Feb 18 2010

Interactive Advertising- a Refresher Course!

When it comes to interactive advertising, much of the terminology can be overwhelming and confusing, especially if you are new to the medium. You hear different metrics and words, such as hits, page views, page displays, ad impressions, ad views, clicks, rich media, buttons, banners, alt text, text links, and ad servers. But what do they really mean? And, how can understanding this terminology help you evaluate a site to determine where to place a media buy? Should you do a sponsorship with a fixed position in a contextual content area for branding or a rotation throughout the site for direct response, ROI and reach? Education is one of the most important things in planning and understanding new media (i.e., interactive advertising) and having a successful campaign. Whether you are a novice or an expert, knowing these terms may prove useful when discussing and purchasing online advertising. Below are some common interactive advertising terms and definitions from IAB’s Glossary of Interactive Advertising Terms – helpful for clients who have any questions on what these might mean in reporting or in any ad serving systems. The IAB’s full Glossary of Interactive Advertising Terms can be found at www.iab.net/resources/glossary_a.asp.

Ad banner – a graphic image or other media object used as an advertisement. See iab.net for voluntary guidelines for banner ads.

Ad click – a measurement of the user-initiated action of responding to (such as clicking on) an ad element causing a re-direct to another Web location or another frame or page within the advertisement.

There are three types of ad clicks:

1) click-throughs;

2) in-unit clicks; and

3) mouseovers.

Ad click-throughs should be tracked and reported as a 302 redirect at the ad server and should filter out robotic activity.

Ad impression –

1) an ad which is served to a user’s browser. Ads can be requested by the user’s browser (referred to as pulled ads) or they can be pushed, such as e-mailed ads;

2) a measurement of responses from an ad delivery system to an ad request from the user’s browser, which is filtered from robotic activity and is recorded at a point as late as possible in the process of delivery of the creative material to the user’s browser – therefore closest to the actual opportunity to see by the user.

Two methods are used to deliver ad content to the user:

a) server-initiated and

b) client-initiated.

Server-initiated ad counting uses the publisher’s Web content server for making requests, formatting and re-directing content. Client-initiated ad counting relies on the user’s browser to perform these activities. For organizations that use a server-initiated ad counting method, counting should occur subsequent to the ad response at either the publisher’s ad server or the Web content server. For organizations using a client-initiated ad counting method, counting should occur at the publisher’s ad server or third-party ad server, subsequent to the ad request, or later, in the process. See www.iab.net for ad campaign measurement guidelines.

Ad materials – the creative artwork, copy, active URLs and active target sites, which are due to the seller prior to the initiation of the ad campaign. Ad serving – the delivery of ads by a server to an end user’s computer on which the ads are then displayed by a browser and/or cached. Ad serving is normally performed either by a Web publisher, or by a third-party ad server. Ads can be embedded in the page or served separately.

Ad space – the location on a page of a site in which an advertisement can be placed. Each space on a site is uniquely identified. Multiple ad spaces can exist on a single page.

Ad transfers – the successful display of an advertiser’s Web site after the user clicked on an ad. When a user clicks on an advertisement, a click-through is recorded and re-directs or “transfers” the user’s browser to an advertiser’s Web site. If the user successfully displays the advertiser’s Web site, an ad transfer is recorded.

Alternate text – a word or phrase that is displayed when a user has image loading disabled in their browser or when a user abandons a page by hitting “stop” in their browser prior to the transfer of all images. Also appears as “balloon text” when a user lets their mouse rest over an image. (also referred to as alt text)

Animated GIF – an animation created by combining multiple GIF images in one file. The result is multiple images, displayed one after another, that give the appearance of movement.

Banner – a graphic image displayed on an HTML page used as an ad. See www.iab.net for voluntary guidelines defining specifications of banner ads.

Bonus impressions – additional ad impressions above the commitments outlined in the approved insertion order.

Button –

1) clickable graphic that contains certain functionality, such as taking one someplace or executing a program;

2) buttons can also be ads. See iab.net for voluntary guidelines defining specifications of button ads.

Clicks –

1) metric that measures the reaction of a user to an Internet ad. There are three types of clicks: click-throughs; in-unit clicks; and mouseovers;

2) the opportunity for a user to download another file by clicking on an advertisement, as recorded by the server;

3) the result of a measurable interaction with an advertisement or key word that links to the advertiser’s intended Web site or another page or frame within the Web site;

4) metric which measures the reaction of a user to hot-linked editorial content. See www.iab.net for ad campaign measurement guidelines. See also ad click, click-through, in-unit clicks and mouseover.

Click-through – the action of following a hyperlink within an advertisement or editorial content to another Web site or another page or frame within the Web site. Ad click-throughs should be tracked and reported as a 302 redirect at the ad server and should filter out robotic activity.

Dynamic rotation – delivery of ads on a rotating, random basis so that users are exposed to different ads and ads are served in different pages of the site.

Flash™ – Macromedia’s vector-based graphics file format which is used to display interactive animations on a Web page. This form of rich media technology is available via a plug-in.

Frequency – the number of times an ad is delivered to the same browser in a single session or time period. A site can use cookies in order to manage ad frequency.

GIF (Graphic Interchange Format) – a graphic format which uses compression to store and display images.

Hit – when users access a Web site, their computer sends a request to the site’s server to begin downloading a page. Each element of a requested page (including graphics, text, interactive items) is recorded by the site’s Web server log file as a “hit.” If a page containing two graphics is accessed by a user, those hits will be recorded once for the page itself and once for each of the graphics. Webmasters use hits to measure their servers’ workload. Because page designs and visit patterns vary from site to site, the number of hits bears no relationship to the number of pages downloaded, and is therefore a poor guide for traffic measurement.

HTML (Hypertext Markup Language) – a set of codes called markup tags in a plain text (*.txt) file that determine what information is retrieved and how it is rendered by a browser. There are two kinds of markup tags: anchor and format. Anchor tags determine what is retrieved, and format tags determine how it is rendered.

HTTP (Hyper-Text Transfer Protocol) – the format most commonly used to transfer documents on the World Wide Web.

Hyperlink – HTML programming which redirects the user to a new URL when the individual clicks on hypertext. Hypertext – text or graphical elements on a page that activates a hyperlink when clicked.

Impression – a measurement of responses from a Web server to a page request from the user browser, which is filtered from robotic activity and error codes, and is recorded at a point as close as possible to opportunity to see the page by the user.

Inventory – the number of ads available for sale on a Web site.

JPEG (Joint Photographic Experts Group) – a file format that uses a compression technique to reduce the size (number of bytes) of graphic files.

Mouseover – the process by which a user places his/her mouse over a media object, without clicking. The mouse may need to remain still for a specified amount of time to initiate some actions.

Page impression – a measurement of responses from a Web server to a page request from the user’s browser, which is filtered from robotic activity and error codes, and is recorded at a point as close as possible to the opportunity to see the page by the user. See www.iab.net for ad campaign measurement guidelines.

Pixel – a picture element (single illuminated dot) on a computer monitor. The metric used to indicate the size of Internet ads.

Reach –

1) unique users that visited the site over the course of the reporting period, expressed as a percent of the universe for the demographic category; also called unduplicated audience;

2) the total number of unique users who will be served a given ad.

ROS (Run-of-Site) – the scheduling of Internet advertising whereby ads run across an entire site, often at a lower cost to the advertiser than the purchase of specific site sub-sections.

Splash page – a preliminary page that precedes the user-requested page of a Web site that usually promotes a particular site feature or provides advertising. A splash page is timed to move on to the requested page after a short period of time or a click. Also known as an interstitial. Splash pages are not considered qualified page impressions under current industry guidelines, but they are considered qualified ad impressions.

Sponsorship – an association with a Web site in some way that gives an advertiser some particular visibility and advantage above that of run-of-site advertising. When associated with specific content, sponsorship can provide a more targeted audience than run-of-site ad buys.

Static ad placement/Static rotation –

1) ads that remain on a Web page for a specified period of time;

2) embedded ads. Third-party ad server – independent outsourced companies that specialize in managing, maintaining, serving, tracking, and analyzing the results of online ad campaigns. They deliver targeted advertising that can be tailored to consumers’ declared or predicted characteristics or preferences.

Total ad impressions – the total of all graphical and textual ad impressions delivered, regardless of the source. See ad impression. Yield – the percentage of clicks vs. impressions on an ad within a specific page. Also called ad click rate. Other Useful industry sites:

IAB (Interactive Advertising Bureau) www.iab.net AAAA (American Association of Advertising Agencies) www.aaaa.org ANA (Association of National Advertisers) www.ana.net ARF (Advertising Research Foundation) www.arfsite.org AAF (American Advertising Foundation) www.aaf.org CARU (Children’s Advertising Review Unit) www.caru.org Source: Interactive Advertising Bureau – www.iab.net

Feb 11 2010

Success of Social Media and Health Care

Hospitals and healthcare systems are now fully engaged in the social networking phenomenon. Despite many healthcare systems’ historically risk averse cultural orientations, and their tendency to rely on the most authoritative sources for information, hospitals increasingly are breaking out of this mold with their use of social media. Many now depend on social networking sources, such as LinkedIn Groups, Facebook, and Twitter, to attract and assess candidates for employment, to enhance their brand, and to build employee and patient loyalty. This is perhaps no surprise, considering the studies that show that all age groups (including 60% of people age 55 and over, and a still higher percentage of all other age groups over 15) are comfortable with, and are regularly using, social media. The fastest growing segment of social network users are women between 35 and 64—a demographic that describes a significant percentage of healthcare decisionmakers.

Responding to this reality, hospitals and healthcare systems now regularly tout their success stories on YouTube; they use social networks to increase donations, education, and evangelism and to empower their employees, stakeholders, and advocates; and they sponsor groups that enable patients to easily spread the word about their experiences at the hospital. This year, several hundred healthcare systems used YouTube, Twitter, Facebook or blogging to interactively deliver messaging. Some established vibrant online communities where employees and patients regularly congregate and exchange ideas. Many captured newsworthy moments, provided health tips, or responded to requests for health information, by “tweeting” on Twitter. Hiring employers used LinkedIn Healthcare Groups to identify applicants and place targeted job advertisements. The most successful of these social network users identified the value of a strong partnership between their marketing and staffing functions, and plenty of hospitals quickly learned that their YouTube accounts and Facebook Groups were vastly more successful at branding important initiatives, and attracting traffic, than were their traditional websites. By developing tools that enable immediate interactions with patients and employees, several healthcare systems were uniquely poised to effectively respond, in real time, to what others were posting about them on the web.
Before leaping into the fray, however, healthcare systems and hospitals are well-advised to develop a comprehensive strategy, and sound policies, to govern how social media should be appropriately used. After all, the risks associated with social networks are varied and can include such claims as discrimination and harassment, privacy and stored communications violations, negligence, defamation, intellectual property infringement, off-the-clock work by nonexempt employees, and violations of HIPAA or the National Labor Relations Act. As just one example, a hospital in the Southwest fired two employees who posted pictures of patients’ injuries on MySpace. The parties disputed whether the infraction identified the patients in a way that would constitute a HIPAA violation, but the hospital relied on a violation of its policy on cellphone use to support the termination and defend against invasion of privacy claims.

While three quarters of managers believe that social networking sites may put their brand or reputation at risk, less than twenty percent of employers have specific risk mitigation policies in place. For some organizations, operational considerations and management’s unwillingness to buy-in to social networking strategies may place hurdles in the path. But even in organizations where social networking tools are embraced, an entity’s ability to carefully control content and effectively manage distribution will dictate success. Hospitals should work with legal counsel to create and distribute policies that specifically address how social networking works within the hospital’s communications and other programs. These policies also should cover all aspects of the employment relationship: pre-employment considerations (such as antidiscrimination, because employers may gain access to information through social networks that would not otherwise be available from more traditional hiring tools); disciplinary issues during employment (such as prohibiting the posting of patient information, and mandating anti-harassment and respectful language); and post-employment considerations (such as whether to prohibit “recommendations” on LinkedIn, for example, to avoid inconsistent messaging regarding an employee terminated for performance reasons). Of course, all employers must define clear goals for their social media programs (including who they want to reach, why, and how they will measure success), and must incorporate specific training and monitoring programs to ensure their social networking policies are understood and enforced.

Feb 02 2010

Top 10 Typical Mistakes that candidates make that sabotage their efforts to seek out and secure the job and career they want:

  1. Failing to understand the purpose of the résumé. First and foremost, the majority of those who fail at creating good résumés is the fact that they really don’t understand its purpose. The true purpose of your résumé is to demonstrate to your future employer that you have the necessary qualifications to do the job. Résumés are a summary of your work history and the skills that you have acquired along the way. They should be formatted so that they are clean and simple to read and potential employers should be able to find the information they are looking for with a relative amount of ease.
  2. Being in-cognizant of the fact that people don’t read résumés and that computer scanners do! As people and organizations become increasingly time starved, they will seek out instruments that will make their lives easier. If the potential employer is a large corporation, they will, either hire people i.e. a recruiting company, to separate the wheat from the chaff, or, if the company does a considerable amount of hiring, incur the expense of adding résumé screening software to the human resources IT budget. This computer scanning software screens documents for key words as they delivered to the company’s electronic inbox in the same manner that software scans incoming electronic mail for viruses. If your résumé has the ‘correct’ number of key words, it will then be ‘flagged’ and a human will then have a look at the document. Once the resume clears this hurdle, the hiring manager will then take the time to view any other attached documents such as a cover letter.
  3. Misunderstanding the true purpose of their résumé and cover letter. The purpose of a résumé is to summarize your skill set and the purpose of a cover letter is to demonstrate to hiring managers that you can form complete thoughts and communicate information in a grammatically correct fashion. These two vital criteria need to be cleared BEFORE anyone will ever consider calling you in for an interview.
  4. Wasting time applying for opportunities for which they are not qualified. Looking for a new job is a full time job and requires a concentrated effort. Potential employers and recruiting agencies don’t have the time to play the numbers game and neither do you. It is inefficient and demoralizing.
  5. Wasting time trying to compose what are perceived as being ‘ideal’ job objectives. These “Mom, God and apple pie” statements do not add anything constructive to résumés and use up very valuable résumé ‘real estate’. Your résumé is a showpiece that identifies you as a brand. It is a piece of marketing collateral that needs to be designed to optimize and differentiate you from other candidates. Strive to be clean and concise and remember that less is more.
  6. Not taking the time to customize both their resume and their cover letter. Sending out generic résumés and cover letters will lead potential employers to believe that you are lazy and uncaring. Marketing collateral (résumés and cover letters) needs to speak to every opportunity in a very specific manner. It is important to take the time to use the same verbiage found in the original advertisement. Rest assured that if industry or job specific terminology was used in the original advertisement, that potential hiring managers will be looking for the same terminology within the pages of the documents they receive in response to the advertisement.
  7. Not taking the time to demonstrate through your documentation how your skill set is perfectly aligned with what the hiring manager are seeking in a new employees. Résumés need to concentrate upon transferable skills. Potential employers and hiring managers will want to know immediately what you have to offer. Nothing speaks louder than direct experience. Case in point: The modes, methods and principles in selling a particular product or service are the same regardless of product or service being sold. Make your case!
  8. Burying career highlights in the bowels of the résumé rather than listing them near the top of the résumé.. Hiring managers LOVE to play find the gem in the rough. Re-state your career highlights in your cover letter if they are listed in the advertisement to which you are responding. If you are sending a cover letter and résumé to a company or individual that was not specifically requested i.e. in response to an advertisement, then you will need to state the purpose for sending in the documents. Those who receive your documents will want to know why they are being contacted and also whether or not they will be required to do anything as a result of receiving your documentation. Are you asking these contacts to enter your documents into their database for future consideration? Are you requesting an informational interview? Have you been referred for a specific reason my a mutual acquaintance? Etc. Whatever the reason, it will always be in your best interest to include a career highlight or two, just to set you apart from others who may have contacted this same individual for the same purpose.
  9. Not taking the time to make sure that all of your marketing collateral is free from typographical or grammatical errors. This fatal error is completely avoidable.
  10. Never bothering to follow up on the advertised opportunity. Why would you not want to demonstrate that you want the job, anyway? Persistence pays!
What are some of the top Pet Peeves you mayhave as a hiring manager when reviewing résumés?

Mary Salvino is a freelance writer and career/business consultant who lives in Vancouver, BC. She has more than a decade of experience in all aspects of retail management and is a valuable resource to both individuals and corporations in the area of strategic planning.

Article Source: http://EzineArticles.com/?expert=Mary_Salvino