06Jun

When the pandemic hit and Americans hunkered down, spending on essentials and entertainment, but on little else, brands naturally cut their marketing budgets.

One area that survived was social media influencers. After dipping slightly at the outset of the quarantine, social influencer spending quickly returned to pre-COVID levels. Meanwhile, other advertising, including digital, continued to decline so much that 7-in-10 CMOs have seen an average 19% cut in their marketing budgets.

From an almost accidental niche specialty, influencer marketing has become a big part of digital marketing. Spending on social influence was estimated to hit $9.7 billion this year.

Marketers report that for every $1 they spend on social influence they earn an average media value of $5.78. No surprise then that influencer jobs have become one of the hottest new marketing careers. By virtue of the relationship they’ve established with their audience, social media influencers can introduce their followers to a new brand, or boost an established brand’s sales simply by posting about them.

Until recently, influencers didn’t see what for many began as a hobby as a career. They wrote blogs, posted videos and images to YouTube and Instagram channels and otherwise produced content about what most interested them. As they gained followers, they gained influence and companies noticed.

Kylie Jenner, with 164 million Instagram followers, can drive huge sales for her cosmetics line and for other products she promotes. So effective is her influence that companies pay her hundreds of thousands, even up to a million to post about their products.

Social media influencer google trend.png

More typically, the average established influencer earns $30,000 to $100,000. Increasingly, brands are willing to work with nano-influencers who may only have a few thousand followers, but as authorities in their niche, exert an outsize influence on buying decisions.

The money is what makes a social media influencer career so appealing 54% of Gen Z and millennials say they’d become one given the opportunity. Increasingly, companies are offering those opportunities, opting to grow their own social media influencers.ProjectCasting.com found a job posting to become an influencer for a startup. The three positions reportedly pay $120,000.

That’s still the exception. For obvious reasons, brands want to work with established influencers. When they advertise influencer jobs, what they’re usually looking for are marketers to develop and manage a social media influencer program. These jobs may be described as “Influencer Strategist,” “Social Media Coordinator,” “Social Media and Influencer Manager,” “Brand Influencer” and other titles. These marketers identify, recruit and manage influencers, developing campaigns, often creating the content and always measuring and reporting on results.

If working in influencer marketing sounds interesting take a look at the many digital marketing and online creative positions we have available. Even if the right one for you isn’t there today submit your resume. We’re always looking for talented creative people. When the perfect job for you pops up, you’ll hear from us first.

Photo by dole777 on Unsplash

[bdp_post_carousel]

Open Enrollment is Going Virtual This Year

The dog days of summer aren’t likely to have you thinking of health plans, life insurance, 401ks, or any of the other benefits employers offer. That is, unless you’re in HR.

This year, open enrollment – the weeks in October and November when employees make choices about their benefits – is going to be so different from those of the past that HR professionals began their planning while the rest of us were cleaning the barbecue for the summer ahead.

BenefitsPRO made that point a month ago writing, “In terms of benefits enrollment and communication, we will see major disruption.”

Across the country, HR leaders are rethinking how to present and communicate benefits information. With many employees likely to still be working remotely and even where they’re not, the usual group meetings are too much of a health risk, so HR professionals are turning to virtual presentations and digital messaging.

Heather Garbers, VP voluntary benefits & technology at HUB International, tells BenefitsPRO, “We are already seeing more employers adopting text messaging services and centering communications around digital campaigns, and we expect this trend to become normal operating procedure moving forward.”

The Society for Human Resource Management (SHRM) predicts that employers will take their open enrollment campaigns online, offering virtual benefits fairs. Some will plan their own event; more will use a commercial service.

Megan Taggart, client and participant engagement senior manager at ConnectYourCare, says an online benefits fair is superior in some ways to the traditional in-person events. “An online fair allows employees to check out webinars, download resources and speak privately with benefit account experts according to the employees’ schedule,” she explains in the SHRM article.

But virtual benefits fairs and meetings have their downsides, the SHRM article notes.

“Virtual benefits fairs, by themselves, don’t create the same sense of urgency that in-person events do,” says Jon Stuckey, VP at the benefits communication firm Segal Benz. Hosting a live presentation with Q&A is one way to generate interest. Stuckey suggests conducting a survey or raffle as other ways to drive engagement.

A different issue is reaching those employees who may not be online. There are also legal requirements to consider says SHRM. Information about retirement plans can be delivered digitally, but “only for employees who regularly use a computer as part of their integral duties or for those employees who affirmatively consent.”

Mailing open enrollment information to employees in addition to making it available online “may be preferable,” says SHRM. “This is especially true considering that sometimes it’s the employee’s spouse who makes the benefit decisions.”

[bdp_post_carousel]