Parallax Scrolling Effect: The Old New Concept


We bet you remember those games of 80’s-90’s, like Mario Bros and Mortal Kombat. In such games the technique of parallax scrolling can be noticed in the moment when several background layers with different textures move with the different speed which creates an effect of a 3D space.

 

Siebennull
Siebennull

Head2Heart
Head2Heart

Netlash bSeen
Netlash bSeen

Jan Ploch
Jan Ploch

Nowadays parallax effect is being used while designing websites, though we see it not very often because the technique is rather difficult to implement. Nevertheless, parallax scrolling is a cool design effect which unstoppably walks into the world of web design. If you look on one of the websites with the parallax scrolling you will notice that while you scroll the page down several different elements, which are on the page, move with the different speed. This is how parallax scrolling is displayed when different layers of the images are imposed upon each other and move with their own speed while the page is being scrolled creating a 3D effect.

However, parallax scrolling is not limited with the vertical page scroll or straight line scrolling only. If you remember the Nintendo games where the heroes were moving horizontally from L to R along the screen, you understand the plot. As you see, this concept is also not so new. Apart from it, the use of parallax scrolling should not be limited with a chance to create an artificial 3D effect only. You can add various effects on the site page, for example, icons moving according to different paths, their zooming in and out during the scrolling.

Parallax scrolling effect will help you to enliven the website where not a lot of content is presented. It can be a perfect solution for the sites with About Us section, Contact Us and Mission Statement only. Parallax is an excellent trick which you can use to catch the eye of your clients. You can make use of it either when creating a single-page site or a multifunctional website.

Taking into account that parallax scrolling is a visual effect we’d like to proceed from words to something more obvious – to the real examples of parallax scrolling effect. That is why you can now estimate a showcase of websites which perform the effect in the best way.

 

Unfold
Unfold

Saucony Kinvara
Saucony Kinvara

Nike Jumpman
Nike Jumpman

Lois Jeans
Lois Jeans

Michel Bergerbooze
Michel Bergerbooze Leer más “Parallax Scrolling Effect: The Old New Concept”

10 Top Trends in Social Media | by Jeff Bullas


Written by  | jeffbullas.com

I visited Italy recently and as we know the Italians are a very stylish bunch. They seem to know what fashion is really about.10 Top Trends in Social Media

They can wear a scarf with fabulous flair, choose the cool hat that sets off the outfit or select a pair of sexy shoes that make them look like a fashion model and that is just the men!

The Italians have taken “style” to a level that the rest of the world can only aspire to.

Trends in Shoes

Now on the topic of shoes it appears that there is a trend that if it doesn’t stop very soon, it is going to lead to many injuries and even possible death as fashionista women fall from great heights after stumbling in their 30 centimeter high heels!

This will lend a whole new meaning to the term “Fashion Tragics“.

I have to admit though that the shoes in the windows of the fashion brand stores of Rome and Florence were not just fashion items but objects of style, art and creativity. Just not very comfortable or sensible to wear but who said that fashion should be sensible.

The Trends in Social Media

My trip to Italy was not just for looking at shoes but to provide four keynote presentations to the BE-Wizard web conference.

One of these topics was on the “Top 10 Trends in Social  Media” and how business can adapt and use these trends to their commercial advantage.

Social media that was initially seen as a fad 2-3 years ago is now firmly embedded in the fabric of the web and is impacting how business markets, communicates and publishes.

Trend #1  Social Mobile

The first trend we looked at was the the rise of the social mobile. The synergy of mobile and social networks is combining to make us addicted to our socially networked enabled smart phones that allow us to view our Facebook or Twitter account anywhere at anytime.

The numbers

  • Current research puts the number of mobiles at north of 5.5 billion devices
  • 1,2 billion have internet connected phones (smart phones)
  • 425 million users use their mobile to check in to Facebook
  • 55% of Twitter traffic is from the mobile
  • 400 million YouTube views are from mobile devices

The implications

  • Huge growth potential
  • Create content for mobile devices
  • Design and develop websites and blogs for mobile viewing
  • Make it easy for viewers to act on that mobile content in a social manner (sharing)

In essence make it easy for people to buy and share your products and services from your mobile phones.

Trend #2 Socialization of Search

Google has realized that social networks are here to stay and consequently invested over half a billion dollars in designing and developing Google+ which they launched in June of 2011.

They have realized that in the battle to stay relevant, social networks need to be prioritized when producing search results.

Google considers social as “core” to its strategy and is using the capture of social signals when delivering information from search engines. Consequently you will see the top social networks appearing high in search results pages.

Also it is embedding Google+ into all its web properties including YouTube and Picassa.

Hence the introduction of the “+1″ button in 2011.

The implications Leer más “10 Top Trends in Social Media | by Jeff Bullas”

Internet 2010 in numbers

http://royal.pingdom.com/2011/01/12/internet-2010-in-numbers/


Internet 2010 in numbers

What happened with the Internet in 2010?

How many websites were added? How many emails were sent? How many Internet users were there? This post will answer all of those questions and many, many more. If it’s stats you want, you’ve come to the right place.

We used a wide variety of sources from around the Web to put this post together. You can find the full list of source references at the bottom of the post if you’re interested. We here at Pingdom also did some additional calculations to get you even more numbers to chew on.

Prepare for a good kind of information overload. ;) Leer más “Internet 2010 in numbers”

Why the Old Recruiting Skills Are Dead, and Four Essential New Ones

There has never been a more challenging time to be a corporate recruiter. Hiring managers are very demanding and expect fast, personalized service by knowledgeable recruiters. Given the current unemployment rate and the perceived availability of talent, they may be unrealistic in what they expect. Nonetheless, they are the primary customer and need to be provided service at a high level. Candidates, too, are not what they used to be. The talented and highly in-demand candidates also want to be given fast, personalized service by an ethical and in-the-know recruiter.

All of this means that the skills that once defined a successful corporate recruiter are not sufficient. Indeed, those skills may even be detrimental to success.

A corporate recruiter has always had a different skill set than a recruiter working in an agency or as an independent. While agency recruiters have focused on building relationships (often in deep, vertical job families), on tapping into new sources of candidates, and on assessing candidates against a variety of criteria, the corporate recruiter has evolved three very different set of competencies over the years.

The first is the ability to facilitate hiring. These recruiters are adept at dealing with the corporate bureaucracy and legal issues. They are formidable navigators of the corporate landscape. They know every hill and valley, every bomb and sinkhole. These skills are unique to a particular company and do not transfer well. Recruiters with these competencies are most likely to have worked for the same firm for many years. Every bureaucracy has created people with these types of skills and could not function without them. The internal knowledge they have, and their ability to get things done in systems resistant to getting things done, makes them valuable, but only in that system. While this may seem as if it is practical and useful, the skills usually fail completely to help the recruiter navigate a talent-constrained marketplace, find the rare candidates, or convince them to work for the organization.


There has never been a more challenging time to be a corporate recruiter. Hiring managers are very demanding and expect fast, personalized service by knowledgeable recruiters. Given the current unemployment rate and the perceived availability of talent, they may be unrealistic in what they expect. Nonetheless, they are the primary customer and need to be provided service at a high level. Candidates, too, are not what they used to be. The talented and highly in-demand candidates also want to be given fast, personalized service by an ethical and in-the-know recruiter.

All of this means that the skills that once defined a successful corporate recruiter are not sufficient. Indeed, those skills may even be detrimental to success.

A corporate recruiter has always had a different skill set than a recruiter working in an agency or as an independent. While agency recruiters have focused on building relationships (often in deep, vertical job families), on tapping into new sources of candidates, and on assessing candidates against a variety of criteria, the corporate recruiter has evolved three very different set of competencies over the years.

The first is the ability to facilitate hiring. These recruiters are adept at dealing with the corporate bureaucracy and legal issues. They are formidable navigators of the corporate landscape. They know every hill and valley, every bomb and sinkhole. These skills are unique to a particular company and do not transfer well. Recruiters with these competencies are most likely to have worked for the same firm for many years. Every bureaucracy has created people with these types of skills and could not function without them. The internal knowledge they have, and their ability to get things done in systems resistant to getting things done, makes them valuable, but only in that system. While this may seem as if it is practical and useful, the skills usually fail completely to help the recruiter navigate a talent-constrained marketplace, find the rare candidates, or convince them to work for the organization. Leer más “Why the Old Recruiting Skills Are Dead, and Four Essential New Ones”

Why is engaging in social media an absolute necessity?

Gone are the days of “have a website and advertise”

Today, it is too costly to be noticed on an internet that is already full. Social media is the only way for new websites to get traction. If Darren Rowse, the guy behind ProBlogger, or Brian Clark, the guy who founded Copyblogger, talks about your website, then it’s visible. If your website comes up on the front page of Digg, then it’s visible. Once your website starts getting incoming links and lots of regular traffic, then you can use traditional SEO practices for staying visible.

image–3Some of the companies that benefited from social media are:

Rubbermaid: A survey conducted by BazaarVoice reported that when the company Rubbermaid added customer reviews to their website, their sales increased and returns of their products decreased.

Fog Creek software: This company has achieved great success with no advertising because its founder has built an amazingly popular blog about writing software.

Nike: This company allowed customers to build and order custom shoes on their website. This move was a great hit with people and generated a lot of profit for Nike.

Will social media survive in the long run? Not sure. But today and for the near future, you can’t do without it. You have to jump in even if you do not fully understand it, or you will go the way of print media.


By Vince Buffon //www.copperbridgemedia.com

If you read articles about image--2ting strategies, you will be flooded with advice about why you should have a blog and a Digg account and everything else. Today, even my 85-year-old grandfather who does not own a computer asks “What’s a Facebook?” because he read about it the daily newspaper.

The first successful communication on the internet was implemented on 25 December 1990. In 1992 internet access was made available to the common public and its use exploded. Until recently, websites were a great advertising platform. However, with the introducing of the first social networking site in 1995, and its widespread use today, websites have started to become invisible on the internet.

If you come up with a new website on the internet, then you would probably have to spend a lot of your time and resources to bring your website on the first page of the goggle search engine. However, a simpler way to let people know about your website or your company is through social media.

Social networking sites like Facebook, MySpace.com, Twitter, LinkedIn.com, etc. are very popular and so are great sources of promoting your website and products. Leer más “Why is engaging in social media an absolute necessity?”

Why the Old Recruiting Skills Are Dead, and Four Essential New Ones

There has never been a more challenging time to be a corporate recruiter. Hiring managers are very demanding and expect fast, personalized service by knowledgeable recruiters. Given the current unemployment rate and the perceived availability of talent, they may be unrealistic in what they expect. Nonetheless, they are the primary customer and need to be provided service at a high level. Candidates, too, are not what they used to be. The talented and highly in-demand candidates also want to be given fast, personalized service by an ethical and in-the-know recruiter.

All of this means that the skills that once defined a successful corporate recruiter are not sufficient. Indeed, those skills may even be detrimental to success.

A corporate recruiter has always had a different skill set than a recruiter working in an agency or as an independent. While agency recruiters have focused on building relationships (often in deep, vertical job families), on tapping into new sources of candidates, and on assessing candidates against a variety of criteria, the corporate recruiter has evolved three very different set of competencies over the years.

The first is the ability to facilitate hiring. These recruiters are adept at dealing with the corporate bureaucracy and legal issues. They are formidable navigators of the corporate landscape. They know every hill and valley, every bomb and sinkhole. These skills are unique to a particular company and do not transfer well. Recruiters with these competencies are most likely to have worked for the same firm for many years. Every bureaucracy has created people with these types of skills and could not function without them. The internal knowledge they have, and their ability to get things done in systems resistant to getting things done, makes them valuable, but only in that system. While this may seem as if it is practical and useful, the skills usually fail completely to help the recruiter navigate a talent-constrained marketplace, find the rare candidates, or convince them to work for the organization.


There has never been a more challenging time to be a corporate recruiter. Hiring managers are very demanding and expect fast, personalized service by knowledgeable recruiters. Given the current unemployment rate and the perceived availability of talent, they may be unrealistic in what they expect. Nonetheless, they are the primary customer and need to be provided service at a high level. Candidates, too, are not what they used to be. The talented and highly in-demand candidates also want to be given fast, personalized service by an ethical and in-the-know recruiter.

All of this means that the skills that once defined a successful corporate recruiter are not sufficient. Indeed, those skills may even be detrimental to success.

A corporate recruiter has always had a different skill set than a recruiter working in an agency or as an independent. While agency recruiters have focused on building relationships (often in deep, vertical job families), on tapping into new sources of candidates, and on assessing candidates against a variety of criteria, the corporate recruiter has evolved three very different set of competencies over the years.

The first is the ability to facilitate hiring. These recruiters are adept at dealing with the corporate bureaucracy and legal issues. They are formidable navigators of the corporate landscape. They know every hill and valley, every bomb and sinkhole. These skills are unique to a particular company and do not transfer well. Recruiters with these competencies are most likely to have worked for the same firm for many years. Every bureaucracy has created people with these types of skills and could not function without them. The internal knowledge they have, and their ability to get things done in systems resistant to getting things done, makes them valuable, but only in that system. While this may seem as if it is practical and useful, the skills usually fail completely to help the recruiter navigate a talent-constrained marketplace, find the rare candidates, or convince them to work for the organization. Leer más “Why the Old Recruiting Skills Are Dead, and Four Essential New Ones”