If you do outsource, which task do you outsource and what's the cost? If you're not, why did you choose not to? Any help will be much appreciated.
Jef Lippiatt, Owner at Startup Chucktown
I run multiple accounts for myself and my several businesses. I typically do everything myself, and almost exclusively manually. It may sound more time intensive, but I personally respond and actively engage my followers. I don't honestly believe that someone else could successfully mimic my style (also I don't know that I'd want people responding for me or as me).
I go for less volume of posts with more meaningful content. I'd rather cut through the noise then create more of it. I do use several tools to help assist in graphics, motion graphics and audio content creation. But I am all about embodying the "Social" part of social media.
Petra Zink, Director at impaCCCt
I manage my own social media but do bulk work. I schedule everything a month at least beforehand - my blogs I have done until March and have had them ready since November.
It's all about being clear what you want to say, the message you want to get across, knowing some time (aka life) saving tools and you don't have to rely on others! :)
What are some marketing tactics that have proven to be very effective for marriage and family therapists?
Erik Bigalk, Founder and CEO at Smart Solutions
Being a large and yet defined target market and one that may not openly look for solutions as one would if looking to buy a car or new furniture, there are aspects that can be viewed as hurdles. The media and marketing landscape we dwell in nowadays is all about real value content, as such I would recommend producing content that addresses common issues in relationships and families and deliver it across different mediums - text, visual and video.
By addressing common pain points and offering valuable tips and suggestions, the audience that can relate to these will naturally feel drawn to it (providing it can be found) and the flow-on will be that they may click through to more content or reach out directly through social media or websites. The outreach, therefore, is as important as a smooth and effective UX in order for those interested to get to a more personal point of contact within a few clicks.
There are ample tools available to help with this, such as LeadCaller.com.au (instant lead response management) and of course digital and offline avenues to build and position your brand and content so that it can be found by your target groups.
Bringing real value (tips, insights, stats) as well as real feedback, Q & A and testimonials to your audience is the best way to build trust (fundamental in this field) and position you as a go-to solution (expert) in all things relationship/family therapy. Utilising different forms of publishing might be a great additional avenue to explore in order to build your brand and deliver value-added content to your audience, be it local or on a larger scale.
Online, social media, PR, publishing, and presenting are powerful ways to reach your target market. However, being such a specialised industry and one that is not broadscale, it requires delicate messaging through the right channels and in line with your brand and especially your personal brand. We have worked extensively we unique and specialised brands to know that the same tactics such as used for broad-scale marketing will not work as well here, however the above will work well if executed in the right way. Best of luck! ;)
I am a full time employee and want to start a small business on the side. If I go ahead and register a small business as a Sole trader with an ABN, I understand that I need to update my details and link my tax file number annual wages etc. when registering the business. For example, if I am to earn $12,000.00 net profit per annum after all my expenses, how much (%) tax will I have to pay?
Lee Duffield, Manager at CMS Private Advisory
The amount of tax you will pay on the income from your sole trader business will depend on how much you earn from your annual wages.
For a sole trader, your business income will add to your wages income and you will pay tax at your marginal tax rate.
For 2017-2018 theindividual marginal tax rates are:
$0-18,200 Nil Tax
$18,201 - $37,000 Tax - 19c for every dollar over $18,200
$37,001 - $87,000 Tax - $3,572 plus 32.5c for every dollar over $37,000
$87,001 - $180,000 Tax - $19,822 plus 37c for every dollar over $87,000
$180,001 and over Tax - $54,232 plus 45c for every dollar over $180,000
These do not include the 2% medicare levy. You will need to pay an additional 2% on your total taxable income for the medicare levy.
An example would be if you earn $50,000 from wages and $12,000 from your business, the additional tax on your business income would be $3,900 plus $240 medicare levy. This is because you fall in the 32.5c marginal tax bracket.
As a salary and wage earner, your employer should be withholding the appropriate amount of tax and medicare levy from your wage to cover the tax on the $50,000.
I'm considering the two options mentioned above, but I'm not that sure about what the differences actually are? Both in terms of how simple it is to use and what the benefits to my business would be from a cloud or desktop accounting software. I run a small shop, and I employ 22 people in all, including casuals, etc.
The exodus to the cloud has been on for many years now, and like everything, there are good and bad things to consider. The key difference between the two, as others have mentioned already, is where your data is kept. If you value your data, and don't like the idea of others having access to it, then you should keep it offline. If you don't really care who you allow access to your data, then take it to the cloud.
The biggest benefit cloud-based technologies offer is transportability. That is, being able to access your data no matter where you are. But consider this: if you use your laptop to access your data, then what does it matter if it's in the cloud or in the actual laptop you're lugging around with you, after all?
The most solid benefit of a desktop system is that you decide who has access to it, when and how they can have access to it. Handing it over to a cloud-based system puts it all within easy reach of its employees, hackers, and ofcourse the government.
As a developer of both online and desktop solutions, the last two major projects I've completed were for very large organisations who had specific needs that no existing cloud or desktop based software was able to handle. In both cases, given the highly proprietary nature of the data the systems recorded, quite frankly, I would think they would have to be lunatics to put any of it in the cloud.
Following the herd isn't always a good idea. Just ask the next lemming who runs passed your window ;-)
I agree with most of what has been said already.
Desktop software is old technology (it was created when PC's first became prevalent in the late 1980's and early 1990's). Whilst it was great at the time, it's now a dinasour.
Cloud systems are the way of the future (and as has been said below, beware of MYOB as it is not a true cloud system). The most prevalent cloud system in Australia is Xero - it is the leader in this space and having been one of the very early adopters 7 years ago I can attest to the quality of the system, the security of data and the ecosystem that has been created around it that enables you to link your accounting system to inventory/POS, payroll and HR systems, CRM and so on.
My experience with implementing Xero with my clients was a saving of 50-75% of the bookkeeping data entry time due to the automations within the system.
For payroll Xero has a basic payroll within the system and does allow for use of timesheets too, But for a more comprehensive payroll system, the most popular is Deputy - nore info at https://www.xero.com/au/marketplace/app/deputy/
If you'd like to read more about the differences between cloud accounting systems and desktop software, I wrote the definitive book on the subject - Cloud Accounting - How to Transform Your Business with Cloud Accounting - which you can access here:https://amandafisher.com.au/connected-technology/
I have been working on getting my website up on Google's search results for the last 6 months but it isn't working.
Steve Kay, Digital Marketing Expert at Local SEO Expert
Hi Chirag, you've already been given some very actionable advice. Here's my 2 cents.
Things you are doing right:
1. You have a blog and post regularly
2. You are using SSL encryption
3. Your on-page optimisation is not too bad - you have proper Titles and Descriptions in place
Things you could improve:
1. Your backlink profile is quite spammy.
You have hundreds of low-quality websites (article directories, business directories) linking to you with words like "hr software", "human resource software", "applicant tracking software" and others. This is called "anchor text over-optimisation" and can lead to your website being penalised by Google. I would suggest using a Disawov Tool in your Google Search Console to get rid of most of these low-quality links.
2. Focus on getting high-quality links instead.
From industry publications, Quora, client testimonials, etc.
3. As others have mentioned, you're not using H1 header tags.
This is where Google looks at to understand what a page is about
4. If you know who your target audience is (HR Managers/directors, etc.), why not target them using Facebook Ads?
Choose the location and use their Job Titles to narrow down your target audience
5. When it comes to blogging, focus on quality, not quantity.
Blog less often, but make each post amazing - add relevant images, graphs, stats. And, most importantly, reach out to people interested in this industry and let them know about your post. If they like it, they will share it, and you'll get traffic and a backlink in return
You need to change your website content. Doing a search on Google and your website doesn't appear. Looking at your website and there is a lot of content on there however no text that says applicant tracking software, only an image.
Look at what people are searching when coming across your website and your competitors. login to your cpanel and look at the visitor stats and traffic. Where are people coming from and what searches are they doing in Google.
Pay for adwords for a month to get an idea of what keywords people are using. Look at your competitors websites and see what content they have.
If you want to hit the front page of Google content will get you there. No need to spend a lot of money paying someone to do it for you unless you don't have the time. Content is the only thing I do to get my websites on the front page.
Another way to get and retain good ranking is news articles. The more high value domains that link back to you the higher your ranking will be.
First thing I would do is look at content though. That makes a massive difference!
I thought it was 4 weeks notice? Same as if an employee were to resign after the intial probation period? I read in the Fair Work handbook otherwise. It says that if an employee has been with the company for less than a year, it's only 1 week notice. Between 1-3 years, 2 weeks notice. Between 3-5 years, 3 weeks notice and more than 5 years employment, 4 weeks notice. Can someone validate this?
There is a scale yes depending on their length of service. Plus depending on their age they may also be entitled to and an extra week.
It may also depend on if they have an award, what the employment contract says, if they have enterprise agreement or other registered agreement.
As your question relates to a legislative matter I would suggest you use the notice calculator on the Fair Work site.
You can also call the Fair Work helpline on 13 13 94.
It is possible to engage some consultants and agencies on a fixed fee irrespective of the role. There are some agencies that have a service model where they change 5k for example to fill a permanent admin role. Though there are not many of them, and their service offering maybe as simple as post and pre-screen candidates and that’s it.
The more usual model is to negotiate terms with an agency. Usually this is about 14-19% of a salary of the person you choose to hire.
Some roles will have a higher percentile depending on how hard they are to fill, similarly if they are more senior roles – Where the candidate’s salary is over 150k for example there will be less candidates in that pool; So the fee will go up because they are harder to find.
If you work with one agency exclusively they may reduce the fee when they negotiate terms with you.
If you are going to spend 100k salary of a Developer and also pay up to 19k to your recruiter, you have to ask… Is that $ well spent? Could you for example spend some of that on a digital marketing recruitment campaign, internal blogging, and social media presence that draws candidates to you on an ongoing basis.
That’s said once you have an agency working on your role there is no guarantee they will find you the developer of your dreams either.
And the cost of a bad hire IMO has very little to do with your external or internal recruiter. In my nearly 20 experience in HR and Recruitment, poor hiring usually comes from the company not having little ability to define its company culture and then interview for it, as well as a lack of understanding and practices to undertake interviewing for emotional intelligence. “Hire in haste…”
During my career as an IT recruiter (and as the initial scope of my business subsequently - moved into internal hiring consulting now), some agencies are bound to charge nominal, non-negotiable fees for all recruitment activity. Averages sit in the 12-18% of annual salary (base plus superannuation). If you are determined to go down the agency path, my advice would be to shop around. Fortunately, it's a market skewed to the client currently, so you could get yourself a great deal...but only with the smaller, boutique firms, as they will be more accommodating on negotiating fees. There are ways and means of doing that negotiation to make it even more mutually beneficial, but I could be here for days going through them! Suffice to say: shop around.
John makes some great points, particularly on the impact of bad hires...but I will challenge one of them. The research I have done suggests that a bad hire's cost can be anywhere from 30% of the annual salary to over 5 times, depending on the role, customer interaction and propensity of business development. Regardless of the actual figure, though the point remains - it's a major risk.
There are so many options, ‘the best’ depends on whether you have a large database to mail to or multiple yet smaller ones as pricing (and freebies) vary usually on this criteria. Most offer very similar services and facilities so define exactly what you want, then prioritise those features rather than guessing what might best suite your objectives.
If you have a reasonable Customer Relationship Management (CRM) platform then pick one that supports it with workable bridges, or pick a CRM with an inbuilt email campaign management facility.
These technical considerations are however less important (by far) than your communication’s substance, timing, relevance and persuasive powers. Therefore seek out genuine advice on how to structure and run an influential email campaign designed to achieve your primary marketing objectives. Get that right then the carrier (and its cost) you select as the best is less of an issue!
Naveen HMS, India at Hakuna Matata Solutions Pvt Ltd
Insta is not only to promote personal photo's, it’s arguably the most powerful social platform on the earth and a must-have for any business’s social media arsenal!
1. Show your expertise.
2. Inspire with success stories.
3. Inspire with quotes.
4. Make them smile.
5. Raise the curtain.
Jef Lippiatt, Owner at Startup Chucktown
I would focus on a few key areas.
In today's Mobile world, everyone wants to do everything with the help of an easy mobile app. So my question is, is it important to have a mobile application developed if you have a one service based business?