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Sixty-three percent of users ages 18 to 34 are using ad-blocking software when viewing digital content, and 41 percent of internet users overall block ads. Just last year, PageFair published a report on ad-block rates that provided unprecedented insight into how many users utilize ad-blocking software when they browse the web. For example, ad blocking cost publishers around $22 billion during 2015, and U.S. ad blocking grew by 48 percent to a staggering 45 million active users as of June that same year. This widespread usage of ad-blocking methods has created a demographic that marketers can’t reach with traditional digital marketing strategies.

Especially because advertising is the way content on the web is financially supported, ad blocking can have a negative effect on marketing efforts. “Many of the most popular tools marketers use to measure and analyze visitors’ activities on their websites —and improve user experiences — may be affected,” HubSpot says. But there are ways to create valuable web content that isn’t blocked. Savvy marketers can adapt by gaining a better understanding of ad-blocking software as well as the expectations of their target audience.

The Adblock Age

Ad blocking, through browser extensions, plugins or other software, removes advertising from webpages. This can include text ads, banner ads, sponsored content and video pre-roll ads. What might be blocked by these tools varies. Some remove all advertising from webpages, while others block things that are perceived as a privacy risk, like the “tracking codes that provide marketers with information about visitors’ activities on the page,” according to HubSpot.

Ad-blocking methods offer benefits like faster load times and improved battery life to the user, but they can undermine the efforts of marketing teams by affecting analytics. Ad-blocking technology can also negatively impact user experience: “To a site visitor using one of those [ad-blocking] apps, your website might look like it’s … missing content or has broken links,” HubSpot says. Ad-blocking technology exists on a wide variety of platforms. Desktop, Android and iOS users all have the option to block ads for browser applications.

By far the most popular extension on the market is Adblock Plus, which is the most downloaded browser extension of all time, Vidooly says. As a content and ad-blocking extension, Adblock Plus has around 50 to 60 million users per month; 2.3 million people download the extension each week, ScribbleLive notes. Software like this is here to stay, resulting in a changing marketing landscape that leaves traditional methods behind.

But who is using this software? The Drum cites a study by marketing firms Moz and Fractl, which found that “the take-up of ad blocking software is most popular among millennials with a solid majority … using it when viewing digital content.” The study, which focused on how to market to millennials, found that mobile/in-app advertising was perceived as least effective, with 29.5 percent finding it “very irrelevant.” What’s interesting is that millennials also have the highest trust in online and mobile ads, CNBC reports. This means that “if companies can send their messages in a natural way without seeming like an ad, it can be very effective,” CNBC explains.

Strategies to Reach the Adblock Generation

The widespread use of ad-blocking technology means that marketers have to be smarter about how they allocate their budgets. They can achieve this by evaluating how effective their current strategy is and where it can be improved. Marketing teams can conduct research to find out if their target audience uses ad blockers, then interact with current and prospective customers to evaluate whether current ads are effective. Now that ad blockers are removing or hiding ads from websites, viewability is more important than ever. HubSpot cites a study from the Association of National Advertisers, which found that 11 percent of online display ads and 23 percent of video ads aren’t displayed to real people; instead, robots create false impressions. Marketers should focus on “making sure their ads are being seen — and restrategizing and reprioritizing if they’re not,” HubSpot says.

A smart way to bypass ad-blocking software altogether is to incorporate inbound approaches. For example, advertise with networks like Google, Facebook, LinkedIn and Twitter, all of which are heralded by HubSpot as “doing advertising the best right now.” Marketers can also increase organic traffic rather than funneling resources toward referral sources. When building out a website’s content, “every new indexed page is one more opportunity for you to show up in search engines,” HubSpot notes.

Millennials can manipulate technology so that they avoid content they don’t want to see but still have access to what interests them.

Whitelisting is another option for those looking for ways to continue using more traditional channels. As Ars Technica points out, Adblock Plus has added more than 300 “sites/entities” to its whitelist. This list includes ads that can be trusted because they are transparent, appropriate to their context and don’t “distort or disrupt the page content.” Though Adblock Plus has paid deals with massive companies like Google and Amazon, smaller websites can be whitelisted for free if they meet certain criteria. The company’s communications manager told Ars Technica that less than 10 percent of the sites and entities whitelisted by Adblock Plus have paid spots on the whitelist.

But for many companies, relying less on traditional channels is the way to go. The fast-paced media landscape requires a different approach. “Millennials are dissuaded by advertisers that are obviously trying to sell them a product or idea,” ScribbleLive says. For this crucial demographic, authenticity and trust are important. ScribbleLive notes that 43 percent of millennials rank authenticity over content when consuming news. Trust and quality are requirements before engagement can occur.

Millennials can manipulate technology so that they avoid content they don’t want to see but still have access to what interests them. In this environment, content marketing enables marketers to “reach an audience that has become immune to traditional advertising,” ScribbleLive says. Marketers should also avoid excessive tracking as a way to build a relationship with their audience. According to PageFair, two-thirds of ad-block users are willing to view ads that are skippable as well. Free content is the most appealing to users, followed by free trial offers and ranking high in search results, Moz and Fractl found.

If marketers audit their current practices and identify areas for innovation, they will find that successful, engaging ads are possible in the age of ad-block technology. Prioritizing content marketing and phasing out disruptive ads can help build relationships with consumers and increase chances of reaching target audiences.

If you are interested in topics like these that are relevant the marketing industry, consider Concordia University, St. Paul’s online Bachelor of Science in Marketing program.

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Human resources (HR) is a great field for driven, organized individuals who are interested in helping businesses reach their goals and helping employees reach their potential. Almost all companies have some form of a human resources department, and as the business world becomes more and more focused on developing human capital, HR professionals are in demand. If you are considering a career in HR, part of your job responsibilities will be to identify candidates for employment that have the characteristics that will make them successful in the role for which you are hiring. However, at CSP Global we know that it is important to understand HR qualities as well. Read on to find out what it takes to be successful as an HR manager and to see if your own traits match up.

Essential HR Management Skills

Organization

One of the most important characteristics of HR professionals is the ability to get organized. This includes strong time management skills and the ability to complete tasks efficiently. On a typical day, you’ll be balancing a variety of different tasks, ranging from hiring and firing, dealing with employees’ personal issues and creating recruitment strategies for open positions. Multitasking is key, as well as self-discipline. You’ll need to set ethical and behavioral standards for others to follow, and make sure you are following them as well. HR professionals also manage deadlines and accomplish tasks quickly so that both employee and employer needs are met.

Ethics

In a lot of ways, the HR department of a company serves as its conscience. This means that you’ll need to have a keen sense of ethics when it comes to confidential information and following company policies. HR professionals have to earn the trust of company employees and executives so that they can effectively do their job; honesty and discretion are key components of any successful HR department.

Communication

A primary function of all HR professionals is facilitating communication between employers and employees. This means that both your oral and written communication skills need to be sharp so that you can relay information clearly and effectively to employees at all levels. Part of the communication requirements also involves negotiation. During the hiring process, or when conflicts arise between employees, successful HR pros are able to help opposing groups compromise and find middle ground.

Problem Solving

In order for businesses to function at their best, the HR department must ensure that individuals with different personalities can work together civilly and accomplish company goals. Also, in order to accomplish the other tasks required of you as an HR professional, you have to be skilled at conflict management and diffusing tense or combative situations.

Expertise

Successful HR professionals are experts on their company’s industry. This will enable you to make informed recruitment and hiring decisions, as well as have a context for company guidelines and policies. Sometimes it’s easy to overlook the fact that HR managers are business professionals as well. Just because you won’t be working in the accounting department doesn’t mean you don’t need a clear idea of how your company works and the business processes that structure it.

Leadership

In many situations, employees look to HR managers for answers and leadership. The nature of many HR positions is that you’ll be seen as an expert on a wide variety of company-related topics, so you’ll need to have the confidence to lead. This can mean anything from finding the answers to employee concerns to putting together a team to run a local 5K race for charity. The best HR professionals can balance being a friendly presence in the office with taking control and helping things run smoothly.

HR Management Online Programs from CSP Global

Do these traits sound like you and what you’d like to learn? If so, earning your degree in human resources is a great place to start. To help you make the most of your HR career, we offer an online Bachelor of Science in Human Resource Management and an online Master of Arts in Human Resource Management. Both programs are offered 100% online.

This means that busy adults like you can complete or advance your degree on your own schedule. You’ll gain comprehensive knowledge and hands-on experience while developing or enhancing the skills required for HR professionals and other organizational leaders. If achieving results through people is your career goal, a CSP Global Online degree can get you there. You’ll have access to key topics in human resource management and its application to a wide variety of organizations. At CSP Global, we know that HR managers are strategic partners within organizations, and a vital part of business success. That’s why we’ve developed a degree that provides you with the skills you need to be competitive in the job market and an effective member of any HR department.

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The human resource field is becoming a notable profession in today’s business environment. Companies continue to see the value in staffing a robust HR department to support employee-centered initiatives, encourage a positive company culture, assist with recruitment and retention efforts, diffuse conflicts in the workplace, and aid with other work-related issues. Professionals are flocking to HR jobs in search of a meaningful career path with great potential for growth. The Bureau of Labor Statistics (BLS) reports steady growth in human resources jobs through 2030, making the profession all the more attractive to new employees. And growth isn’t just limited to one industry. Human resource professionals can discover a career in nearly all business sectors as companies look to staff qualified HR departments for improved employee relations and company outcomes.

Most jobs in this field require a minimum of a bachelor’s degree from an accredited college or university. If you are considering a new career in HR, Concordia University, St. Paul’s human resource degree online can help get you there. Take a look at some career paths within the human resource field that you can pursue with a degree.

Human Resource Manager

Human resource managers oversee department personnel and coordinate large-scale initiatives to engage and motivate employees for optimal productivity and satisfaction. They are responsible for implementing and maintaining company processes and systems for streamlined, ethical, and effective operations. HR managers work with the executive team to improve workplace morale through initiatives and programs and also work with employees to define attainable tracks for promotion and career growth. HR managers generally supervise all components of human resources, including recruitment, jobs training, retention, conflict management, and more. According to the BLS, human resource managers earn a median annual salary of $126,230 in 2022.¹

Human Resource Generalist

Some companies (often smaller businesses) do not have the capacity or need for a large-scale human resource department. In these cases, a human resource generalist will handle all aspects of HR, including recruitment and hiring, employee relations, payroll and benefits, jobs training, administration, and more. A generalist position is a good entry-level career for recent graduates, as it provides a wealth of experience in all areas of HR, helping you to identify your career interests. Payscale reports that the average salary for human resources generalists in 2022 is $56,387.²

Employment and Recruitment Specialist

Rapidly growing companies can sometimes run into hiring issues; maintaining a balance of manageable growth can be challenging for some companies. Human resource professionals are being called on by expanding companies to help assist and, in some instances, lead hiring efforts to facilitate efficient growth and development. These professionals are charged with recruiting the right talent to meet company demand and retaining current top-performing employees at a pace that is sustainable and efficient for the company. These HR specialists may recruit locally through local job boards, career fairs, and social networks or travel to colleges or universities to speak to impending graduates about prospective jobs. They will often screen applicants for managers during the initial hiring processes. They will also take charge of retention efforts to help managers create valuable incentives to keep top talent on the job. According to the BLS, specialists in HR earn a median annual salary of $62,290.³

No matter the career path you choose as a human resource professional, a solid academic foundation is a necessity to build a framework of HR skills, knowledge, and experience. Concordia’s degree will prepare professionals in all aspects of human resources so you can seamlessly enter any HR role. The curriculum is designed to bring traditional concepts to life, giving you practical experience for the workplace. Course topics include managing organizations, survey and research methods, legal issues in human resources, staffing the organization, compensation/benefit systems and theories, and more. Through peer discussions and practical coursework, you are prepared to become a strategic partner within an organization.

Sources

1. https://www.bls.gov/ooh/management/human-resources-managers.htm
2. https://www.payscale.com/research/US/Job=Human_Resources_(HR)_Generalist/Salary
3. https://www.bls.gov/ooh/business-and-financial/human-resources-specialists.htm

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What do Steve Jobs, Larry Page and Sergey Brin have in common? Aside from being 21st-century tech titans, all three had excellent business mentors. And they’re not alone: There is a long tradition of mentoring that spans history and even dates back to mythology. In fact, the term originated with an important character from Homer’s Odyssey. In this text that takes place during the Trojan War, Odysseus relies on Mentor to serve as both an overseer of his household and a teacher to his son, Telemachus.

Historical examples of relationships between mentors and mentees include Socrates and Plato, Hayden and Beethoven, and Freud and Jung. Today, the term “mentor” has evolved to mean a trusted advisor, friend, teacher and wise person, according to a book on mentoring by author and businessman Gordon Shea. Mentoring is a fundamental form of human development where a person invests time, energy and personal know-how in assisting the growth and ability of another person, Shea wrote.

So how does mentoring work in the business world? Sir Richard Branson, billionaire founder of the Virgin Group, discussed his take on how important the relationship between mentor and mentee can be for success: “I have always been a huge believer in the inestimable value good mentoring can contribute to any nascent business. Ask any successful businessperson and, if they are honest about it, they will almost certainly admit to having benefited from the advice of a mentor at some point along the way.” Branson credits his own mentor, Sir Freddie Laker, with helping to shape his entire approach to business.

How It Works

Modern mentorship has flexibility that was not possible in the past. Previously, communication had to be carried out in person or over the phone. Now, mentees can get in touch with their mentors through both face-to-face meetings and online interaction. In addition, mentors can come from many places: Family, friends and business contacts can all play a role. And mentoring can be either casual or structured, depending on what works best for both parties. The most important aspect of the relationship is regular professional contact — no matter how it is carried out.

There are two main factors to consider when forming a mentoring relationship. First, decide on the degree of involvement. The arrangement should meet the needs of both the mentor and mentee, whether they choose to work closely with each other or to carry out conversations by email as needed. Second, determine the level of structure. If the mentoring is formal, there could be regular meetings with specific agendas and goals. In more casual arrangements, mentees might call on the mentor as problems arise or when guidance is needed.

Online mentoring, or e-mentoring, is ideal for those who are looking for an informal connection or who are geographically distant from one another. E-mentoring is an interactive, long-distance relationship between mentor and mentee. In today’s globally connected world, meaningful mentorship is more achievable than ever before.

Benefits

To get the most out of a mentoring experience, it is important to choose a mentor who has a deep understanding of how business works. Although it may seem that the information learned in manuals and classes is enough, the information gained from these sources is better absorbed and applied through the context a mentor can give. Especially for those new to business, building a one-on-one relationship with an experienced advisor is a smart way to help ensure success. According to Miranda Morley of Demand Media, the following are just some of the real-world benefits of mentorship:

Advice

One of the key benefits of the mentor-mentee relationship is advice from a more experienced party. Mentors can provide answers to questions and suggestions that can make a big difference when it comes to navigating the business world.

Perspective

Because they are experienced, mentors can also provide context and perspectives that were not previously considered. For example, they can be knowledgeable about how consumers and potential investors respond to various strategies because they have encountered similar situations in the past.

Improving skills

In contrast to consultants who may only be concerned with what’s best for a business venture, mentors are invested in helping mentees develop business skills for the long term.

Networking

Mentors have valuable connections in the business world. Networking is vital for climbing the corporate ladder, so having a close relationship with a successful mentor can be essential.

Methods and strategies

Business mentorship can also be a source of proven approaches to prevent or address problems when they arise. From recruiting and staffing to cultivating a positive company culture, mentors provide knowledge for all aspects of business.

Long-lasting relationships

One of the most significant benefits of business mentorship is the chance to collaborate throughout the course of careers. Fostering a long-lasting relationship with mentors can give new business professionals access to consistent guidance and resources.

Confidence and encouragement

Sometimes all it takes to make important business decisions is confidence. Mentors are perfectly positioned to provide guidance and reinforce the business skills their mentees have, making them more self-assured in all of their business interactions.

Forbes contributor Ken Perlman is a passionate supporter of mentorship because of its effects on leadership in the business world. He stresses that good mentors can help new professionals learn skills that go beyond the classroom, such as management principles and leadership practices. Perlman has seen firsthand the benefits that the mentor-mentee relationship can have for both parties. “The value of a mentor who can help cultivate leadership skills one-on-one in real-time, reduce the anxiety in taking big steps, and focus leaders on achieving their goals — is huge,” he says. As a mentor himself, Perlman knows how important it is to have an experienced contact who can “provide a different perspective, relate different leadership experiences and ask a different set of questions.” And through his work with clients of all types, Perlman has identified a common theme: “When I ask them, to whom or what they attribute their strong leadership skills, their answers are rather consistent. More often than not, they attribute their leadership skill-building to one or more influential individuals — strong mentors — who helped show them how to lead.”

The Mentor and MAP Program at Concordia University, St. Paul

When you enroll in the online MBA program at Concordia University, St. Paul, you have access to meaningful mentorship from an experienced business professional. The Concordia MBA Mentor and Managerial Application Portfolio (MAP) program sets you up for success through your studies and beyond graduation. All MBA students have a designated faculty mentor to support and guide them through graduate school. Your faculty mentor will act as a personal business coach and help you develop networking strategies, polish interpersonal skills and enhance your resume. Business success is within reach with Concordia’s online MBA. Learn more about the Mentor and MAP program today to get started.

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Accounting professionals have many significant career options, making it one of the most practical applications of a business degree.

In general, the accounting field is involved in recording and analyzing business activities. Accountants provide organizations with financial information so executives can make informed and effective decisions.

Accounting professionals also help ensure that a business runs ethically and efficiently. There are two main career areas within the accounting field: public and private.

What Does an Accountant Do?

Public accountants provide auditing, tax, advisory, and consulting services. The Big Four (Deloitte, Ernst and Young, KPMG, and PWC) are the largest accounting firms in the world.

If you work in public accounting, you will interact with a variety of clients and will generally be a licensed, certified public accountant (CPA).

Private accounting is concerned with the inner workings of businesses, governments, and agencies. In this role, you may or may not be a certified private accountant – not all private accounting jobs require certification, but it is often preferred. Private accountants work for specific companies and are an essential part of the success of any organization. For this reason, many public accountants eventually work in the private sector.

If you want a career in the essential and dynamic field of accounting, then getting an online accounting degree could be the right choice for you. Degree programs like those offered by Concordia University, St. Paul can prepare students to compete in the job market. To help you decide whether a career in public or private accounting is right for you, we’ve put together a comprehensive guide to work in both areas.

Public Accountants vs. Private Accountants

Which Field of Accounting is Right for You?

Generally speaking, the discipline of public accounting is where most accountants begin their careers. This is because it enables accountants to gain a broad base of experience in the early years of a career. However, the examination role that is required tends to make it a less popular choice for a long-term career.

For longer-term employment, private accounting is more popular.

Overall, public and private accounting are different aspects of the same field. Both involve the same basic job activities, skills, and education. The differences arise when students join the workforce and begin to apply the knowledge and skills they have learned. Public accounting offers specialization and the opportunity for much advancement in exchange for what some would consider higher stress levels. Private accounting is predictable and offers more flexibility. Accounting professionals will likely work in both the public and private sectors over the course of their careers.

Accounting at Concordia

Getting your accounting degree from Concordia will prepare you for accounting careers in business settings, government agencies, and nonprofit organizations. Employment in both the public and private accounting sectors is growing, so now is a great time to get started on your career with a quality education.

Concordia’s online accounting program is offered in a blended format and includes 40 credit hours that students can complete on-campus and online. Building on a core business education, it prepares students for the CPA and certified management accountant (CMA) certifications.

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Human resource departments are growing into strategic arms of company operations and are firmly up top of the organizational hierarchy. No longer are these professionals simply tasked with heading up social committees and planning anniversary celebrations. Human resources is becoming a more technical profession charged with numerous responsibilities that are vital to a company’s life blood, such as building and maintaining a strong workforce through recruitment and retention efforts, supporting employee relations by facilitating effective communications between managers and employees, maintaining corporate ethics in all company dealings, generating effective workplace compensation plans and more.

And, because of the growing complexity of the field, education requirements are becoming more strenuous for professionals seeking entry into the realm of human resources. For would-be human resource generalists, a college degree is a necessity to prepare them for the rigors of the field. You can earn your human resource degree online from Concordia University, St. Paul. Take a look at some of the core courses you will complete as part of the curriculum at Concordia.

Managing in Organizations: Management is a central function of human resource departments. And, while you may not be directly managing people, you will most likely manage processes and projects that require a grasp of best practices and field applications. This course will discuss management concepts such as motivation, self-directed work teams, systems theory and more to develop your leadership capabilities.

Advanced Human Resource Management: The human resource professional serves in a variety of supportive roles in a company’s hierarchy. This course will explain these roles in detail as well as how they align with the changing nature of the workforce.

Survey and Research Methods: Basic survey and research methodologies are employed in human resources to gauge a more complete understanding of your workforce, including culture and benefits to assist in retention and recruitment efforts. This course will discuss tools and methodologies that can be used by HR generalists.

Legal Issues in Human Resource: Employment law is a critical component to our curriculum, as it is an essential piece of a HR generalist’s wheelhouse. This course will discuss the history behind labor management and the law’s application to today’s workforce. Topics discussed include wrongful discharge, harassment, interviewing, selection, compensation and benefits. This course will also cover negotiation and mediation strategies in the work setting for HR professionals.

Staffing the Organization: Building a strong workforce is important to a company’s overall productivity and profits. Hiring the right employees to fit your established company culture is also central to maintaining positive and efficient work environments. This course dives into talent management by covering concepts such as recruitment, forecasting, selection, orientation and retention.

Compensation, Benefits Systems and Theories: Employee compensation is a hot topic around the water cooler as workers seek to earn a salary that aligns with their perceived value to a company. Human resource professionals often work closely with managers to ensure pay scales match up with regional averages and are an accurate representation of an employee’s value. Learn more about compensation theories, including salary administration variable pay, performance management, position evaluation and monetary and non-monetary reward systems through this course.

Organizational Development and Change: The human resource department is often tasked with improving overall organization processes to bolster efficiency and productivity. Often, these professionals are called in during times of major change to ensure efforts are aligned with new organizational goals and capacity. This course will give you a foundation for navigating corporate change, performing and assessing organizational needs, and identifying options for training employees.

Strategic Human Resources: Gain confidence in your role as a HR generalist in the organizational hierarchy through looking at case studies and readings that support the value of human resources in corporate business environments. This course will take a deeper look at human resource professionals as partners in strategy with their organizations.

Business and Personal Ethics: The human resource department is often the ethical conscience of a company that aligns corporate decisions with business ethics. Through the examination of case studies and group discussion, you will establish your own ethical positions on corporate issues.

Concordia University, St. Paul prepares you for a new career in human resource. Gain a broader understanding of human resource and its role in corporate business environments. New students as well as adult learners returning to earn this specialized degree will benefit from its comprehensive approach to a growing field.

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An online MBA is your path to higher-paying jobs

The Master of Business Administration (MBA) has long been a valuable degree for professionals seeking career advancement and higher earning potential through an advanced skill set, expanded knowledge base and enhanced industry-related aptitudes. Employers sought out these highly qualified and in-demand professionals to fill managerial and leadership roles to enhance operations, increase efficiency and improve profits. However, the recent economic crisis hit the job market hard, and MBA graduates felt the effects.

The good news is the economy is seemingly bouncing back, and job numbers have been on the gradual move upwards for the past several months. In fact, according to a recent report from the U.S. News and World Report, the job outlook for MBA graduates has indeed improved. Earning an online MBA can position you for immense career opportunities. For new graduates or professionals who have been out of the job market for a while, consider the following careers for diverse opportunities and higher earning potential.

• Marketing manager: Marketing is a field that requires professionals who have a creative and strategic mind, which is ideal for the MBA graduate. A marketing manager promotes an organization’s products and services to various target markets. Marketing managers must stay on top of consumer and industry trends to best serve their clients. The Bureau of Labor Statistics (BLS) reports the average salary for a marketing manager is more than $108,000.
• Management consultant: As businesses across industries work to rebound after a devastating few years in the economy, they want smarter ways of doing business. Many are seeking out the help of a management consultant to assist with this restructuring so they can optimize operations and improve overall efficiency. A management consultant earns an average of $73, 500 annually according to the BLS.
• Trader: For professionals who live life in the fast lane, an MBA is good preparation for a career as a trader. Traders buy and sell stocks, bonds and options, and they earn an average starting salary of $96,000 according to the BLS.

An online MBA is the ideal tool for discovering an exceptional career with immense growth and earning potential.