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ذهنیت ایده آل بازاریاب مدرن چیست؟

ذهنیت ایده آل بازاریاب مدرن چیست و چه کاربردی دارد؟ ما مطالبی کاربردی را در این خصوص برای شما جمع آوری کرده ایم به پایین اسکرول کنید و در ادامه با ما همراه باشید.

آیا روزهای خوب گذشته را به خاطر می آورید که هنگام استخدام یا اشتغال به سال ها تجربه یا تحصیلات قابل اعتماد نیاز داشتید؟ دانش یا تجربه ای که عموما در مدارس یا محیط های کاری سنتی کسب می شد. و شما می توانستید با آموزش این تجربیات و دانش ها، بهترین موقعیت ها را در صنعت انتخابی خود داشته باشید. همه چیز ساده و مهارت ها از ابتدا برای یک فرد، کاملاً مشخص شده بودند.

با این حال، تغییرات و فناوری های دیجیتال امروزی، نگاه نسل انسان به مهارت ها را تغییر داد. تجارت و کسب و کار ها با گذشت از نوع فعالیت همگی جای خالی دنیای دیجیتال را به گونه ای پر می کنند. آری اکنون چشم انداز جدیدی که آن را “مهارتهای نرم” می نامیم، حکم فرمایی می کند. در واقع، وقتی صحبت از تخصص در میان است، متخصصان بازاریابی دیجیتال وارد صحنه می شوند. در وجود این متخصصان مهارت های نرم به مجموعه مهارت های با ارزش تری تبدیل شده است. بنابراین، این مهارت های نرم افزاری مورد استقبال بالایی قرار می گیرند و کارفرمایان روز به روز سعی می کنند در بازاریابی مدرن به افرادی با این نوع از تخصص روی آورند.

کدام یک برنده است؟ مهارت های سخت یا مهارت های نرم!

حقیقت ماجرا این است که مهارت های سخت و نرم در کنار یکدیگر برای ایجاد مجموعه ای کاملاً همزیستی از مدارک مورد نیاز بازاریاب مدرن هستند. متخصصان برای مدتی، با رشد بازاریابی دیجیتال، به سمت مهارت های فنی گرایش زیادی داشته اند. این مهارت ها شامل درک نحوه کار بر روی سیستم عامل ها، رسانه های اجتماعی و پی بردن به تاکتیک های موثر در جستجوگرها و البته درک جهان رمزآلود PPC است. با این حال، هنگامی که محتوا بیشتر و بیشتر بر بازاریابی دیجیتال تأثیر می گذارد، مهارت های سخت افزاری تا حدودی از اهمیت کمتری برخوردار می شوند. در عوض، یک رشته جدید به مهارت ها و استعدادهای بازاریابان دیجیتال افزوده می شود.

در ادامه زیر مجموعه ای از مهارت نرم بیان می شود.

خلاقیت: دانستن چگونگی کار یا ادغام آن با فن آوری های دیگر کافی نیست، اکنون بازاریابان دیجیتال باید ذهنیت خلاق تری داشته باشند. که به آنها امکان می دهد ایده های جدیدی ارائه دهند. و به طور موثر شرایط را تفسیر کنند. شاید در این حالت بتوانند بر چالش های سنگین بازاریابی مدرن بهتر غلبه کنند.

منبع پذیری: ذهن تحلیلی وقتی خلاقیت بیشتری داشته باشد رشد می کند. منبع پذیری به این طرز فکر خلاقانه می افزاید و این امکان را برای افراد فراهم می کند که در رویکرد دسترسی به آینده نگری و دستیابی به منابع دقیق داده ها برای تجزیه و تحلیل عمیق و آگاهانه و بصیرتر استفاده کنند.

سازگاری: بازاریاب امروزی هرگز نمی داند چه چیزی ممکن است در یک پیک سقوط کند. بنابراین توانایی ایجاد تغییرات سریع و انطباق با خواسته های جدید ضروری است. این مورد هم برای استراتژی های بازاریابی و هم تاکتیک های بازاریابی است.

همکاری: طرز فکر جدید بازاریاب باید اهمیت همکاری را درک کند. اکنون بسیاری از ادارات برای بدست آوردن درآمد، سهم بازار و پیروان متعالی که به تولید سرنخ کمک می کنند با هم همکاری می کنند. از خرید و فروش گرفته تا تبلیغات و حتی استخدام ها!

رهبری: باید افرادی برای رهبری اندیشه ها در سازمانها وجود داشته باشند. تا نهاد ها و سازمان ها بتوانند به طور موثر هدایت شوند و با بینش جدید، تجربیات ارزشمند مشترک (حتی خستگی و گرسنگی برای نوآوری) را به همسالان الهام دهند.

مهارت های بیان و ترغیب توسط ابزارهای بازاریاب مدرن

تحقیقات و مشاوره های اقتصادی نشان می دهد. که به نظر می رسد هنر بیان مهارتی است که بیشتر مواقع با تمرین در خصوص توصیف و گذر زمان به وجود می آید. شرکت کنندگان دریافتند بازاریابانی که قادرند ارزش خود را به وضوح با دیگران در یک سازمان به اشتراک بگذارند، می توانند در موقعیت های شغلی خود موثرتر باشند. دلیل آن این است. که آنها نه تنها می دانند چه کاری باید انجام دهند. بلکه نیازهای تجاری را نیز درک می کنند. و این شانس را دارند که راه حل های دیجیتالی متناسب با اهداف تجاری ارائه دهند. آنها می توانند با افراد دیگر در این تجارت از جمله تیم های غیر دیجیتالی و بازاریابان سنتی همکاری کنند. تا این همکاران اهمیت استراتژی های دیجیتال را بیشتر درک کنند. این امر باعث می شود. تا همه کارکنان با برنامه های دیجیتالی خود، ادامه روند کار را پیگیری کنند.

مهارت انسان بودن توسط ابزارهای بازاریاب مدرن

هوش مصنوعی ابزاری ارزشمند را در اختیار بازاریابان قرار می دهد. این ابزار می تواند داده ها را مورد هدف قرار داده، آنها را جمع آوری و مرتب کند. با این حال هرچه فناوری جدید پیچیده شود، غریزه و تفکر خلاق انسانی بیشتر در آن جای می گیرد. پیشرفت های پیچیده فناوری برای هدف قرار دادن مشتری (انسان) مورد استفاده قرار می گیرد. به لطف این موارد بیان شده انسانها با محتوا و استراتژی بازاریابی دیجیتال روبرو می شوند که باعث ایجاد اعتماد، پرورش وفاداری و کسب احساسی خوب نسبت به برند می شود. با وجود این تفاسیر بازاریاب های مدرن باید یاد بگیرند که به غریزه خود اعتماد کنند و روش هایی برای استفاده و ادغام بهتر غریزه انسانی با هوش مصنوعی را پیدا کنند.

منابع

ترجمه از سایت دی ام آی

همکاری در ترجمه توسط سایت خبری شارژ2کال

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  12. Whenever youu were a green employee at your first firm, a cellphone call from any headhuntr almost definitely
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    varriety of inventories on our platform, proper. On competitors,
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    We’re at the moment in the budgeting process for 2021
    and I believe it’s form of bit earlier to provide any even directionally, any form of knowledge on this matter.

    9. Give them the identical “perks” that gm’s in large lodge properties get.
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    Firstly, on competitors, it seems ike some rivals have caught up with HeadHunter
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    But then, Headhunter iss like no different recruitment company.
    A standard tendency amongst candidates is too repeatedly call their contacts at
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    Most employers save on advertising prices through the use of job headhunters to search for potential workers.

    That is the place headhunters are available.

    It’ll ease their whole hiring course of. Read up on interview techniques
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    Before approaching an government recruiter, it is important to be sure that the position desired
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    If someone works with just onee company, they’re
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    These occasions sometimes result in numerous Chinese executives searching for
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    There are also quite plenty of certified candidates who’re looking out
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  13. Our headhunter Shanghai work identifies confirmed expertise and catches thosse
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    A headhunter is a contracted skilled that’s hired by an organization to find the best canridates for a selected job.
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    tell them that “we’re an entrepreneurial firm” annd that gm’s can “make their very own choices” and then secomd guess each resolution theey
    make it’s essential re-suppose yoour message. You can then conduct your own research by looking into the headhunter’s
    nname and/or company online. If yoou end up placed by a staffing
    company in a brief or a temp-to-hire position, the company is considered your employer instead of
    the company yoou are completing the job for. Simply put: A profession coach offers recommendation on anything and every little thing associated to your profession, aan in-house recruiter acqyires talent for their group, and an company recruiter, which
    is also referred to as a headhunter, helps a msss of firms discover talent.

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    They’ll usually supply key insight that can make it easier to develop your resume and expertise to find a job, along with coaching you to ensure that you’re adequately ready for the interview
    itself. I’ve laboted with this sort of coach and they will
    draw the solutions out of a consumer and say issues like, “you’ve gotten all of the answers.” They are not teachers – they encourage you to look inside.
    A typical job hunter will examine the standard avenues
    of finding accessible opednings early in their search.
    What is the jobb description? Howw would you understand your
    job interview went properly? Recruiters may also provide
    interview suggestions, perception on an organization tradition, and/or assist joob seekers prepare for an interview or assembly with the employer.
    So you’ve made the choice that it’s time for a new job and
    have started to achieve out to buddies about doable openings.

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