Drtv Advertising All You Wanted To Know About It

DRTV or Direct Response Television Advertising is gaining a lot of popularity in UK and other parts of the world. It allows business owners to increase the sale of their goods dramatically.

Unlike ordinary TV advertising campaigns that make the audiences react later, usually when they visit the market or when there is a need for a particular product or service, DRTV advertising campaigns generate immediate response from the viewers. They contain act now message. DRTV advertising gives more information to the viewers such as product description and features, product benefits, pricing, and more to entice him to actually pick up the phone or visit the website to place the order.

DRTV advertising is thus a special kind of marketing that is aimed at immediate sales. It creates product awareness and builds up strong brand image as well. This is the reason why several renowned business houses use DRTV advertising to increase their sales in a real quick time.

As well as eliciting a quick response, DRTV adverting has another great advantage. It is a cost-effective means of television advertising. Normally, television advertising campaigns are aired on mainstream channels during prime time hours when TV advertising rates are the highest.

But, DRTV advertising commercials are shown on daytime TV or satellite channels. During those hours, Television advertising rates are much cheaper. Further, DRTV campaigns last for 40 to 60 seconds. So, you get almost double the time to communicate with your target audiences. With their act now message and increased sales, DRTV advertising campaigns mostly pay for themselves thus cutting down Television advertising cost considerably.

This is not all. DRTV advertising allows greater flexibility. You can monitor it closely and if you get more response from a particular network and on particular hours, you can increase the frequency of your DRTV advertising campaign on it and cancel or reduce on others.

If you are considering direct response TV advertising, it is advisable you seek professional services of an agency that has in-depth knowledge and experience that is vital for the success of DRTV advertising. Such a DRTV agency would help plan and manage your DRTV advertising campaign to help you grow successfully and efficiently.

For the best DRTV advertising campaigns, you may log on to pacemedia.co.uk The website specialises in DRTV advertising, UK TV advertising, and low cost television advertising.

Using Electrical Wholesale To Start Your Own Business

Starting your own retail business can be daunting, but nevertheless exciting. Electrical items are a good choice of commodity to sell because most people require electrical goods at some point in their life.

Homes in the UK are full of electrical appliances, meaning this can be a very lucrative business if you get it right.

Firstly, you will need to find an electrical wholesale supplier. Electrical wholesale suppliers sell their products to retailers without charging any sales tax, and so items from a wholesaler are cheaper than you would find in a retail store.

Prices may vary from one electrical wholesale vendor to another, and so do your research to find the best business to buy from in terms of both price and service. Thanks to the internet, research of this kind is only as much effort as a few clicks of a mouse.

Next, you need to decide whether you wish to retail on the high street in a bricks and mortar store, online, or both. Many businesses which began on the high street now retail online too, and this is known colloquially as ‘click and mortar’, although the amount of independent electrical retailers on the high street has diminished considerably in recent years, partly because they do not have the huge buying power of the big chains of stores, and also because the savvy consumer is now likely to check out prices online before making a purchase.

Beginning your retail business online is a sensible way to start; the overheads are low (rent on a bricks and mortar premises in a shopping area can be very high) and so there is less financial risk involved.

You’ll need to invest money if you want to have a successful transactional website, but in the meantime, a good way to go about things is to set up as a shop on eBay. Here, you are on an equal platform to other sellers, and if your prices are right, customers will click through and buy from you.

As a seller of electrical goods, there are regulations that you must follow, namely the Waste Electrical and Electronic Equipment regulations (WEE) which came into place in 2006. These put responsibility on producers, distributors and users of electrical equipment, and so apply to you, your electrical wholesale suppliers and your customers, and so be sure to adhere to the advice of these rules.

Roll-Top Womens timberland Boots online sales

timberland boots sale Timberland Roll-Top BootsWaterproof leather for comfort, durability and abrasion resistance; Direct-attach, seam-sealed, waterproof construction keep feet dry in any weather ; Padded collar for a comfortable fit around the ankle and help keep out debris ; When rolled down the leather lining is exposed ; Durable laces with Taslan? fibers and rustproof hardware for long-lasting wear ; Footbed and inside of shoe is completely lined with soft, breathable leather ; Non-marking, rubber lug outsole for traction and durability.

Cheap Timberland Shoes And Boots- How to find out if they’re real?

With so much phony items being sold these days, one of ttimberland shoes uk he things that many people are concerned about is whether or not the boots they choose to buy are the real deal or not. Although this is not a issue for a lot of people, a lot still insist on only buying the genuine things and stay away from many of the look-alikes. Thankfully, Timbs (or timberland shoes) and boots are equipped with a Style number. Timberland shoes can be found online for quite cheap as compared to their prices in stores. Often this happens because the supplier buys in bulk and selling at a discount. Or it could also be that someone simply wants to sell the boots without regard of the price. It could be because the shoe size was too for him/her, or it was just not their style.

But on the other hand there are quite a few Timberland varieties being cheap timberlands sold for a fraction of the price. However, a great deal is not always a great deal when after winning the auction you find there is no Style # to be found. If you get an item without a Style number, there is a possibility that it is a fake. But if it comes with a style number, the item could still be a fake. In a situation like this you can simply visit the Timberland website and send them a question over email in regard to the Style number and a description and color of the item. The customer service branch is terrific and they will gladly check the style number with the item description. Roll-Top Womens timberland Boots online sales

Upcoming Publication On Global Golf Industry

Worldwide golf sport and equipments/supplies industry is highly fragmented with largest contribution coming from the US, Japan and some of the European countries. Golf industry has a large number of male participants than female while this trend is slowly changing and increasing number of women are entering into the golf business. India and China are emerging markets for this sport.

Per capita income and demographic trends leave a major influence over golf demand and participation. The US golf industry is one of the largest in the world and has advanced golf facilities. While in recent times, its growth rate is slower than expected because of the high cost involved in the game and present economic conditions of the US does not allow spending much on leisure activities. Golf apparel and accessories segment started gaining popularity due to rising per capita disposable income in all parts of the country. The golf industry, particularly equipment sales, is impacted by the participation rate, especially from a group of core golfers, and also by the number of rounds played.

Within Europe, a major portion of golf demand and supply comes from few countries wherein the UK and Ireland stands on top. The European golf industry is benefiting from rising golf participation rate in the UK and revenues generated from golf tours. A major portion of the demand for golf equipment is coming from Western part of the Europe, while Eastern Europe is also indicating rising interest of population in the sport. Manufacturers of golf equipments have reduced their production estimate for 2012 and 2013 due to falling national income and trade.

Golf industry in Asian region is expanding rapidly with growing income and rising golf tourists. It has been estimated that number of golfers in these regions increasing rapidly and generating need to serve rising number of members. India offers huge opportunities for golf industry with large number of population and rise in foreign tourists arrivals.

The upcoming report on Global Golf Industry, Participation and Growth Forecast will provide a detailed analysis of golf industry development worldwide with focus on Europe and the US markets. The study will include participation trend, impact of economy over golf industry, golf equipments demand and forecasts. The report will also analyze industry trends, macro economy environment and driving forces accounting for change in the industry.
For more information, please contact

Mitigating Seasonal And Temporary Recruitment Risks

In today’s economy, seasonal and temporary staff can be found in audit offices as well as the shop floor and in the ski resort. As companies strive to have the exact amount of people on board to fulfil fluctuating business demand, finding optimal temporary staff has become a priority for many employers. So what are the risks and rewards associated with temporary staff and what steps can organisations take to build a reliable and flexible workforce to meet seasonal as well as ongoing business demands?

According to the latest figures from the International Confederation of Private Employment Agencies (CIETT), the UK has the highest number of temporary workers in Europe, with over 1.3 million temps working in the UK; thats around 5% of the UK workforce.

Since the 1970s, temporary staffing has expanded rapidly to become a significant feature of many national labour markets. Temporary employment, be it seasonal, ad hoc or interim work, is now a permanent feature of the business landscape and for many organisations, it is a form of working that has become integral to business strategy. Indeed, recent research from the University of Manchester has found that the recession has led many firms to have in place a buffer zone of temporary agency workers. During tough economic times, firms may increase the proportion of their workforces which are externally sourced from temporary recruitment agencies as a means of managing the risks of any future recessions. While for most firms, this strategy is a short term one, there is also evidence that it has developed into a longer-term approach to workforce management.

Temporary staff can be quickly deployed to cope with unforeseen demand, cover sickness, holiday absence and maternity leave and provide extra support due to seasonal demand like the Christmas rush or financial year end. During times of recession, using temporary staff also allows organisations, at least in the short term, to avoid the costly need to sack permanent, core members of the workforce.

The use of temporary staff can also help to reduce the fixed costs associated with labour hiring and recruitment. Temporary workers, for example, represent a relatively low cost method of screening for potential permanent employees, monitoring their on their job performance and culture fit. Recruiting permanent staff from a pool of temporary workers enables businesses to try them out for size over a longer period of time than would be possible under most probation schemes. Conversely, for other employers, using temporary staff can be a way of securing additional time to use for searching for permanent employees.
In more recent years, there has also been a rise in the use of independent contractors by organisations. Contract workers provided added flexibility when a company requires it. They can do one off jobs or provide a service which no other member of staff can provide. In many cases, they can often begin work at short notice which helps employers to meet a sudden demand. The added benefit for the employer is that they are not responsible for their PAYE or national insurance contributions.

Clearly, hiring temporary staff offers a number of specific advantages to employers. However, they do come in all shapes and sizes. The good ones can help a company thrive in the difficult times or offer valuable help and support at short notice. The very best temporary workers are often highly motivated, some seizing on the opportunity to gain valuable experience and may see the role as a stepping stone to a permanent position. Others may resent the fact the role is not permanent, they might lack motivation and commitment and could be detrimental to a companys business. At their very worst, a temporary worker may gain employment under false pretences, which potentially could have very serious repercussions.

The organisations which tend to have seasonal peaks and a greater demand for temporary workers, also tend to be organisations where these seasonal or temporary employees are most likely to have close access to customers, either directly (in the case of retail and the hospitality industry) or indirectly (in the case of call centres or financial institutions). In both cases, the implications of placing the wrong person in a temporary job could be severe and have potentially high financial, legal and reputational consequences.
Experian has found that organisations use temporary staff and contractors while largely ignoring or being unaware of the risks. While the timescales associated with recruiting temporary staff are short, this should not be an excuse for not carrying out appropriate background screening on temporary staff. By doing so, these employers are taking massive risks affecting their own organisations and the public at large.
So what are the specific risks and what implications do these have for employers?

Many organisations, which have fluctuating seasonal and temporary demands, employ a significant number of migrant workers. The immigration, Asylum and Nationality Act 2006, makes it a criminal offence to employ someone who is subject to immigration control and who has no permission to work in the UK. In 2009, the UK Border Agency imposed 2,210 civil penalties on employers of illegal workers totalling 22.1m, almost double the number of civil penalties issued in 2008.
With forged identity documents often very hard to spot without specialist equipment or Scotland Yard level expertise, the importance of electronic identity validation and appropriate background screening should not be underestimated when it comes to temporary employees and complying with immigration legislation.

The Corporate Manslaughter Act places a legal obligation on employers to ensure that the staff they employ do not pose a threat to themselves or others. For sectors like retail and hospitality, ensuring that customers have a safe and pleasant experience is critical to their success but dependent on having honest, reliable and trustworthy staff. In order to protect themselves from legal and financial repercussions further down the line, organisations must satisfy themselves that the temporary staff they employ have the appropriate qualifications, a full and valid employment record and no previous convictions.

The possibility of hiring someone who may pose a direct criminal threat may seem rare, but the fact that the value of reported fraud in the UK has increased by 153% since 2003 reminds us how serious a threat this is to UK businesses. The latest figures from CIFAS, the UKs fraud prevention service, show a substantial rise in the number of cases of employee fraud identified in 2009 compared to 2008. CIFAS also reports an increase in the number of cases of employees selling personal data. The implication of this finding is that more staff are being approached by organised criminals and bribed to reveal personal customer data. Indeed, it has been claimed by the police that one in ten of Glasgows financial call centres has been infiltrated by criminal gangs.
Clearly, organisations which hold large data repositories or deal with sensitive financial information are at greater risk from insider fraud. In these days of identity theft, criminals will pay a healthy price for personal information and the temptation for someone in financial difficulties is clear. For these organisations, temporary or contract employees are often the biggest threats when it comes to employee fraud. Generally, they have less to lose, have less loyalty to the company and can also have wide access to sensitive customer information. Fraudsters are also more likely to obtain entry to an organisation through temporary or contracting roles where background screening may be lax or often non-existent.
When it comes to combating employee fraud, these organisations should consider developing an employee screening policy which includes carrying out identity checks, credit checking and criminal record checks specifically on temporary and contract staff and not just those in permanent positions.

Top tips for meeting seasonal recruitment demands and minimising exposure to risk are:
Dont rely on the recruitment agencys screening process – organisations should also undertake internal background screening of temporary applicants
Build a temporary talent bank consider pre-screening a group of recurring seasonal employees who come back during the busy periods
Use background screening to deter timewasters and potential fraudsters – Experians own experience has found that its not uncommon for as many as 15 per cent of applicants to drop out when made aware that a thorough background check is used in the recruitment process
Effective workforce planning – plan well in advance for busy periods and line up a pre-screened workforce that can be called upon at short notice
Outsource the background screening process not only will this save time and money but will also ensure legal obligations are met