a structured 360-degree feedback process for the candidate once they start, with the opportunity to meet and interact with senior leadership on an informal basis in an environment where the goal is about understanding culture, how things get done in the organization and establishing relationships built on transparency, trust and respect.

Communication and support are your keys to successful integration. Expounding on the 360-degree feedback process, let?s assume you received the right data from your search partner and you understand not only the goals of your new employee, but also what some potential obstacles might be in integrating the new employee into your culture. You can provide relevant data you received during the interview process to your new employee?s hiring manager, peers and some of their direct reports, so that you have a system in place to gain real feedback during the new employee?s first 100 days on the job. It is most important to provide complete data to those people in your new employee?s 360-degree feedback process. Communicate all of the reasons you hired this person, why you believe he or she will be a top performer and why you are excited about the new team member ? but also communicate those things you want key people to

watch for, and encourage them to raise a concern if one appears.

You also want to provide a feedback mechanism specifically for the candidate that fits within the culture of your organization. This should be a single resource, either someone in HR or preferably another marketing executive who is not the candidate?s manager, who can answer any questions on how to get things done within your organization. Essentially, I am prescribing another marketing executive who can coach the new employee proactively from the day they start ? not reactively after they stumble.

New marketing executives (http://www.marketproinc.com) who are not fully integrated within six months, rarely ever become integrated. Much has changed in today?s global business environment, but relationships are more critical than ever. Networking and relationship building among new hires within your organization are critical to their short- and long-term success ? and yours. Take advantage of any opportunity or excuse within your new marketing executives? first six months to put them on a plane to meet and get to know other global marketing executives.

Bob Van Rossum is President of MarketPro, Inc. the leading retained executive search firm for marketing executives. MarketPro works with Fortune 500 / Global 2000 / Technology / Software companies to improve the quality and speed of marketing executive level talent acquisition. Bob regularly speaks to the media and organizations on topics related to talent acquisition, retention, succession planning and the effects of retiring Boomers on the workforce.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

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