Editorial Board   Guest Author

Mr. Friedman

Peter Friedman

CEO and Chairman, LiveWorld

Peter Friedman is the CEO and Chairman of LiveWorld, and the author of The CMO's Social Media Handbook: A Step-by-Step Guide For Leading Marketing Teams in the Social Media World, from which this article was excerpted. Connect with him @PeterFriedman. Peter Friedman is a social media expert and veteran marketing professional. Over the span of 30 years, Peter has provided global brandswith strategic social media counsel and developed hundreds of socialmedia programs across the globe. Some of these programs include AppleLink, the industry-wide social network for Apple Inc.; the MINICooper Members Lounge; Unilever Dove Campaign For Real Beauty; HBO's character-driven website community; the American ExpressMembers Project, and Facebook and Twitter programs for one of the world's largest retailers. In 1997 Peter founded the social content marketing company LiveWorld and secured more than $100 million in private funding. He then led the company to its IPO in 1999, added hundreds of employees, and maintained course through multiple market crashes, recessions, and resurgences. Prior to founding LiveWorld, Peter served as vice president and general manager of the Internet Services Division at Apple Inc. where he oversaw the creation and management of social media services for AppleLink™, eWorld ™, AOL, and Salon. During his 12-year tenure with Apple, Peter also managed its Business Systems Marketing and product line management within the Macintosh division. Peter's insights on the social media space can be found on many blogs and media outlets across the web including The Huffington Post and Social Media Monthly. He is also the author of “The CMO's Social Media Handbook, A Step By Step Guide For Leading Marketing Teamsin the Social Media World”—a practical tool kit and crash course in social-media-theory that helps big-brand marketing leaders learn how to strategize and execute a long-term social media plan in order to create dialogue and deepen customer relationships Peter Friedman earned his MBA from The Harvard World”—a practical tool kit and crash course in social-media-theory that helps big-brand marketing leaders learn how to strategize and execute a long-term social media plan in order to create dialogue and deepen customer relationships. Peter Friedman earned his MBA from The Harvard Business School and bachelor's degree in American History from Brown University.

Please visit www.liveworld.com for more information.

Mr. Friedman can be contacted at 800-301-9507 or hello@liveworld.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.