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Budget 2016 Analysis by PwC

Posted By PwC, Wednesday 14 October 2015
Updated: Tuesday 9 February 2016
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PwC specialists have taken a look at how this year’s key budget developments will affect you and your business.

The report provides expert analysis on areas such as:

  • Large Irish Corporates and Plcs,
  • Private Business,
  • Financial Services,
  • Foreign Direct Investment,
  • Country by Country Reporting,
  • Property,
  • Indirect taxes,
  • Employment taxes,
  • Pensions,
  • Agri tax.

To download the full report, please click on the image below.

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Irish Rugby Stars Victorious in Public Support

Posted By, Tuesday 13 October 2015
Updated: Wednesday 10 February 2016
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    More than a year post retirement. Brian O’Driscoll has retained his number 1 status on Ireland’s most admired sports personality list, while Ireland captain Paul O’Connell made most gains in terms of public admiration of all Irish sports stars this year, according to the latest Onside StarTrack 2015, by sponsorship consultants Onside.

    17% of Irish adults singled out the ex-Irish rugby supremo O’Driscoll as the sports personality they admire most overall, while Katie Taylor was next in line at 11%, up 1% year on year as she prepares for the journey to Rio 2016.  But it was Rugby World Cup captain Paul O’Connell that has stood out as the Irish sports star making most gains in Irish public admiration across the year to date, a position converted by Onside in real terms into an extra ¼ million Irish public ‘avid fans’ of the rugby hero this year.  3 in 10 surveyed singled out a rugby star, with the collective of soccer stars next in line at 12%.

    The other sports personality showing marked positive momentum in terms of public support in the latest edition of the Onside tracker was Conor McGregor – climbing into the Top 10 for the first time at 6th place, two spots behind current Irish soccer team assistant manager Roy Keane and a 5th place Rory McIlroy (no change year on year).

    Commenting on O`Connell`s results this year,  John Trainor, Founder and CEO of Onside notes: “Paul O’Connell has gained the highest admiration scores recorded for him this decade in our research and has most likely grown this further through Rugby World Cup 2015. His support was particularly high in his native Munster where he comfortably topped the poll.”

    Trainor notes that “the battle for admiration proved particularly interesting when segmented by age, with Irish 18-24 year olds surveyed by Onside scoring Katie Taylor and Roy Keane as the personalities holding most appeal.”

    Irish soccer star Robbie Keane also made some ground in the 2015 Onside StarTrack survey, holding 7th position, with a gain of 2% year on year.  The top 10 is closed out by 3 stars that have completed the active participation phase of their careers – Henry Shefflin, Ronan O’Gara and Sonia O’Sullivan.

    And early indications from the Onside consultants are that 2016 may see a continuation of the return to positive growth in spend by brands in the personality endorsement arena. Trainor points to “brands in 2015 like Bank of Ireland that have effectively engaged with ambassadors like Shane Lowry and Irish rugby stars including Paul O’Connell and notes that a number of factors are at play that will stimulate such growth further, including interest in athletes in the run into the Olympics in Rio 2016 and Irish footballers appeal on foot of any Euros soccer qualification.”

    However Trainor cautions against brands that see personality endorsement as an easy win to build brand appeal and conversion to business growth.  “An association with a top athlete can be a highly effective way to engage with fans, but without a well-developed activation plan, it can under-perform significantly.  Low single digit outcomes are the results for many brands that fail to use this channel built on sound plans.”

    Outside of sport, The Onside StarTrack 2015 also found that Ryan Tubridy has retained the number one performance as the most admired television or radio personality in Ireland, with 12% of adults naming the RTE personality.  Meanwhile Gay Byrne is enjoying a resurgence in his appeal as he ranks second to Tubridy, ahead of Miriam O’Callaghan in 3rd place.  TV3 host Vincent Browne and Today FM breakfast host Ian Dempsey also made positive gains in the new research.

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    Beware: Customers See Your Competitive Advantage Differently

    Posted By PRSmith, Monday 12 October 2015
    Updated: Wednesday 10 February 2016

    You simply have to see the world through your customers eyes. Customer empathy is a great skill. Not just for tactical marketers but for CEOs searching restlessly for competitive advantage. Urbany & Davis (2007) Competitive Advantage ‘The 3 Circle Model’ is simply brilliant. It can be explained in 3 minutes in the this video or read the notes below.


    So here’s the very simple yet enlightening Urbany and Davis 3 circle model. Consider the 3 core concepts of Company, Customers and Competition. This is the Customer Circle…

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    It represents the value sought by the customer – the requirements and benefits that they seek. These requirements and benefits may include deeper values. Essentially the Customer Circle represents what the customer wants or what value the customer is seeking.

    The second circle is your Company Circle…

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    It represents the value customers perceive, or think, you offer to them. This is the way they see it. You have to understand this. The area in the middle within the broken lines (i.e. the overlapping area in the middle) and this is Positive Value. This is the value you/your brand is perceived to deliver to satisfy customer needs. The area on the left  is ‘Non-Value’, which Urbany and Davis describe as ‘the product or service you produce that the customer either doesn’t care about, or perhaps, doesn’t know about.’   The area on the right is called ‘Unmet Need’. Urbany and Davis describe these as ‘customer needs that are not satisfied by your products and services and hence they offer a possible future growth opportunity.’

    The third circle (below the other two circles) is called the Competitor Circle…

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    The competitor circle is the piece of the jig saw. It soon opens up a whole new way of thinking… The competitor circle represents what value does the customer perceive in your competitor’s offering. It’s a Venn diagram. The overlapping shaded area at the top is ‘the pure definition of competitive advantage’. As Urbany and Davis say, ‘this is the value that you create that matters to customers, but, that is different to competition. This is why people choose us.’ This is part of your Strengths & Weakness Analysis which is part of the Situation Analysis is the first part of your marketing plan (using SOSTAC ® Plan).

    So the next big question for you is ‘What’s your competitive advantage?’ This excellent question forces you to begin the process of defining your distinctive competitive advantage. Try asking six different members of your team, you might just get six different answers! You’ve got more work to do with your internal communications!

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    Some Real CV Advice From People Who Hire People

    Posted By, Monday 12 October 2015
    Updated: Wednesday 10 February 2016
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    A CV should set you apart. It is your opportunity to make an impression on a prospective new employer and illustrate, as best you can, why you should be considered for a job. We’ve put together ‘real advice’ on CVs & cover letters.


    Martyn Rosney and I have put this blog post together. Martyn runs a blog that advertises roles for people in PR and he gets a lot of CVs from people looking for advice and he also helps organisations recruit communications professionals. I’ve been helping people with their CVs and job applications for years now and also have a lot of them cross my desk here in Cuckoo.

    We also got in touch with a lot of people we know both in the ‘real world’ and through Twitter. All of these people have one thing in common – they are, in some way shape or form, involved in reviewing CVs and shortlisting people for jobs and, ultimately, hiring people. The group includes Managing Directors, CEOs, HR professionals, recruitment professionals, small business owners, new start-up owners, and more.

    As was to be expected, we all didn’t feel the same about everything but there was enough common ground to warrant a blog post with some advice for job-seekers from people who actually hire people.


    • Do not open your cover letter with ‘Dear Sir / Madam’ if you can avoid it. If you are going for a job the least you can do is find out who you are applying to. Also, it sounds stupid, but you’d be surprised at the amount of people who misspell the name of the person they are applying to.
    • Do NOT use a standard cover letter. ‘I read with interest your advertisement for the role of INSERT JOB TITLE and I believe I could be a great asset to your company in the role of INSERT JOB TITLE’ is not the best way to start a cover letter.
    • Tailor your cover letter for the specific role. Yes, it’s a bit more work than having a standard one you use for everything but, you do WANT the job don’t you? Put a little effort in so.
    • If the job ad asks for a cover letter, then you need to send a cover letter. Not sending one means you have NO shot.
    • If you’re using the body of an email as your ‘cover letter’ then treat it as being just as important as a traditional cover letter. Remember, you’ve a better chance of some of your email being read than you do of someone clicking into your CV, downloading the file, opening it and reading it. Use the email.
    • Do NOT send a mail with ‘CV attached’ and nothing else. 
    • Do NOT send the same speculative mail to a load of companies, using the CC or BCC field. Even if you BCC it, it’s going to be obvious it’s generic and not specific to the business receiving it or to a role they may have available.


    • If you choose to include a picture, make sure it’s a recent one. We know of interviewers actually thinking a different person has shown up for an interview, such is the difference between how they look now and how they looked in the photo that accompanied their CV.
    • Give concrete proof & examples. Don’t talk at the person reading it. Show them what you’ve achieved. Use statistics. Outline competencies developed in previous roles. Note achievements.
    • Do not lie or embellish. You do not need to turn working in your local shop into ‘Senior Retail Supervisor’s Retail Assistant’. Say you worked in a shop and then explain what you achieved and learned there.
    • Do not write Curriculum Vitae at the top. It’s clear what it is. You don’t need to waste space with Curriculum Vitae written in size 20 font.
    • Save your CV as a PDF. When you’ve finished with your CV in Word, go to Save As and change it to save as a PDF. This looks more professional and makes it more difficult for someone to alter anything in there. It also makes sure the recruiter sees it exactly how you want them to see it. Different software can render your font choice unreadable.
    • Give the file a helpful name. Guess how many have the file name ‘CV’ or ‘My Cv’. That’s not very helpful to the person trying to keep track of them. Use a file name along the lines of ‘CV.JobRef2031.MarynRosney.pdf’.
    • Keep your CV up to date. Even if you’re not actively looking for a job, add new experience or qualifications to your CV as you gain them. You may hear about your dream job a half hour before applications close and firing in a CV that’s not current won’t do you much good.
    • Do not list ‘Social Media’ as a skill. At least, do not do this on the basis that you have Facebook, Twitter and Instagram accounts and simply can’t tear yourself away from them. That’s not a skill. If you’ve Digital Marketing qualifications and / or real experience in delivering business results using social, then, by all means include them.
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    • Be creative. Take a risk. Do something to make yourself stand out. Most CVs look exactly the same. Trust us. People aren’t then same so why should their CVs be? Nicholas, in the picture above, did something very clever. Check out Leah Bowman’s LEGO CV and Jobless Paddy’s campaign for a job.
    • There is no excuse for spelling mistakes or bad grammar. None. Have someone else read over it for you. Fresh eyes catch things. Do not rely on spell checker to catch everything. It’s not designed to and will not catch everything.
    • Research the company. Most people don’t. Why should someone care about you if you don’t care about their company? If you do take the time ot do this then make sure it comes across in your CV, cover letter or email.
    • Use language of the employer, not the employee. Remember your audience and look to connect with them through the language you use.
    • Read the job description properly. Numerous people who fed into this blog post told of people applying for very senior roles that they would simply not be suitable for. Ambition is one thing, but make sure you know what you’re applying for.
    • Provide what was asked. If the job ad asks for 3 things and you send in 1 of those do you think you’re in with a shot at the job?
    • Take your time. Lots of employers we spoke to noted that applications received very soon after a job ad goes live don’t sit well with them. People applying that quickly probably believe they are showing how keen they are when, in reality, what it actually proves is that they (very likely) did not research the company and / or role and just fired off something generic. Take your time and give yourself the best shot at getting an interview and, ultimately, getting that job.


    Loads of people are going for the same jobs, especially in the current climate. You want to stand out from the crowd. Spend some time on your cover letter / email and CV. Do yourself justice rather than just being another applicant.

    We recently advertised some work and had over 50 applications in the space of a week. I can honestly say 2 stood out from the outset. Just 2.

    We purposely left out things that caused a lot of debate among the employers / hirers we spoke to on this. Things like the perfect length of a CV, whether to include your references or say ‘references available on request’ and whether to include your Leaving Cert results and / or your date of birth are contentious and a matter of opinion. Including those would make this post less useful. 

    We wanted this post to be as helpful as possible and, as such, have included things there was widespread consensus on. We hope it helps some of you out.

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    Marketing Salary & Employment Sentiment Survey 2015: The Results

    Posted By Alternatives, Thursday 8 October 2015
    Updated: Wednesday 10 February 2016
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    We’re delighted to share the results of the 2015 Marketing Salary & Employment Sentiment Survey run by the Marketing Institute of Ireland in partnership with the Alternatives Group. This partnership has allowed us reach out to the broad marketing community and get the views of over 1,000 marketers this summer.

    The survey is the most substantial one of our profession and serves as your ultimate go to guide. It not only establishes salary benchmarks by sector but also provides valuable insight into overall market and marketing sentiment from those that are closest to customers, the marketers.

    In terms of results, we’re delighted to note, for the second year running, a dynamic and evolving marketing sector, significantly improved market conditions and sentiment and this is reflected in the positive feedback and future outlook of our respondents.

    To download the full report, please click on the image below.

    MII Marketing Salary & Employment Sentiment Survey 2015

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