lundi 30 novembre 2015

Hotelcloud: guest service in your palm



The company I chose is HotelCloud: it provides clients and hotels with guests. How? Here’s a hint:

They also allow you to try their app in various devices:







I tried via HTML, for more conveniance, and they propose so many things:








The features are numerous and amazing!
For hotel services:
-       Wi-fi
-       In room services
-       Wake up call
-       Housekeeping preferences
-       Dry cleaning
-       Maintenance
-       Read the press
-       Chat with reception

For hotel directory:
-       Information and contact
-       Rooms and suites
-       Photos
-       Front desk
-       Check In/Check Out
-       Useful numbers
-       Connect with us

And so much more:




Pictures are not enough? Please look at the video below:




And the are transparent enough to provide with several tarifications, this is great! 


I hope you enjoyed :)

Hôtel Marais: New Website

We changed the Hôtel Marais website, please enjoy :) We used Dudamobile, please find few images on our Slideshow

dimanche 29 novembre 2015

Bad Web Design

Bad Web Design


Some hotels and some restaurants, to be honnest, are not aware of digital media importance, and so they do websites but using sometimes cheap designers. 

The point here is not to criticise, just to witness that using professional and spending a little bit more can lead to more reservations.

The websites are not "bad", just not attractive at all, or very tough to read, because not optimized.




mardi 24 novembre 2015

#buzzandgo


What is Buzzandgo? Why should we think about it?


Buzzandgo is a fantastic platform to create strong influencer marketing campaign. Why? As an ecosystem, Buzzandgo is a smart way to connect professionals together and reach plenty people. We speak about influence because it also is something that a hotel must face. Some guests want rebates just “because”, and this is quite difficult for professionals to deal with interesting or not potential guests.
Well Buzzandgo is helping on this way, it enables the professionals to save some time plus, and this is not a small feature: you can monitor everything from a reliable back office/dashboard.

So if we have to put Buzzandgo into few keywords, there would be:
-       Marketing campaign tool
-       Influence/influencer
-       Time saving
-       Not paid to review
-       Monitoring the results
-       Social media marketing
-       Travel brands
-       Truth and real opportunities
-       Visitors, followers and connections

Influence Marketing Campaign

Please, enjoy the reading ;)

mardi 17 novembre 2015

Nice way to create cool pictures

And here is my Canva for today. Though...I am not sure about the yellow shades...


...or is it mustard?

lundi 16 novembre 2015

Exercise: Session 1: Monday, November 16th 2015


1.     Countries chosen for same criteria: Japan and France (Medium, Arts & Entertainment). How do the digital touch points differ?

France

Japan

As far as we can see, social aspect is the first to occur in Japan, followed by the generic paid search. In France however, the referral is the first to come, followed by organic search. It tends to show us that Japanese customers are relying very soon on their relations to have advises when French people prefer referral.

The third step for each country is a mix. For Japan, it is a blend of referral (already occurred in France) and organic search (also already occurred) when France is more about social and generic paid search.  The very interesting thing to realized is that the four first steps are the same, only the order is scrambled, meaning that these very different countries share common points when it comes to purchase.

The common points are now over, because Japanese, after the fourth step, will buy anyway, relating to brand paid search or direct buy when French will rely on e-mails and brand paid search way before the direct purchase.

To end the comparison, we see that the arts and entertainment business is closely related regarding the beginning of the assist interaction but the closer you get to the last interaction, the most changing are the mean.

The most important thing to understand is also that France and Japan are sharing a high culture and a high level of quality regarding arts and entertainment. It is common knowledge that these two countries are closely related when it comes to finesse, authenticity and craftsmanship, and this is why the relation is so tight, even if the marketing channels are not exactly the same.





2.     USA has been chosen for Automobiles & Vehicles, and Computers & Electronics. How do the digital touch points differ?


USA: Autos & Vehicles


USA: Computers & Electronics


In the USA, marketing channels always start by organic search, because this is the root for American people before purchasing anything.

Then the second step starts to put a difference: if computers marketers go straight to the generic paid search, the car marketers will blend it with the referral channel, which is just putting ore precisions about the product.

Then, and this is where the comparison is great, is almost the middle step. Here, for auto industry, three ways will be used: social relation, e-mails and display click to show more about the products or the company. The mix might look big and very concentrated, but if we compare to computer marketing, this is soft and sweet. Computer marketers will blend not less than five channels: social, referral, e-mail, display click and brand paid search. This is their way to take the heavy artillery in order to show that on every aspect and every channel, the product is great for the customers.

The last part is to go straight to the buying process for the computers (after all, they gave everything) when the car marketers will use the brand paid search before the final act of purchasing.

Here, we found that for these two markets, the channels use for the purchasing process are quite different, from the use to the moment of use, autos and computers are very different. The reason can stand in the confidence that American have in their car, after all, this is a part of the American lifestyle to have a great car. Computers are different. Even less expensive than cars, they remain expensive and the choice is huge, which is why they need to use plenty channels at the time in order to make sure about their coming choice.

3.     Of the various touch points, how many a typical hotel use to convert lookers into bookers?

Among the touch points, hoteliers will mainly use organic search at first, because it is free and quite rewarding, then generic paid search in order to stay on top of the researches. For the rest, social medias are very wide spread now through Facebook, Pinterest, Twitter and so on, so this is quite important (they are hiring social media managers currently, meaning that the channel is dynamic). To finish with, display click and e-mail are also well spread and allow the hotels to enjoy extra views without even being searched by potential customers.

4.     What are the most important touch points for hotel?

I believe that it will depend of the type of establishment. A palace will not use social medias the same way as a regular hotel wanting to attract C generation customers. For me, as luxury hospitality professional, the best way is to use is paid results. Why? Because they give hotels legitimacy, top of the pages, first result on SEO and the extra is that they will remain exclusive, so if you type palace, only top notch will appear, the rest will be hidden, and this is exactly what the guests want.

5.     How many screens can people use in the decision journey?

To that question, I would see a maximum, because you do not decide all the time in front of one device. For instance, you can check a room on smartphone, get pictures on phablet, see information on TV, receive a notification of smartwatch and finally, decide to book on laptop. Now that everything is connected, it is easy to use anything on the purchasing journey.

Interesting Job Descriptions

 

 Interesting Job Descriptions


The following article presents two job: Recruitment Consultant and Human Resources Director through specific job descriptions.

I hope you will be interesting in reading these few lines.


Recruitment Consultant Job Description
Recruitment consultants provide a vital link between clients and candidates. The role is demanding and diverse and involves:



  • Using sales, business development, marketing techniques and networking in order to attract business from client companies;
  • Visiting clients to build and develop relationships;
  • Developing a good understanding of client companies, their industry, what they do and their work culture and environment;
  • Advertising vacancies by drafting and placing adverts in a wide range of media, for example newspapers, websites, magazines;
  • Using social media to advertise positions, attract candidates and build relationships with candidates and employers;
  • Headhunting - identifying and approaching suitable candidates who may already be in work;
  • Using candidate databases to match the right person to the client's vacancy;
  • Receiving and reviewing applications, managing interviews and tests and creating a shortlist of candidates for the client;
  • Requesting references and checking the suitability of applicants before submitting their details to the client;
  • Briefing the candidate about the responsibilities, salary and benefits of the job in question;
  • Preparing CVs and correspondence to forward to clients in respect of suitable applicants;
  • Organizing interviews for candidates as requested by the client;
  • Informing candidates about the results of their interviews;
  • Negotiating pay and salary rates and finalizing arrangements between client and candidates;
  • Offering advice to both clients and candidates on pay rates, training and career progression;
  • Working towards and exceeding targets that may relate to the number of candidates placed, a value to be billed to clients or business leads generated;
  • Reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programs.



Human Resources Director Job Description


  • Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives;

  • Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations;

  • Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change;

  • Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances;

  • Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction;

  • Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications;

  • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values;

  • Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions;

  • Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations;

  • Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.