Wondering how to improve your Google Adwords (now Google Ads) PPC campaign or even whether to run one at all in order to find more HR consulting clients?
With all the talk of Snapchat, Instagram, or Facebook algorithm changes, people sometimes forget what a powerful channel Google Adwords can be.
If you’d like a free discussion about your Google Ads campaign and some advice on how to reduce your costs while bringing in more new clients, visit the PPC Marketing For HR Companies page.
However, things can go wrong. Very wrong.
Cost Per Click can go through the roof.
Visits may not convert.
Bad keyword planning may cause havoc with your Google Adwords return on investment.
Don’t believe me? I once did an audit of a B2B PPC campaign only to discover that one of the search terms costing clicks was something to do with the boy band, One Direction. Now that’s Broad Match gone awry . . .
How To Improve Your Google Adwords PPC Campaign
In order to help you get a better return on investment from your Adwords spend, let’s work through a set of key questions that will help you improve your Google Adwords PPC campaign performance.
Here are the questions:
Is Google Adwords still worth doing now that LinkedIn and Facebook have improved their advertising platforms?
How to choose the right keywords?
What is the ideal campaign structure? Anything to watch out for?
Should ad extensions be used?
How to fix an expensive, under-performing PPC campaign?
Any special suggestions for HR consultants and HR tech companies?
LinkedIn is the place to be if you want to find new B2B clients but advertising there can be quite challenging. Today I discuss LinkedIn advertising for HR companies with AJ Wilcox, founder and CEO of B2Linked, a LinkedIn advertising agency based in the United States.
They were some of the most awkward conversations I ever had as a young Human Resources professional . . .
Employees who, in embarrassing moments for everyone involved, had come into HR to see if the company could give them an advance on their pay.
The reasons varied.
The car had broken down leaving them stranded with no way to get to work; a sudden illness in the family; some other sad, unfair cause of stress for a valued member of the team.
Solving Employee Cash Flow Problems – Wagestream
For all the public controversy that continues to swirl around payday loan companies and their vicious interest rates that can hit more than 5,000% in some cases, there’s still an underlying issue that gets forgotten about: the strain on the individual employee who desperately needs the money.
Scroll down to read the full story or to listen to the podcast episode.
I recently had an in-depth conversation with a leading expert in the financial services industry about how large, well-established companies should react to the rise of the tech firms.
The expert shared several fascinating insights that every large corporation should consider, regardless of their industry.
Two comments, in particular, stood out:
Innovate quickly: The highly ambitious tech companies are well-funded, extremely nimble, and are chipping away at market share. Well-established firms can no longer rely on old product lines for future performance so they must innovate quickly which is not part of their DNA.
The workforce is evolving: Top university graduates used to aim for a career in the biggest companies or in consulting. The reputational damage suffered by many companies after various crises has turned young talent away from established companies and, instead, towards the fast-moving world of tech and entrepreneurship.
Large companies must use the collective power of their employees in a much more clever way if they want to survive the upcoming tech upheaval.
One HR software business is helping these large companies do just that with its single view of everything in one place: skills, experience, accreditations, preferences, goals, feedback and more – meet Adepto and its Total Talent solution.
Stand in front of a roomful of sales prospects, deliver valuable information, receive a standing ovation, and then get consulting clients from your next conference speech, lots of them.
The reality can be quite different.
It can be very disheartening to spend hours on writing and rehearsing your speech, then battling nerves to get your presentation right, only to find that, even weeks later, no-one from the audience has contacted you about your services or even visited your website.
Today, we’ll look at the reasons why this happens and then discuss easy ways to fix the problem in order to get consulting clients from your next conference speech.
I’ll also share an example from my own experience.
Continuing in my series which examines how different businesses in the Human Resources sector acquire new clients, today we’re looking at a very interesting business that crosses the border between tech and consulting.
We’ll hear from David Godden about how he and the team at Thymometrics have been busy growing their innovative employee engagement company.
How To Get More HR Clients – Q&A With David Godden
During a very interesting business growth discussion, I asked David the following questions:
What does your business do?
Do you focus on a niche within the market or do you serve all businesses (if so, how do you try to stand-out from competitors)?
What are some effective ways you have acquired new clients?
Any ineffective ways to find new customers? Why didn’t they work so well?
Any tips on interesting people, websites, tools, podcasts, or books to check out?
Today’s post continues the series on how to get more recruitment tech customers.
I have kindly been joined by Get More HR Clients reader, Patrick Doyle, who co-founded the rapidly growing recruitment tech company, Clinch, which is based in my adopted home of Dublin.
Founded in January 2014, Clinch, through its Recruitment Marketing Platform, brings the best of sales and marketing tools to the recruitment sector – it helps corporate organisations around the world centralise their recruiting and talent pool initiatives.
Clinch connects a company’s careers site, content, recruiter, and candidate in a tightly integrated software solution that’s unlike anything else on the market. The platform combines recruitment marketing, employer branding, and sourcing tools in one end-to-end solution. Features include a career site and landing page builder, social and email integration, robust analytics and more.
The Clinch platform brings together the capability to easily and quickly build best-in-class career and job landing pages, candidate attraction and engagement tools, global job distribution, social recruiting, CRM, marketing automation, fully optimised mobile sites with actionable analytics & insights captured at every stage of the process.
How To Get More TA Tech Customers – Q&A With Patrick Doyle
Here’s what I asked Patrick about his Talent Acquisition Tech company:
What does your business do?
Do you focus on a niche within the market or do you serve all businesses?
What are some effective ways you have acquired new clients/customers?
Any ineffective ways to find new clients? Why didn’t they work so well?
Can you share some tips to help grow a business faster?
Next: Join my private mailing list now and I’ll send you my four-step strategy to get more clients in the Human Resources industry.
Discover How To Grow Faster & Easier – Get Your HR Industry Business Growth Newsletter & Resources
Make sure you’re receiving my free resources and business growth briefings on growth strategies & tactics, revenue & profitability ideas, templates, guides, and much more.
If you work as a Human Resources consultant in recruitment, training & development, employee engagement, HR consulting, employment law, employee outplacement – my HR marketing update will help.
Something a little different today. We’re still looking at how Human Resources businesses find new clients but, this time, we’re looking at a relatively new business, as opposed to some of the companies I’ve spoken to that have been in operation for over a decade.
We’ll hear from Mary Holmes about her exciting new Human Resources consultancy, Capstone HR Partners.
Continuing in my series looking at how different businesses in the Human Resources sector acquire new clients and grow, today we’re looking at a very interesting business that crosses the border between tech and consulting.
We’ll hear from Robert Ebers about how he and his team have been busy growing their innovative employee engagement company, Workplace Stars.
How To Get More HR Customers – Q&A With Robert Ebers
During a very interesting discussion on how to create a value proposition, I asked Robert the following questions: Continue reading