Editorial Board   Guest Author

Mr. Coughlin

Michael Coughlin

Managing Director, Digital Blue Creative

Michael Coughlin has twelve years of experience of working in the digital marketing space with core competencies in online branding, marketing analytics consulting, global paid search management, social media management, creative video production, and website usability. He has wide-ranging expertise working with companies as small as early stage startups to companies as large global Fortune 500 enterprises. Prior to forming his own agency business, Mr. Coughlin played pivotal roles in the early stage growth of multiple digital marketing companies. As Manager of Paid Search and Media Buying at Acronym Media in New York, he helped form and lead a team of digital marketing professionals for over five years and has been a leader in industry innovation ever since. After leaving Acronym in early 2010, he went on to form a hybrid search and social media marketing consulting and thought leadership group where he led business development and marketing efforts for the company. Throughout his career, Mr. Coughlin gained tremendous experience working with global companies in almost every industry, including big brands such Four Seasons Hotels & Resorts, XV Beacon hotel, Humana, Sony Music, SAP, Wharton School of Business, Scholastic, National Grid, BMW, Boston.com, and Boston Globe. For Four Seasons, he managed marketing campaigns in as many as fifteen different languages in as many as thirty countries. Currently, Mr.Coughlin manages his own creative digital agency, Digital Blue Creative. Whether it's producing captivating commercial videos, implementing search and social campaigns that attract traffic rather than compete for it, or designing analytics programs that help determine the truest return on investment, Digital Blue Creative helps businesses cut through the clutter and make a lasting impression in today's overcrowded marketplace. With a BA in Communication from Boston University, Mr. Coughlin is a public speaker and frequently speaks at SEMPO (Search Engine Marketing Professional Organization) and ClickZ events (formerly Search Engine Strategies) events across the nation. He has also contributed to multiple articles in publications such as Newsday, Tech Investor News, Website Magazine, The Canvas Mag, NBC Chicago, and Search Engine Journal.

Mr. Coughlin can be contacted at 844-468-6258 or Mike@DigitalBlueCreative.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.