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Digital Marketing 101: How Paid Social Increases Brand Engagement and Optimizes Your Ads

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The advent of the internet introduced new mediums through which people could communicate — and new ways for marketers to reach potential customers. In the internet’s early days, online advertising was focused on banner ads and emails targeted to audiences based on traditional methods built on demographics. But with the near-ubiquitous adoption of social media, marketers can now refine their targeting thanks to information users willingly provide in the form of a profile. Couple that with advancements from social media companies in the ways brands can communicate, and you have the creation of one of the fastest growing forms of digital marketing.

From 2014 to 2016, the amount of money spent on social media advertising in the U.S. doubled, and nearly every one of the top 100 global brands have used some form of social advertising in the past year. It’s no longer just Facebook, either. YouTube, Twitter, Instagram, and Snapchat have all gotten into the marketing business and brought with them intelligent engineers who have helped shape the next generation of paid advertising by offering a host of new features, like targeting, testing, and engagement.

There are plenty facets of paid social that make it a unique and constantly growing way to gain clients and increase revenue. The following are some of the most essential aspects of the practice.

Laser-Focused Targeting Tactics

Social advertising has transformed the way advertisers can target ads, reducing the wasted spend that comes with traditional media such as television or radio. Traditional ads are purchased based on impressions and target demographics, meaning marketers are forced to pay for every impression, even if, for example, only 80% of a program’s audience fits the marketer’s target audience. With social, we can eliminate this waste.

Thanks to all the personal information people willingly share on social media, marketers no longer have to rely on assumptions when trying to reach potential customers. We can target based on age, gender, geographic location (both in real time and your listed residence), interests shown from your comments, social interactions, pages you like, your friends’ social interactions, relationship status, trending topics, people interacting with events and live television shows, and on and on.

With new features like Facebook’s Pixel service, marketers can now even retarget — or show ads to people who have been to your website previously or are part of your customer database — next time they log in to Facebook. To take it a step further, we can utilize “look-alike” audiences to increase our reach to potential customers by allowing social platforms to analyze your customers and place ads to those that share similar characteristics.

Unparalleled Reach

It’s hard to argue with the reach of social platforms. In mid 2017, Facebook surpassed 2 billion monthly users and one in five pageviews happens on Facebook. Roughly 71% of all online American adults use Facebook and with new people signing up every day, there are very few entities that allow you the same reach that social platforms can offer. Add in frequency capping and you have the benefits of reach without having your ad shown to uninterested viewers.

Low Barrier to Entry

With traditional media like broadcast (TV and radio) or print (newspapers or magazines), marketers pay for the advertising space up front. Digital platforms blew that model up years ago with the introduction of cost per click, or interaction, as social channels have come to define it. What does that mean for digital marketers? We no longer have to worry about spending for lost impressions, and instead we now only pay for results. Couple that with the ability to bid in real time and with no minimums, and you have a platform that’s advantageous for any size business.

Ability to A/B Test and Optimize Ads

Not sure if you’re using the right image or if the copy you chose is driving people to action? Thanks to the ability to stop, pause, or edit campaigns in real time, we can analyze and optimize data from our campaigns as they happen and make immediate changes.

A skilled marketer will no longer have to guess when it comes to determining whether and why a campaign was successful. We can run variations of ads simultaneously and see which are producing better results. Really, we can A/B test every aspect of the campaign, including targeting, bidding, images, copy, and even placements to determine the best course of action. And if nothing is working — or worse, something went wrong — we can turn it off immediately.

Increased Engagement

Social advertising has evolved from only sending a user who clicked on your ad to your website. Now, marketers test the power of social media channels through engagement — direct interaction between a potential customer and the business. For example, an ad may now encourage a user to share a video with their friends or comment on a question, all of which can help increase a brand’s social equity.

Engagement can also help spread the brand’s message to a user’s network, furthering organic reach and creating a form of third-party validation. Because people can see others’ responses, oftentimes a positive comment can increase the likelihood of your message being believed. Thanks to YouTube and the proliferation of streaming video, advertisers can create rich media ads that keep users engaged and increase the likelihood of users remembering them. Social sites like Facebook are even taking it one step further, allowing users to autofill lead-generation forms. After all, your personal information is already packaged up and ready for shipment.

Social advertising has quickly become a requirement of any respectable marketing strategy. Thanks to social advertising’s ability to better target, unmatched power to reach potential customers, and low cost of entry, if you’re not taking advantage of everything social advertising offers, you may well be behind the times.

Social Advertising at General Assembly

In General Assembly’s part-time Digital Marketing course, both on campus and online, we walk our students through the process of setting up social campaigns. As we move through the back end of these platforms, we highlight the features that allow you to become proficient as a marketer and make this channel so essential to the new age of marketing.

Through hands-on experience, our students become knowledgeable in all aspects of social advertising, including utilizing the latest techniques in targeting, data analysis, and optimization, adapted from our real-world examples. By highlighting integration techniques, we move our students from the idea of single-campaign tactics on separate platforms to fully cohesive campaigns that build off of one another. The cohesive campaigns can then be tracked through platforms like Google Analytics to measure desired outcomes and return on investment (ROI), and compare them against all other forms of advertising.

Check Out Our Facebook Advertising Workshop

Will Hayes is a marketer, entrepreneur, and Digital Marketing instructor at GA’s San Francisco campus. A former media buyer, account manager, and public relations specialist, Will currently owns and operates The Grill House restaurant while consulting for clients on the side. He graduated summa cum laude from Arizona State University with a B.A. in journalism and strategic communication.

“The rapid growth of the digital marketing industry has created a large shortage of skilled practitioners. GA’s Digital Marketing course prepares students for an exciting career in a fast-growing field.”

–Will Hayes, Digital Marketing Instructor, GA San Francisco

Announcing Our New Course for Software Engineers

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Allow us to reintroduce ourselves.

We’re excited to announce that our flagship program just got a full upgrade for 2019: Web Development Immersive (WDI) is now Software Engineering Immersive.

Keeping our programs tightly linked to market demand is at the core of General Assembly’s mission. It’s part of our commitment to ensuring our graduates can secure great jobs and build meaningful careers using their new skills.

To keep ahead of rapidly changing industry needs, we do our research, working closely with employers, practitioners, and students to make impactful updates that help grads launch new careers. We dive into questions including:

  • What roles are employers looking to hire?
  • What types of jobs do our graduates get, and with what titles?
  • What are broader trends across the industry?
  • And, most importantly, how can we synthesize all of this to ensure our students have the most relevant, in-demand skills they need to succeed?

Since 2012, more than 8000 adults have taken WDI — a rigorous full-time, three-month program with dedicated job support. More recently, we’ve invested in expanding our offering in a few significant ways, leading us to shift our emphasis to software engineering.

What’s New

  1. We added a deep computer science focus.

In the simplest terms, we’re arming our students with the theory behind how computers and applications work. We’ve added 30 hours of in-class and online instruction in computer science concepts. This new content equips students with the ability to describe the “why” behind what they’re doing as they create algorithms, data structures, and design patterns — skills already fundamental to the learning experience in WDI. The ability to understand and demonstrate the “why” is critical for succeeding in technical interviews, and our hands-on approach gets them ready through mock interview questions and challenges.

  1. Spotlight on high-demand languages and frameworks.

As the skills and tools that drive web development evolve, companies have gone from wanting static webpages to needing sophisticated web applications that respond to client needs in real time. Knowing HTML, CSS, and basic JavaScript is no longer enough; roles now require a full suite of engineering skills in order to create complex, scalable web applications. Over the years, we’ve made countless upgrades to our curriculum, integrating high-demand languages and frameworks like Ruby on Rails, Python, Django, React, Angular, and Ember.

  1. Free foundational prep course.

We know our courses are tough; it’s what makes them so effective at landing people jobs. However, we also believe that, with the right preparation, dedication, and support, anyone can make it. To help ensure that students are ready to hit the ground running on day one of class, we’re offering totally free training that covers the foundational elements of software engineering.

  1. $0 upfront tuition options.

We want students to be able to focus on what really matters: their education. To create more pathways into our classrooms, we’ve launched payment opportunities like our Catalyst program. This income share agreement empowers students to take our courses at no upfront cost and only begin paying back their tuition once they have secured a job. Learn more about our flexible financing options here.  

  1. Real-world development workflows.

To ensure our grads enter the workplace ready to perform, we now go beyond full-stack training by replicating real-world engineering scenarios. Our enhanced emphasis on version control, writing specifications, the product development life cycle, design patterns, code refactoring, unit tests, and managing dependencies rounds out the essential competencies for today’s software engineers.

What Hasn’t Changed

Our proven approach to developing industry-relevant curriculum remains the same: we partner with top employers and practitioners in the field to ensure our offerings are tailored to meet today’s needs. And, as with all Immersive course participants, SEI students receive dedicated support from expert career coaches from their first day of class to their first day on the job. Diving deep into personal brand building, technical interview prep, exclusive networking events, portfolio development, job search roadmaps, and more, we’re there at every step of the job hunt with guidance to keep grads motivated and accountable.

Read all about SEI, its new components, and frequently asked questions about the program here. If you have any questions, feel free to get in touch with us at admissions@ga.co.

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Why Where You Work Can Be More Important Than What You Do

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It's time we rethink the idea of a "dream job"

In my work as a creative career coach since 2008, I’ve seen this over and over again.

I’ve seen my clients think they’re in the wrong profession, only to realize it was where they were — not what they were doing — that was broken.

I’ve worked with my clients on clarifying and prioritizing their non-negotiable work qualities, and the type of work they were doing was less important than where they got to do it, and with who.

As long as they were working with insert-certain-type-of-people here on insert-bigger-mission-here, their own responsibilities mattered less and less.

At first, I was surprised at this finding. I was surprised hearing an affirmative response to the question, “Is where you work more important than what you do?” But then I kept hearing it. Again, and again, and again.

Continue reading →

Using Standards to Align Talent and Employers

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In our rapidly changing world, one of the biggest challenges to continued economic growth is the skills gap, which is the difference between the skills employers are looking for, and the skills available among job-seekers. For individuals, the skills gap limits upward mobility and wage growth. For companies, it limits the ability to hire the teams needed to pursue commercial opportunities.

So what’s stopping the skills gap from being quickly solved? A core obstacle is that individuals don’t know what skills to learn given the lack of clear and consistent guidelines from employers and industries as a whole. When organizations are unsure about the skills they need, they often rely on pedigree (e.g., university degrees) or experience (e.g., previous job titles) in place of specifically stated competencies that drive new, digital functions.

This construct perpetuates the skills gap on both sides of the market. Employers constrain their own talent pipelines, as they only consider a fraction of candidates with skills that match their hiring needs. On the other hand, job-seekers underinvest in new skills, as they lack clear guidance on what qualifications are required to access new roles.

The skills gap continues to grow as more automation in the workplace intensifies the need for new skills across teams. A 2017 McKinsey Global Institute report cites that “in about 60 percent of occupations, at least one-third of the constituent activities could be automated.” To stay employable, individuals need to embrace a mindset of lifelong learning that enables them to upgrade their skills, and move into roles that support and complement new technologies.

These new patterns of learning need to be coupled with additional entry points to careers and objective skill requirements that facilitate workforce mobility. Similarly, the McKinsey report predicts that “8 to 9 percent of 2030 labor demand will be in new types of occupations that have not existed before.” Thus, we must ensure workers possess not only the tactical skills but also have mobility mechanisms in place to transition into these new jobs.

For mobility to scale, job-seekers need employers in a given field to align on a set of requirements that once met, provide access to employment opportunities. One example of this alignment has emerged from General Assembly’s Marketing Standards Board, a group of leaders across the consumer, technology, media, and academic sectors who are defining career paths and critical skills in marketing.

For the past year, the group has worked to provide transparency into the marketing profession. The Board started by creating a three-level framework that defines career paths in marketing. In tandem with these efforts, the board launched the Certified Marketer Level 1 (CM1) assessment, which aligns with the foundational level of the framework. The CM1 is recognized as a standard by a growing number of companies who use it to benchmark the skill levels of their teams. Benchmarking has also proven useful for employers who wish to define and diagnose critical skills across their organizations.

The CM1 is also being used as a standard in the hiring process. General Assembly brought together a group of over 30 companies, including Calvin Klein, L’Oreal, Pinterest, Priceline, and others to recognize the skills tested on the CM1 as a common set of requirements used in recruiting. Each company in this group agreed to interview high scorers on the assessment regardless of candidates’ background. This system of skills-based selection provides new career pathways for individuals who may otherwise be overlooked in a system dependent on pedigree and experience. Among job-seekers, we received tremendous interest in taking the CM1 as an entryway to guaranteed first-round interviews with these companies. Approximately 4000 individuals registered to take the CM1 in just a few weeks, and the top 10% of test-takers qualified for a guaranteed interview.

We were delighted but not surprised to see that top scorers came from diverse backgrounds — from college seniors entering the workforce, to career-switchers looking to get their foot in the door, to experienced marketers looking for a new challenge. Likewise, our previous research in The State of Skills: Digital Marketing 2018 report revealed that strong digital marketing talent can be found outside the marketing function, and from fields such as sales and technology. Moreover, this group of top scorers confirmed that experience doesn’t necessarily predict skills. Rather, giving all registrants the chance to demonstrate their skills using a clear set of skill requirements on the CM1 assessment can create access to new job opportunities.

As a result, our employer partners were able to expand the top of their recruiting funnels, and attract more qualified candidates. These employers are helping to address the skills gap in the industry by using a skills-based approach that increases the overall supply of qualified candidates considered for marketing jobs.

General Assembly’s mission has always been to provide transparent pathways to transformational careers. We’re thankful to the Marketing Standards Board and to the companies that have partnered with us to make strides in this direction. Together, we’re working to increase the transparency and openness of the workforce, broaden talent pools, and create more entry points for aspiring marketers around the world.

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GA’s Credentials team’s mission is to help people get recognized by employers for what they can do, no matter where they come from. To learn more and get involved, get in touch with us at credentials@ga.co. To learn more about the Marketing Standards Board and the CM1 assessment, visit https://generalassemb.ly/marketing-standards-board.

10 Sentences A Product Manager Should Never Say

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Your words can be a powerful ally or your worst enemy. It all depends on how you use them. So, how often do you think deeply about what you are going to say before you say it?

Product managers, in particular, cannot afford to be careless in their speech.

After all, good product management demands leadership and requires frequent conversations with other teams as well as different external stakeholders. These are not casual conversations; instead, they have some urgency and gravity. The success or failure of the product may depend on how well the product manager communicates with others.

But mastering the art of effective communication is not easy. If you are not careful, your words can undermine your effectiveness and authority.

That is why PMs must root out responses that convey a negative attitude and shut down communication, hindering their progress as a team.

Continue reading →

Digital Marketing 101: How the Loyalty Loop is Replacing the Marketing Funnel

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During the past few decades, the marketing funnel served as the primary model for how people learn about a product, decide to buy, and (hopefully) become loyal customers, helping spread the word to others.

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Creative Design Inspiration – 5 Ways to Motivate Your Design Team

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Tyler Hartrich, faculty lead for General Assembly’s User Experience Design Immersive course, leads a session at the 2018 99u Conference. Photos by Craig Samoviski.

As design educators, we at General Assembly prepare students for their careers — but how can we ensure designers continue to grow their skills beyond the classroom? Industry-leading work emerges from teams that persistently enrich themselves by fostering new skill sets and perspectives. But between deadlines, client fire drills, and day-to-day trivialities, a focus on growth can often be put on the back burner. In the long-term, this can result in uninspired designers who don’t grow to their full potential, and teams that opt for the easy way out instead of taking on risks, challenges, and explorations that drive innovation.

When Adobe approached General Assembly about leading a session at the 99u Conference — an annual gathering for creative professionals to share ideas and get inspired to help shape the future of the industry — we knew it would be a great opportunity to guide leaders in creating natural spaces for learning within their teams and workflows.

In our sold-out session “Onboard, Engage, Energize: Tactics for Inspiring a Crack Design Team,” Tyler Hartrich, faculty lead of GA’s full-time User Experience Design Immersive course, and Adi Hanash, GA’s former head of Advanced Skills Academies, shared insights on how directors and managers can structure spaces for learning within their teams, and encourage new approaches to problem-solving. The presentation was developed in collaboration with Senior Instructional Designer Eric Newman and me, GA’s director of product design.

At the event, we outlined the following five ways leaders can encourage their teams (and themselves) to keep learning and improving throughout their careers, including an exercise to spur creativity, reflection, and action. Read on to learn more, and find out how you can perform the exercise with your own team.

Continue reading →

How the Marines Prepared Me for a Career in Coding

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While stationed in Okinawa, Japan, in 2008, I wouldn’t have guessed that my time in the Marine Corps would have prepared me for a future in coding. At the time, the 30 Marines in my platoon had access to just one shared computer. It served only two functions: completing online training requirements, and looking up one’s online military record. I never suspected that nine years later I would be designing and building websites and applications in an intensive software engineering course, General Assembly’s Web Development Immersive, now called Software Engineering Immersive (SEI) course.

My path toward coding was a winding one. As a Marine on active duty, I was stationed in Japan, Kenya, Sudan, Italy, and Pakistan. Later, after transferring to the Marine Corps Reserve, I pursued a bachelor’s degree in international affairs from George Washington University. While studying at GW, I worked at the nonprofit Veterans Campaign, where I was tasked with helping to rebrand the organization. Though I had little technical experience, I created an entirely new web presence for the organization and migrated its old content to the new website.

Continue reading →

Why Where You Work Can Be More Important Than What You Do

By

It's time we rethink the idea of a "dream job"

In my work as a creative career coach since 2008, I’ve seen this over and over again.

I’ve seen my clients think they’re in the wrong profession, only to realize it was where they were — not what they were doing — that was broken.

I’ve worked with my clients on clarifying and prioritizing their non-negotiable work qualities, and the type of work they were doing was less important than where they got to do it, and with who.

As long as they were working with insert-certain-type-of-people here on insert-bigger-mission-here, their own responsibilities mattered less and less.

At first, I was surprised at this finding. I was surprised hearing an affirmative response to the question, “Is where you work more important than what you do?” But then I kept hearing it. Again, and again, and again.

Continue reading →

What Are Common Startup Job Titles and Roles?

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It takes a village to raise a startup — or at least a few dedicated individuals who can do a village’s worth of work. At a growing company, roles and duties can change quickly, and many startup employees end up wearing a lot of hats as they tackle the most important needs for the business at any given moment.

Startup Roles

Here’s a glance at some of the key roles and skill sets that drive most startups.

Founder

The founder is the person (or people) who starts the company. Some founders, like Facebook’s Mark Zuckerberg or Amazon’s Jeff Bezos, stay with the organization for long, or permanently, after it takes off. However, it’s not uncommon for a founder to leave at any stage of the startup’s life. Founders come from diverse career backgrounds, but what they all have in common is an entrepreneurial spirit, some level of business acumen, and a clear product vision. Startup founders don’t need to be experts in web development, UX design, or the other disciplines below, but they should have a high-level understanding of the key skills needed to launch a tech-driven business. In order to see their vision through, founders should be strong leaders who can guide their company through funding, staffing, and scaling.

Web Development

While designers create the professional look and feel of a website or web app, web developers generate the code that makes it work. The technology that supports eCommerce sites, blogs, social networks, video streaming services, and more is built by developers.

  • Key skills: Front-end web development (HTML, CSS, JavaScript, responsive design, JSON, AJAX, AngularJS), back-end web development (Ruby on Rails, APIs, Node.js, Heroku, MongoDB), collaboration, problem-solving, product development, programming fundamentals
  • Popular job titles: Chief technology officer, VP of engineering, senior web developer, junior web developer, software developer, full-stack engineer, mobile developer

User Experience (UX) Design

A UX designer determines the interaction experience of a user with a website, app, device, or piece of software. It’s all about anticipating a user’s needs when using a product, and ensuring an intuitive, impactful, and delightful experience.

Product Management

Product managers are like mini CEOs. They are responsible for identifying market opportunities, defining the product being built, and determining the return on investment. They conduct customer interviews, user testing, and data analysis, and distill the insights gained into an implementable strategy. They then lead the product team to bring that strategy to life.

  • Key skills: Customer development, Agile and Lean methodologies, SWOT analysis, communication, prototyping, user interviews, wireframing and storyboarding, business model design, market research, project management, pricing and financial modeling
  • Popular job titles: Chief product officer, product manager, product lead, product owner

Data Science and Analysis

Data experts organize and collect data from a variety of sources, evaluate it, derive insights from it, and make actionable recommendations to drive the business.

  • Key skills: Python, machine learning, SQL, UNIX, Git, R, Tableau, Excel, modeling techniques, data visualization, big data, natural language processing, statistics, critical thinking, storytelling and presentation skills
  • Popular job titles: Data scientist, data analyst, quantitative researcher, machine learning engineer, data science analyst, data engineer.

Digital Marketing

Digital marketers combine traditional marketing tactics with new technologies. Their domains include areas like social media, search engine optimization, online advertising, and content creation. The best digital marketers often utilize both creative and quantitative skills.

How to Land a Job at a Startup

Working in the startup world can be one of the most challenging, exhilarating, sometimes heartbreaking, and oftentimes fulfilling journeys of your life. But landing an opportunity at a startup is about more than luck. In order to break in, it helps to know the ins and outs of the startup world, and the steps to take to become a candidate who stands out from the crowd — plus some of the skills mentioned above.

In our eBook, How to Get a Job at a Startup, you’ll get a concise how-to guide for finding your dream job at a startup, through the knowledge of startup job-hunters, founders, and employers. Discover firsthand tips on how to break into a startup career, clear up confusing industry jargon, and learn about important resources that will aid you on your journey.

General Assembly believes that everyone should be empowered to pursue work they love. We hope you’ll find this book to be a helpful first step in getting there yourself.

Launch your career in startups

Learn how to start your journey with our exclusive guide.

Get the eBook