A Day in the Life of a Digital Marketing Specialist

Digital technology is reshaping labor markets, causing job seekers and hirers alike to continually keep track of trends in job markets to understand emerging opportunities and requirements for digital skills. For this report, data from the LinkedIn platform provide a rich and real-time resource for tracking trends in skill supply and demand. LinkedIn’s Economic 

Graph dataset captures LinkedIn’s 774 million individual members and 57 million companies globally, analyzed through the prism of 38,000 skills and across 120,000 educational institutions. This report summarizes key trends in digital hiring found in LinkedIn’s Economic Graph dataset, covering India, Indonesia, Malaysia, and the Philippines, with Australia, 

Singapore, and the United States (US) as developed economy comparators. LinkedIn data provide valuable real-time information on trends in hiring and occupational profiles, albeit with certain limitations. The methodology used in analyzing data from the LinkedIn platform is explained in Annex . In addition to analysis using the LinkedIn Economic Graph, this report includes findings and analysis from surveys of employers and online education providers to 

Capture recent trends in digital skills

hiring, and more specifically the use of digital credentials. The surveys, commissioned by the Asian Development Bank, covered Bangladesh, India, Indonesia, and the Philippines, with the US as the developed economy comparator. The Companies are trying to build those closer relationships, boost loyalty, and create buzz from consumers by applying experiential marketing techniques; but, they must interact with their consumers at events if they are to do 

things. "The great majority of professionals think engagement is the strong suit of experiential marketing," claims The International experience Marketing Association (IEMA, 2007).Engagement has strong effects on brand development since all the characteristics businesses aim for with different marketing approaches are satisfied by means of 

experienced marketing. Among the effects are loyalty, attention-grabbing, emotional response, memory creation, word-of-mouth stimulation, attitude change, trust building, ansurveys focused on three priority industries important for future growth in Asia: smart city development, online education, and the green economy. Within these industries, 133 hiring and recruitment executives of leading global and local firms were surveyed to illustrate how 

Employers cope with digital talent

and skill shortages; what kind of skills and credentials are needed for the future of work; and how new online, nondegree credentials are evolving in relation to traditional, degree, and certificate qualifications. As part of qualitative surveys, 25 employers were interviewed at length. Further, 96 online education executives in charge of business development, growth, and strategy at institutes that provide digital skill training and digital credentials were 

surveyed to explore demand for new digital skills, emerging types of credentials, and how they collaborate with industry and educational institutions. In-depth discussions were held with 20 of them. The analysis thus reveals key trends in digital hiring in the three growth industries, demand for specific roles and skills, and the educational profile of tThe pandemic has accelerated demand for digital talent, especially in the industries most heavily affected. 

LinkedIn’s Jobs on the Rise report revealed surging demand for professionals in health care, education, and digital services in Southeast Asia and India.1 India’s health-care market, for example, is expected to be worth $372 billion in 2022, up from $61.8 billion in 2017, and this will continue to spur job growth iThese findings indicate that basic digital skills are pretty much essential and do not confer on job seekers a competitive edge. Workers with either 

Intermediate or advanced digital skills

are muc more in demand than those with only basic digital skills. Those with only basic digital skills are nearly on par with those who did not report any digital skills at all. It may be that basic digital skills such as digital literacy are so common that many who have them do not list them on their LinkedIn profiles. Those who have either intermediate or advanced skills are more likely to list them to stand out to potential recruiters or employers. Despite this, 

trends indicate that basic digital skills are foundational, and that investing in higher digital skills is what brings better returns on the job market. Interestingly, there is not much difference between hiring trends for intermediate versus advanced disruptive skills. Intermediate skills enable those who master them to deploy hardware and software to build tools, platforms, and 

applications that can be easily used by others with only basic digital skills. Advanced disruptive skills are needed to develop new technologies such as artificial intelligence (AI), robotics, and genetic engineering. That there is nearly equal demand for intermediate and advanced digital talent suggests strong codependence between the categories as technology advances. n the industry.2 Digital hiring in education continued to grow even during the 

Conclusion

pandemic, with education technology or edtech companies and online training portals occupying the top 10 positions in education as employers hiring digital professionals.3 Meanwhile, with the number of social media users in India growing by 48% year on year to reach 400 million at the beginning of 2020, India looks set to continue to see growth in demand for digital marketers and content creators (footnote 3). The pandemic has thus 

companies across multiple industries to expand their digital infrastructure for consumers, as well as for their own operational and management needs. A more nuanced view of digital trends emerged from analysis of the share of new jobs that went to digital skill categories in 2020 relative to 2019 (Table 1).he labor force.d product demand increase (IEMA, 2007, p. 3). Participating in the use of experiential marketing helps businesses create stronger and more 

well-known brands.Experiential marketing was developed by Schmitt (1999), and places like Faand originally presented as a fountain drink at Atlanta, Georgia's Jacob's Pharmacy. Patented in 1887, Coca-Cola registered as a trademark in 1893 and by 1895 it was distributed in every state and territory in the United States. Coca-Cola is among the top beverage brands in the US nowadays.Third company under analysis in this paper was 

Monster Energy. Monster Energy is anenergy drink launched in 2002 by the Monster Energy Brand, which is the leading marketer and distributor of energy drinks and alternative beverages.  With about 35% of the 31.9 billion dollar energy drink market as of May 2012, the Monster Energy brand promotes and distributes over 34 distinct brand of beverages. With their tagline, "a lifestyle in a cancebook, Twitter, Google +, YouTube, and Instagram visite

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