Hasta La Creative!

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That agency with our favorite name, Wexley School for Girls, has developed Everyone Deserves a Snow Day, a site that offers employers, employees and the unemployed tools to petition their boss, co-workers, supervisors, husbands, wives, girlfriends, boyfriends that they really, really need a day off to go skiing.
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div class=”imageleft”a href=”http://www.adrants.com/images/aquent_internet_site.jpg”img alt=”aquent_internet_site.jpg” src=”http://www.adrants.com/images/aquent_internet_site-thumb.jpg” width=”150″ height=”120″ //a/div

Ever wonder makes a great website? Well, Aquent, with help from Barbarian Group, thinks it has the answer.
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Check it out at http://www.tagyourmoment.com
Advertising Agency: MEMAC OgilvyOne, Dubai
Executive Creative Director: Till Hohmann
Creative Director: Preethi Mariappan
Art Director: Rafael Guida
Copywriter: Melanie Clancy
Flash Developer: Sarabjeet Singh
Web Developer: Muhammad Baqir, Mohammed Sayeed
Other additional credits: Sarah Friswell

GoViral has launched an online poll to determine the “most game-changing” online marketing campaign of the decade.

Like online games? Like online racing games? Don’t have enough money to actually buy a decent online racing game? Electronic Arts is here to help.

Aside from the fact writing and uttering the convenience store brand name Kum & Go is kind of fun, do we really need another stupid upload-your-photo-to-our-website promotion?

The recession has either changed the way advertisers do business or has forced us to reevaluate the ways in which we do business. The focus has shifted to the effectiveness and efficiency of an ad campaign rather than stressing the  campaign or ad variables such as reach and effective frequency.

If you work in a media department, then measuring effectiveness and efficiency is something you’ve likely done for years with little to no fanfare from the client side. Well, the climate’s changed, and clients are concerned more than ever — with good reason — that their ads and campaigns meet efficient, effective, and measurable goals. Their priority is to connect with the target audience in a manner that’s more in-tune with a reduced budget. Clients are are requiring or searching for agencies capable of providing campaigns that work harder and smarter.

In addition, advertisers (namely P&G and Coca Cola), have instituted Value Based Compensation (VBC)  arrangements made up of a pay-for-performance (P4P) layout that can be attained in addition to a base fee.

The Nielsen Company has just announced that a new software product, Rapid Campaign Evaluation (RCE), a fast and inexpensive means to review ad performance in just over a week. Due to the costs incurred when an ad or campaign is launched, RCE will give agencies information quickly so as to allow them to respond in an appropriate manner.

Richard Reeves, associate director of Consumer Research Services at the Nielsen Company, notes an agency not only will have the ability to evaluate their own endeavors but the ability to evaluate their competitor’s as well.

“Whenever a new commercial is executed,” Reeves says, “there is always that element of anticipation about how it will perform in the ‘real world.’ If it’s a competitor’s ad — you are usually left worrying about the damage it will do to your brand.”

RCE was designed and tested in Australia to measure the strength (or weakness) of TV spots. How many people saw or heard the ads or whether the audience was able to determine the advertiser and the take-away message will provide advertisers with almost “real-time” data they can then use to readjust their tactics such as:

• An ad that performed strongly may provide justification to increase spend.
• An ad with mediocre results could be re-edited to clarify the brand message and increase brand cues, or it could be taken back into qualitative research for fine tuning.
• An ad can be created or ad spend can be increased if RCE showed strong effectiveness measures for a competitor’s ad.

In just over a week, agencies will be able to view data in order to evaluate effectiveness or lack thereof, ensuring clients get the biggest bang for their buck.

While advertising “gurus” have bandied back and forth as to the fairness or plausibility of the VBC model, companies, such as Coca Cola, have already put it into action. In truth, it’s the most equitable payment arrangement; agencies require media vendors to prove their performance. Why shouldn’t clients require the same from their agencies?

Nielsen’s new software is just another step in the ongoing evolution of the industry.

Jeff Louis has over ten years of brand-building, media strategy, and new business experience. His passion is writing, while his strong suit seems to be sarcasm.  You can follow Jeff on Twitter or become a fan on Examiner.com.

Michelin launched its first global advertising campaign last week to shine its headlights on Michelin’s USP high beams, illuminating the many benefits derived from its distinguishing characteristics. Its theme, “The right tire changes everything,” aims to drive this point home.

Michelin tires simultaneously deliver enhanced braking power, greater longevity, and superior fuel efficiency. The campaign illustrates by using the right tires, consumers can reduce fuel consumption, increase safety, and extend tread life.

The campaign features the iconic Michelin man, Bibendum, in an animated world, assisting troubled motorists and replacing their defective tires with Michelin tires, which he pulls from his body. I know what you’re thinking: Why can’t I get rid of the tires around my waist as easily as Bibendum? To answer that, you’ll have to take the advice of Esurance’s ad campaign, and “get animated.” Bibendum apparently has all the answers.

Created by TBWA, a New York-based agency that gained Michelin’s worldwide account last summer, Michelin’s campaign will appear across TV, print, and online outlets in the United States first, then in Europe and Asia in early 2010, and in Africa, the Middle East, India, and South America at a later date. The U.S. campaign features an enhanced digital strategy that introduces the official Michelin Man Facebook page and YouTube channel.

Visit michelinman.com/the-right-tire for more information.

Rohan Raj. Syrupy schmaltz. Finessing perpetual cadence. Boundless behemoth. Absence of mutual exclusivity? Priceless. Reach him via Twitter or LinkedIn.

Pre-roll ads: You either love them or hate them. Online video ad network ScanScout hopes to cash in with its new Super Pre-Roll ad. For those not familiar with pre-rolls, let me explain: These are the ads that run before you watch an online video. If you want to watch a video, then you also have to sit through the commercial. There is no escape.

However, ScanScout is making things interesting by making these ads interactive. These spots use existing TV spots and then attach multiple interactive “overlay” placements. The Super Pre-Roll’s overlay appear at various positions on the screen and are designed to correspond with an ad’s content. This format could then be easily adopted by advertisers to conduct polls, provide coupons, and collect user data. The question that remains is whether this will encourage active viewer participation, rather than passive consumption.

I think this technology also issues a wake-up call to creatives: It’s time to generate content worthy of our captive audience. We live in an age of DVR’s, where our audience would rather gouge out their eyes than sit through invasive messaging if they don’t have to. We need to engage the viewer and allow he or she to take ownership of the brand, and this might be the way to do it.

Sara Barton is a copywriter, social media strategist, and avid blogger in search of her next opportunity. Contact her via Twitter, LinkedIn, or her blog.

I have been applying to various agencies, consulting firms, digital design houses, and the like, and one of the so-called Human Resources’ policies has moved on my “corporate irritation scale” from irk’d off to pissed off.  For the sake of this writing, I include only the personnel departments at advertising, marketing, online agencies, vendors, and companies as the places I’ve been focusing upon.

When did it become standard for HR Departments to determine  they need not respond to applicants? Doesn’t this seem a bit counterproductive, especially at a time when companies are refocusing their entire efforts on personalizing relationships, speaking to their audiences on a one-to-one basis?

Professional glut

During the past year, many professionals have been let go, from  C-level executives on down. Thus, there’s been a glut of qualified pros searching. As a professional, when I fill out an application and submit my résumé (usually using Taleo or some other third-party vendor), a cover letter, and samples in a nice package, it’s  indicative I either know your company well and am an “enthusiast,”  or I’ve researched it enough to realize there’s strong potential for both parties to  match on various levels, creating a win-win situation.

Thus, I submit what’s  required when I apply at XYZ. Not two seconds later, I receive an e-mail stating that after review, if my qualifications are a match, I may hear from someone. Otherwise, due to the volume of applicants, I will not hear another word.  First off, this is not only rude, but belittling. I have 11 years experience, and if I qualify, you may contact me? I cut my chops. I have respected your requests, filled out your paper in addition to submitting my own, and you “may” get back to me? It’s at this point I regret applying, job or no job.

A week passes.

Follow-up is key (if you can)

I call the office switchboard. I’m dumped into the HR general voicemail. No once calls back. Knowing I already have no contacts within the organization, I try to figure out if there is another way to get past the wall of silence. I begin to dial the main number with a ploy to speak to the Marketing VP I just looked up on LinkedIn.

While waiting, I wonder what’s transpired. Is the job closed? How many applicants applied? Are they still accepting applications?  Was my résumé submitted correctly? Was there something that screamed out I was wrong for the position? Did I make it to the final first cut, only to be weeded out due to my salary requirements?

I leave a voicemail for the VP. After a couple weeks without contact, I make a note on my spreadsheet that no one ever responded and move on to another opportunity.

Social media

Surprisingly, I see a lot of HR people using social media, especially on LinkedIn, Twitter, and blogs. To me, this states that HR departments are versed in basic social-media tenets:

• Listen.
• Ask questions.
• Listen some more.
• Initiate on-to-one communication.

HR departments use social media to recruit. Why then is it so difficult to get anyone to respond? Why do I have to call the VP of Marketing to get a response, knowing at this point my job hopes have just been shot down?

HR peeps I know say it’s due to the massive amount of résumés they receive, and they’re too busy.I have to say this is a cop out.

Everyone is busy, everyone does more with less, and times are tense. However, most people at a business (with one exception) cannot risk ignoring anyone who contacts them, especially in an industry as fickle as this one.

WWJD, or what would Jeff do? (the solution)

As HR is capable of using social media for recruiting, then why not use social media to keep job posts updated?
It’s efficient, simple, and effective. Set up a blog page with job updates. Send out Twitter updates that a position’s been filled. Write a Facebook App that will cross-reference a job number with a status update. Have a prerecorded job line that applicants can call to learn of any updates.

Problem Solved.

Jeff Louis: Media Planner, Brand Project Manager, blogger, and aspiring writer. Please leave a comment or follow him on Twitter. As always, thanks for reading.