This week, Paladin participated in the Heartland Mobile Council’s MobileU101 conference. As companies awake to “the year of mobile,” this event discussed strategic approaches to mobile marketing.  But is this really the time of mobile?

Motorola’s Dana Warszona, a panelist, said the mobile tipping point for Japan came about 4 years earlier compared to the US. She and her fellow panelists Andrew Koven, President, E-Commerce & Customer Experience, Steve Madden Shoes and Julie Krueger, Senior Vice President, eCommerce and Direct, OfficeMax felt that the US is just now at that point. They stressed that for retail companies, in particular, this is the time to pull the infrastructure together and to get smart on mobile and to do it quickly. Two-thirds of retailers are already doing mobile or in the midst of implementing it.

They advise moving away from simply the siloed campaign and to develop mobile as a part ongoing strategy and business operation. For consumers mCommerece is coming and it will mean that cash registers and credit cards will become obsolete. Krueger said that mobile will do away with kiosks and that the in-store experience will change radically. Warszona pointed to Best Buy as example of a company that was truly tying mobile into their business operations.

Koven said, “Mobile is the second coming and we’re [Steve Madden Shoes are] going to lead. We’re not going to wait and see.” 

How are these initiative being done? Krueger said that companies are not yet investing in additional human resources needed for mobile. Her current teams are adding it to their work load. But as the tide turns and mobile heats up, we will see companies ramp up the internal resources needed to manage this growth.

Staff, roles and ownership for mobile were reoccurring discussions during the conference. Which departments should own the mobile marketing strategy or execution? Will marketing generalist take mobile marketing on as an additional tool in their tool belt or is mobile best developed and managed by specialists? As Mobile Marketing emerges, we look forward to following this debate and the trends.  We would like your input on the topic. To weigh in, please take our poll - http://tinyurl.com/2bfolsr . We will be happy to share the results with you.

Here are a few recent articles and links related to mobile marketing:

 Mobile Marketers: Just Do Something

Chicago mobile event highlights opportunities of mobile marketing

Heartland Mobile Council

What Apple’s Acquisition of Siri Means for the Future of Mobile Search

Twitter Stream from the event

You know that the time will come when the “employer market” will change back to a “candidate market”.  My friends, that day is fast approaching!  For those of us who went through this cycle in the 90s (yes, I was there), it was a great time for qualified talent to make a change but not so good for companies who had invested thousands of dollars and years into cultivating the talent.  Firms were often in bidding wars over candidates and many times there would be 2-3 offers up for consideration.  Sign on bonuses, relocation packages and stock options were commonplace, not the rare exception.

There are some basic steps you can take as an employer to solidify your relationship with your employee so you don’t find yourself looking for help when you didn’t see it coming.

1. Make sure your employee knows where they stand in your business.  Tell them how you feel about them.  Show them they matter in their pay, benefits and involvement in the decisions of the business.
2. Be flexible with things like time off, work hours and virtual work when possible. Today’s workplace has changed dramatically and employees are juggling much more in their schedules and the employers who offer the most flexibility will grab more of the top talent.
3. Don’t try to play the bidding game with an employee who is already looking on the outside.  If they matter to you, counter quickly and decisively if necessary but be willing to let them go their own way.  If their decision to leave is all about more money, the desire to get more will continue to be there.
4. Promote your best people and give them a clear career path that is set in your firm.  People who have been patiently waiting through the Recession for those long ago promises will not be so patient moving forward. 

As a candidate looking to make a change there are also key factors for you to keep in consideration.

1. Have your resume always up-to-date and references available.  Some jobs will appear out of the blue and you don’t want to keep a potential employer waiting.
2. Keep your social networks open and always looking for new potential matches.  Remember, other people will have the same idea as you.
3. Don’t just “kick the tires” to see what is out there.  While as a candidate you might have the upper hand, you can burn bridges and get a bad reputation with recruiters and clients that will spread like wildfire.

The bottom line is that things are improving and the market will be much more competitive for the top talent and keeping the people you already have in place.

Now is a good time to do some “soul searching” and make sure you haven’t capitalized too munch on the current market and irreparably strained the staff relationships that your business needs to continue to be successful.

Relocation is a BIG issue in today’s workplace. Many people who haven’t considered it as a viable option in the past now see it as the only recourse to surviving in their career path. There is a lot to consider. Take the time to ask the questions, consider all options and go for it when it makes sense.

First- Is the target market I would be relocating to a better market, i.e. - more job openings, reasonable cost of living, practical housing options, and realistic property/income taxes? If you are moving from a smaller work community to a larger one your job options increase, salaries increase and alternative jobs (in the event things don’t work out) are more plentiful. It you are moving from a large city to a smaller one there may be less competition for your individual skills and the tax advantages may equate a pay increase in just the savings you get.

Second- How solid is my personal and professional network there? Some people are very capable at life without personal interaction of other people. I’m not one of them. You need to ask, “Do I have friends or family close to this market?” What types of professional organizations are there and how large are they? What type of social entertainment is around:  clubs, churches, and restaurants? Whatever is important to you in your daily life should be considered.

Third- Is the relocation expense covered by the hiring company? It may take thousands of dollars to move your home from point A to point B. Do you have the financial resources to shell out those funds? If the company is paying, how is it to be handled? Do you submit bids, receipts after you move, or do they have preferred vendors with negotiated rates for transporting belongings? What is the process? ASK BEFORE ACCEPTING ANY OFFER! Many firms today will have you sign a separate promissory document upon your hire that if you leave prior to a certain time, you will be liable to repay all or part of the relocation expense.

The excuse of “We just bought a home and can’t go anywhere at this time” may not hold water today. If the house goes into foreclosure because you can’t pay the bill, you may have no choice. KEEP ALL OPTIONS OPEN! You are not only more desirable by many employers by being willing to relocate, but the job options you will have to consider will grow immensely.

If you have a specific relocation story (good or bad) that you would like to share it, please offer your comments here so others can benefit from the experience.