Know-How Exchange : E-Marketing

Dear Gerouza,

You need a niche, a market, eager buyers, and a great offer.

You also need to a way for people to opt in because you've promised (and can deliver) great content as an upfront loss leader, and you need a truly great sales letter and follow up process.

Then you need a rock solid guarantee, a series of fantastic bonuses, great value, stunning benefits, a series of ultra strong calls to action, reasons why people ought to buy from you and you alone, bullet proof social proof, a series of up sells at point of purchase, a great payment portal that can also process returns, refunds, and chargebacks, and a solid follow up process with additional offers after the sale.

Provide all of this and you'll be golden. Good luck to you.

Gary B.

For recruitment, I think microsites are generally a good idea.

First of all, you need to identify the core values of the enterprise, and try to inject them in every aspect of the recruitment microsite.

Second: try to differentiate and triage as early as possible who your prospects are (engineers to the left, MBA's to the right). Target them with specific testimonials from employees. What is their job like? Why do they like it? What are the challenges that they are presented with? Include some great, aspirational photography, and possibly video if the work you do lends itself to that (large construction work, for instance, has a tendency to "take" great on video and photo).

Third: make sure that navigation is painless, and that applying for certain jobs is easy. Good luck.

Here are some articles that may be of assistance as well:
https://www.targetmarketingmag.com/article/6-and-8220-s-factorsand-8221-mic...
https://semphonic.blogs.com/semangel/2009/06/microsite-measurement-the-righ...
https://www.davechaffey.com/Internet-Marketing/C7-Service-Quality/Persuasio...
https://visualrevenue.com/blog/microsite-analytics-white-paper