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When making products aimed at children it’s important to know that dependent on the age of the child, you will also be marketing to parents of those children in a variety of ways.
For very young children who are unable to make decisions for themselves, you will completely be marketing the quality of that product towards parents. This means you have to sell the parents how said product would be useful for their young child. In this case, focus on the qualities of the product that a parent might find intriguing. Let’s take a baby bouncer for example. First focus on the good that it will do for the child, improving its development, keeping the child standing up and moving, and encouraging them to engage with the various toys and trinkets it might come with. The developmental aspect of the toy will make parents think that dit is zeker een van de beste cadeaus voor 2-jarige jongens and will encourage them to buy into it. Then, focus on the safety aspect. With very young children one of the biggest worry’s parents have is whether this thing is safe for their child so make sure they are aware that what you are selling is safe and easy to use. Finally, market the price. Children are expensive and children’s products are not making them any cheaper. But if you can provide a useful product at a reasonable price that goes a long way to making your product a standout amongst others.
As children get older you are going to have to be marketing to them more and more over their parents. This isn’t to say that you should ignore all the previous points going forward. They will be important to the product buying experience but make sure you consider the following. First, determine your target audience. Although we like to think that every person is completely unique, it’s not how things work in the marketing world. Figure out who your product is for before anything else. For ease, I will use stereotypes for young boys to illustrate. You’re making a product aimed at a 10-year-old boy, there is likely going to be a lot of the color blue. Market action, destructiveness, and ‘coolness’ above everything else because that is what will catch the kid’s eye which brings me onto the next point. Unlike with younger children, these older children will be you’re best marketing tool. In the end, you are still marketing to parents. They are the ones who will be making the purchase but if you can get the young boy or girl to really be interested in what you are selling then they are going to be the ones that will convince the parents to buy by grinding them down with begging and shouting leaving you with money in the pocket and one less item on the shelves.
If you’re a new CEO then being given the important decision of which candidate to hire from the pool available can be daunting. Each staff member plays an important part in any organization, if you pick the most competent and knowledgeable then your company is bound to thrive but if you pick someone who lacks knowledge in various areas then in the long term your company will run into problems.
However, to make the decision more complex who to hire isn’t based purely on who has the most knowledge and is the most skilled, companies require a lot of teamwork on most tasks so if your new staff member is joining a team it’s important to know what the people in the team are like so you can make sure your new staff member gets on with them well. If the current team members clash with the new member of staff then this will also cause problems for the company as it will cause friction and potentially a hostile work environment which will damage the team’s morale and productivity. Even if you’ve been CEO for a long time this is still a high-pressure decision to make as a company is only as strong as its weakest staff member.
If you’re struggling with how to decide then take advice from successful CEOs who have had lots of practice making this decision and who always make the right choice for the company. We’ve compiled some of their best advice, from what questions to ask during the interview to reading how potential candidates will get on with exiting staff, to help you make this big decision.
What to Ask
Asking questions at an interview is the main way to get an idea of who the candidate is, how skillful they are in the field they’re applying for and what their personality is like, and how they’ll fit in at the office. You’ll want to vary the questions you ask so that you can start to form an opinion on these 3 things to see how much of an asset they would be if you gave them a role at the company.
The most common question that CEO’s recommend asking is what they know about the company and why they want to work there, this will make it evident if the individual knows about the company and they want to work for your company specifically if they do this is a good sign as it means they will try hard for the company as they will care about the company as a whole, not just about their career. Another good question to ask potential employees is about a disagreement they’ve had in a past job with a colleague or manager, this will help you to judge their character based on how they handled the situation, it will be a good way to see if you think they’d fit in with the morals of the company and the staff.
Finally, you could ask them how they handle tight deadlines to see if they will be able to handle the pressure of the job as it’s usually necessary to be able to deal with a heavy workload. Previous CEO’s have tried and tested these questions and found them to be some of the most successful as it gives you a lot of information.
Talk to Senior Staff
If you’ve gone through the interview process with all of your potential candidates and you’ve asked insightful questions and have an idea of what the candidates are like but you’re unsure how to decide as many of them are outstanding, then even though the decision ultimately ends with you, you don’t have to make it alone. Other senior members of your company will likely have also have experience in hiring new staff, whether at this job or a previous one and they’re there for you to discuss and ask advice from. They also may know some of the current employees better and be able to give advice on which candidate will match the personalities of the teams if many candidates have equal knowledge and are both interested in the company’s goals.