The topic of the day is Technology 2.0 and I'm preparing a speaking presentation on the subject and doing a lot of research. I came across a great article today on a subject that I've been getting a lot of interest in. That is-- setting up a MySpace site for B to B.

Hopefully you've seen the BRANDEMiX site on MySpace. Been there. Done that. We don't get a lot of interest and we don't have a lot of friends, but on the other hand, we don't invest a lot of time in it so I guess that's fair.

For those of you who are interested in buying banner advertising on MySpace -- there's a $25,000 minimum for a campaign. I sent in a request about 2 weeks ago for a client and haven't heard back yet so I guess there's a waiting list.

But this article I read talked about doing a viral campaign where you can offer an incentive for having people place your banner on their site. The article said that traffic increased from 200 to 9,000 hits in one day.

That sounds great. Suggestion- make sure your website is where you want it to be before launching anything like this. But don't be afraid to have fun.

Call me with your questions and if you're doing anything of interest in the tech recruiting arena, I'd love to hear from you before my Prezzy next month.

Labels: MySpace, Recruiting, technology, Trends

Or is it??? Blame It On The Boomers This year and for the next 10 years, for every 2 experienced workers who exit the workforce, only 1 new person will be entering. • YOU will have to attract, hire, onboard and retain this person. • YOU will have to prepare them for a leadership role within your organization. • YOU will have to manage their expectations, create an environment that supports cross-generational teams, • AND find time to LAUGH a LITTLE . We Feel Your Pain. We Support Your Cause. We Like to Laugh Too. We Heart HR. This Valentines Day, BRANDEMIX brings you a new film.

Labels: Baby Boomers, Generation Y, workforce trends

ALERT: For every 2 experienced professionals leaving the workforce over the next 10 years, there will be only one and the chances that they will have a tatoo or non-ear body piercing is greater than 50%.

In a preview of the exciting surprise I have planned for you tomorrow, I offer you this solution from our friends in Japan. Concerned that their workforce of tomorrow will not share the diligent work ethic that they are now known for, they have launched a new theme park called Kidzania.

Kidzania, based in Mexico and founded in 1996, offers children the opportunity to role play in for than 50 kid-sized career pavillions with a no-parents allowed sign on each door. Brought to Japan by the same entrepreneur who introduced the Japanese to Spago and Il Mulino, it is a branding opportunity for corporate sponsors such as Nippon Airways, Johnson and Johnson and Sumitomo Bank.

It is also a wonderful way to connect with potential customers and expose children to real work experiences in a variety of industries. BTW: franchises are available. This emotional experience aims to create a positive between tomorrows workforce and the brand.


Anyway, gotta run and cut out my hearts. See you tomorrow.

Labels: Branding, emo marketing, workforce trends

Hi everyone. Just surfing in the cold New York day and found some great inspiration for some fun projects we're working on in BRANDEland. Along the way, I stopped by a funny site called whatamigonnadonext

Thought it might be a cool niche job board until went in and found it was a promotional idea of the US Airforce.

Kind of slow to download but a really good use of the vanity url.

Also went to find out about how the stress of work is impacting my life-- want to see what it's doing to you? Check out age-o-matic.com


You'll find out what you'll look like in 50 years if you stay at your dead end job. Built by Cramer-Krasselt for Careerbuilder... its really fun.

Anyway, back to work. But now that you're here, sign onto our visitor map.

Get ready...Valentine's Day is coming.

Labels: Branding, Careerbuilder, employee communications

In a recent edition of Inc. Magazine, Joanne S. Hovis of Columbia Telecommunications Corp. wrote in with an interesting quote: "My engineers have access to all kinds of confidential information. Can I (and should I) require them to sign a noncompete agreement?"

As a quick response, the author of "Ask Inc." said: "The more employees know about your business, the more they can help you -- or themselves if they decide to set up shop across the street or light out for the competition." In other words, a competent and eager employee can be both a positive and negative force to your company.

Michael Shetterley, an attorney for Ogletree Deakins, believes in making a new hire sign such an agreement, but questions the validity of one that is highly binding. For example, claiming exclusivity for too much territory can be a problem: "'Employees may not work for any telecom company anywhere in the country for years' won't fly with most courts."

The courts of Maryland being one example. RelianceNet CEO Pat Cooley makes employees sign noncompete forms but only enforces them in instances related to losing trade-secrets or workers to competitors. Explained Cooley: "We don't want to block or limit anybody from being successful in the future, but there are things we need to do to protect our business interest."

TicketCity.com CEO Randy Cohen feels similar to Cooley, believing that his employees should be entitled to future success, but sees the noncompete form as a test of loyalty: "If they seem worried about signing it, they're not looking at the big picture and seeing themselves as part of the team, so you probably don't want them anyway." His form includes a clause that bars these employees from working within 500 miles of TicketCity.com's headquarters. Although for current employees that are signing after the employee agreement has been signed, as a sign of your loyalty: "Give them something in return, such as bonuses or souped-up severance packages."

As this Q&A relates to staffing, it ought to lead you to think about your company. Were you personally working with a competitor in the past? How many of your company's staffers have previously worked with a competitor?

Of your company's former staffers, how many of them have moved on to working with a competitor, or started their related company? An employer ought to learn more about his or her employees. What seem to be their professional goals? What are their outside interests? Do they seem dissatisfied with any parts of their current position? While knowledge and skills themselves cannot be controlled, knowing who it is that's working for your company can only help prepare for loyalty and longevity within the company's culture.

Labels: Competition, Human Resources, Staffing