Do you do your social benchmarking right?

At Socialbakers, we have been setting the metrics in the Social media world. Our Analytics Pro product for social profiles is monitoring millions of social profiles out there and checking their individual growth, fans, Engagement Rate, and many other things.

We are also preparing new metrics for you, which we will share with you before we launch them.Do you do your social benchmarking right? image

If you have not seen our Socialbakers benchmarking features, here is a quick tasty screenshot of the summary & engagement of Lous Vuitton, and the Fashion on Facebook category.

We believe that Benchmarking is one of the most powerful features of Socialbakers Analytics Pro, and many of our clients that have a bunch of pages created their individual custom benchmarks based on many of their pages and are comparing individual pages, if they perform better than the company. If you want to use benchmarking, well you better start using Socialbakers Analytics Pro – check out the site and TAKE A TOUR.


 

http://www.socialbakers.com
At Socialbakers, we have been setting the metrics in the Social media world. Our Analytics Pro product for social profiles is monitoring millions of social profiles out there and checking their individual growth, fans, Engagement Rate, and many other things.
We are also preparing new metrics for you, which we will share with you before we launch them.Do you do your social benchmarking right? image

If you have not seen our Socialbakers benchmarking features, here is a quick tasty screenshot of the summary & engagement of Lous Vuitton, and the Fashion on Facebook category.

We believe that Benchmarking is one of the most powerful features of Socialbakers Analytics Pro, and many of our clients that have a bunch of pages created their individual custom benchmarks based on many of their pages and are comparing individual pages, if they perform better than the company. If you want to use benchmarking, well you better start using Socialbakers Analytics Pro – check out the site and TAKE A TOUR.

How to Get Your Executives to Pay Attention to Metrics (Part 1 of 2)

It has taken many years to get to this point, but almost everyone in recruiting has come to understand the necessity of metrics. Unfortunately however, the vast majority of metrics in use today have little impact because they were not designed to effectively “get the attention” of executives.

The issue isn’t metrics in general; at firms like Microsoft and Google, executive team meetings are often referred to as the equivalent of “math camp.” While other firms may not be as “geeky,” metrics rule the boardroom. The lack of interest in HR metrics also cannot be attributed to HR being an overhead function, as that state is true for both finance and supply chain management, neither of which fail to garner attention.

The real issue few pay attention to HR metrics is a simple one: most simply are not compelling. Let’s face it: HR is rarely a strategic priority, and due to years of bureaucracy and failure to meet expectations, it is something that most managers and executives would rather deal with less rather than more unless it is immediately relevant to their business.

For metrics to be effective in altering behavior, they need to be both visible and immediately relevant to the audience that needs influencing, not the party producing them. To accomplish that, recruiting leaders need to proactively identify and understand the factors that make a metric a critical “must-see” metric. The goal behind measurement initiatives should be to get executives to demand access to y


It has taken many years to get to this point, but almost everyone in recruiting has come to understand the necessity of metrics. Unfortunately however, the vast majority of metrics in use today have little impact because they were not designed to effectively “get the attention” of executives.

The issue isn’t metrics in general; at firms like Microsoft and Google, executive team meetings are often referred to as the equivalent of “math camp.” While other firms may not be as “geeky,” metrics rule the boardroom. The lack of interest in HR metrics also cannot be attributed to HR being an overhead function, as that state is true for both finance and supply chain management, neither of which fail to garner attention.

The real issue few pay attention to HR metrics is a simple one: most simply are not compelling. Let’s face it: HR is rarely a strategic priority, and due to years of bureaucracy and failure to meet expectations, it is something that most managers and executives would rather deal with less rather than more unless it is immediately relevant to their business.

For metrics to be effective in altering behavior, they need to be both visible and immediately relevant to the audience that needs influencing, not the party producing them. To accomplish that, recruiting leaders need to proactively identify and understand the factors that make a metric a critical “must-see” metric. The goal behind measurement initiatives should be to get executives to demand access to your metrics, to pay thorough attention to them, and to know immediately how to act differently in response to them. Leer más “How to Get Your Executives to Pay Attention to Metrics (Part 1 of 2)”