B.L. Ochman has kept me entertained with his various articles poking fun at the proliferation of people claiming to be social media gurus. His most recent article about how the number of self-proclaimed “social media guru” titles has gone down but other, but new titles are emerging got me thinking:

Hiring a [social media] strategist, guru, consultant, or any other title is a bad idea for 99% of the companies I come in contact with.

Now, before someone with that title gets all upset and leaves me a heated comment, let me explain why I feel this way.

Social media is a very small piece of what it takes for the majority of businesses to succeed online, pure and simple. Hiring someone who is a recently name social media _________ is a bad idea, because it’s very likely that person knows little about many of the other tools in the online marketing arsenal.  It takes years of study, trial and error, discipline, and a little luck; to become an effective online marketer.  Do you really want to hire someone who has mastered Twitter and Facebook to manage your online strategy?

If you think you need a social media strategist, then I’m going to make a very educated guess and say that is probably only a part (maybe a small part) of what you need.  Most businesses I start working with are not doing many of the other fundamental things right – so why would you jump into social media?!

If you’re not effectively marketing to search engines and generating qualified traffic that converts, then you have work to do before diving into social media.

If you are not segmenting your customers with email lists, cross-promoting to them and building loyalty and referrals, then you have work to do before diving into social media.

These are some sweeping generalizations, but it boils down to this: you need an online strategist, not a social media __________. You need someone who can look at your business and craft a solution from all the many tools in the online marketing toolbox, not just push you into social media because it’s what everyone wants to talk about right now.

Related articles:

• Pros and Cons of Outsourcing Your Social Media Marketing (verticalmeasures.com)
• 3 Social Media Myths You Should Be Careful Of (onesocialmedia.com)
• The Big Myth – Anyone Can Do Social Media (charlesheflin.com)

Presented on July 14th to SMS/HSMAI “Ways To Win in 2010″ seminar.

This is my 4-step methodology that can ensure anyone is successful in marketing to social media channels, regardless of which channel is used. If you can master these areas, then you can realize the effectiveness of online marketing!

The Auto DM is a greatly debated subject in the Twittersphere.  Some people don’t mind them, some hate them with a passion, and there is obviously a huge number of people that are using them.  If you’ve attended the recent workshops on my PLET method for Twitter, then you’ll know that I’m an advocate of some of the features that SocialOomph affords (such as emailed tweet keyword searches).

However, I get really burned out on seeing a “nice to tweet you” or “thanks for joining my Tweeple on Twitter” messages. It’s not authentic, and it annoys me; but my purpose for this post is not to debate the validity of the Auto DM. There are plenty of other sites for that purpose, like StopAutoDM.com. My goal here is to show you how to [at least] opt out of the Auto DMs that are powered by SocialOomph:

1)  Log in to Twitter.
2)  Follow @OptMeOut.
3)  Wait for @OptMeOut to follow you back. @OptMeOut will send you a DM to tell you it has followed you.
4)  Then send a DM to @OptMeOut. (You can write whatever you want in the DM, it does not matter.)
5)  After sending the DM, unfollow @OptMeOut. (This way your opting out remains private since you won’t be in the list of @OptMeOut’s followers. We will unfollow you as well.)

Pretty simple!  This will at least block some of the silly messages.  Good luck!

I was asked to speak to NPA Worldwide, a global organization of personnel professionals, in a workshop for recruiters.  Social media and recruiting go hand-in-hand, especially in today’s climate where finding the ideal candidate is the name of the game.

Fortunately, social media sites like LinkedIn and Facebook provide some amazing tools to allow recruiters to target potential placements.  We all post such detailed personal and professional information about ourselves in online profiles that can all be easily searched, that means that finding that ideal candidate is (or can be) easier now than ever before.

Time
One obvious issue that was discussed is the time investment required to be successful in social media.  Several of our participants today voiced concerns about the level of involvement needed. My thoughts on the large time investment are this:  if you are spending tons of time on LinkedIn and you know that it’s working, then that’s obviously well worth the effort.   In order to justify the time, you have to be monitoring your social media efforts and quantifying your results.

PLET
I presented my PLET method for using social media, which covers the basics that everyone needs to know if you’re going to successfully take advantage of these new media channels: Post, Listen, Engage, & Track

Here are some examples that I covered for how recruiters can use this methodology:

• Posting information is crucial, and content is still king! But don’t just throw out your job posting like every other recruiter does- find some way to “hook” people and get their interest. Keywords are crucial, but finding your (online) voice and letting your personality show through are important.
• If you aren’t measuring it, then you can’t improve it (or for that matter, know if it is worth your time investment).  Measuring the effectiveness of social media efforts is a must – so using tools like URL shorteners (bit.ly) that allow you to see how many clicks you’re getting to job postings can go a long way towards helping you start to figure out what works and what doesn’t.
• Listening for opportunities is one of the chief ways to take advantage of online tools.  Google alerts to monitor for lay-offs or openings is a free way to extend your ability to know what’s happening.  We also discussed the importance of organizing all of that kind of information, and using RSS feeds with Google Reader is a brilliant way to not only organize, but it will give you the ability to do searches as well.
• I talked a lot about the great tools that Google provides, and Analytics was another one.  Knowing that your site or blog is getting increased traffic from wherever you are spending your time promoting is just as important as knowing if people are hitting your links.  The reason we can be so good at online marketing is because we can measure it on such a granular level!