Posted by: Simon Lewis | 11/03/2010

5 things you must do after a networking event

Steps to success 375 Attending an event can be a proactive step towards self-development, but few people maximise the potential of what they learn and who they meet. 

 

Here’s what you can do to ensure your networking experience lasts longer than the night before.

 

Use the business cards

You’ve spoken with someone useful and they felt empathy enough to pass you their business card.  Don’t let it get lost in myriad of mayhem you call your organised desk, use it for its purpose and contact the owner.  It is perfectly acceptable to call the person but if email’s your thing, drop them a line explaining where you met and suggest how to move forward.  Should you meet again?  Do you already have a proposal?

Remember, if your new acquaintance didn’t want you contacting them, they would have kept their card to themselves.

Check out the attendee list

When registering, most event organisation sites allow you to see who else is attending.  This is vital information, both prior to the event and, most definitely, after.  Tap the name of the person you want to connect with into a site such as LinkedIn and, hay-presto, you’ve got the person’s profile.  Invite them to join your network by offering them a good reason for doing so and you’ll be meeting for a coffee in no time.

You can also contact people who were unable to make the event.  This is fine.

Make the most of social media

If there’s one great thing about social media, it’s the platform it provides to connect with the previously un-contactable.  LinkedIn, Facebook, Twitter, Bebo – these distinguishable brands are now mainstream industry tools for both private and commercial use.  Professionally, LinkedIn is the undisputed champion of social networking because it allows you to get introduced to a plethora of useful people, all interwoven through industry. 

Once you understand how LinkedIn can work for you the benefits are enormous: share thoughts with peers; source fresh contacts; engage in relevant discussions; learn about hot topics; apply to jobs; join groups pertinent to your industry and skill set. 

Warning: Don’t abuse the spirit of sites like LinkedIn, which operates on the premise of connecting with people you actually know, or, at the very least, have two-way empathy with. 

Elevate your profile

At your last event there were one hundred people just like you.  So how do make yourself remembered?  No doubt your elevator pitch on the night was amazing but people have short-term memories.  By going to the places where your new associates hang out and getting involved in their huddles, you will ensure better longevity to your greatness.  If there is a discussion post asking for feedback on the event, for example, join in.  Not only does your opinion matter it shows you care, and this altruistic approach is the essence of today’s long-game society.

Plan your diary

Familiarity breeds trust.  Everyone trusts Hovis, for example.  Why?  Because we see it on our shop shelves every single day.  So, it stands to reason that the more events you attend, the more people recognise you, so the more they see your integrity.  Your proactive steps to self-development will make others feel they need to be with you, riding your inevitable or perceived success. 

Getting recommended is undoubtedly the best way to build your network.  People buy people, which is why face-to-face interaction is so vital.  Especially in this era.

 

For those who attended the Cambridge Link-up you can view the attendee list and read the event review.

 

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Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 11/03/2010

How to make your interviewer fall in love with you

Suit man Your appearance is key to your chances of getting a job. Dressing to impress is never more important than when you’re interviewing. Here’s some award-winning advice:

 

By Tessa Hood, Reputation Management and Personal Brand Consultancy

 

How the right outfit will affect the success of your interview

Research has shown that 55% of your first impression on anyone is made by your appearance, body language and facial expression. So if you walk confidently into the interview room looking the part you are over halfway there. The next impression will be not what you say, but how you say it – pitch, pace, tone, volume and accent, which leaves precisely 7% for you to get your message across. Get that entrance right, looking sharp and business-ready and the panel will be more likely to listen to your proposal.

What to remember when dressing for an interview

Match the company dress code. Let them see you respect their requirements. Research the office if necessary, watch people coming and going, how formal or casual do they appear? Alternatively, speak to the HR Director’s secretary (who has a surprising amount of clout) to ask about the company dress code.

An applicant I met recently later discovered that the interviewer had sent his secretary to collect and then return him to reception to see how he reacted once he’d relaxed after the interview. Her opinion on his comments and manners was a major part of the process. Be warned!

Common mistakes when dressing for an interview

Women

It’s inadvisable to wear low cut tops or too-short skirts. Also cut back on jewellery and wear moderate make-up. A 28 year old woman I know, who worked in a global bank, had been told several times that her ultra-short mini was inappropriate for work, however she stubbornly ignored the advice and went for promotion interview, not only did she not get promotion she only worked for a further 6 weeks in that particular bank.

Men

Don’t wear too flamboyant or ‘cartoon’ ties or socks, they do nothing for your personal brand. Clean and well-repaired shoes are essential and make sure socks are pulled up and not saggy – no exposed hairy ankles when you cross your legs please! Match shoes and belts, and if your trousers have belt loops make sure you put a belt in them! Avoid any large flashy jewellery (bracelets, over-sized watches, earrings etc.). Make sure too that if you are in a collar and tie that the tie is properly done up right into the collar and not slipping down, a loose tie gives a poor impression. Expert tip: socks should match shoes NOT trousers.

In a conventional ‘city’ office, visible tattoos, and body-piercings aren’t really appropriate for either sex; in more creative businesses personal appearance will be more relaxed, but you should still look ‘business-ready’ and capable.

Whether you expect to be interviewing in a ‘formal’ office outfit or in more smart casual clothing, ensure that everything is in perfect condition and spotlessly clean (gents: no frayed/curly collars, cuffs). Remove pens from pockets. Women: always wear tights with a skirt or dress, and keep the shoes conservative. Expert tip for ladies: for a longer leaner look wear dark tights to match your dark skirt and black shoes.

Remember also the Triangle of Influence (the area from your head to your waist) is the part that makes the most impact when you are sitting facing your interviewers. Paying attention to this area is empowering.

Accessories and body language

Pay attention to accessories. A discreet watch, a quality leather document bag and a fountain pen and decent notepad, if you are expecting to take notes, looks prepared and professional – no chewed biros or scraps of paper. Think discreet touches rather than overt display. Don’t be over-confident and relax back in your chair – this can be deemed to be arrogant – sit up, well back in the chair, and lean slightly forward.
The best stylish alternatives to a suit for women?

I believe in developing effective and well-budgeted capsule wardrobes that work hard for their money. I think mannish suits are outdated for women. A smart shorter belted jacket, say, in grey over elegant black trousers and a snappy royal blue or white shirt, is simple, professional and timeless, and can be mixed and matched with a skirt and another coordinating jacket, or even a simple shift dress. Not everyone suits black though, so if you find that black washes you out go for greys, navies, or even deep aubergine or dark chocolate. Keep the accessories simple but making a quality statement.

Make yourself memorable

Whatever you choose to wear, male or female, mark out your differentiation and be memorable. Your interviewer should remember you long after you’ve left the room as remarkable and different (for all the right reasons). Achieve the ‘dazzle-factor’ – be exceptional, professional and empathetic.

Retail recommendations

Shops I’d recommend (I’m not on commission!) when shopping for an interview outfit?

I think M & S have a great range in their Autograph section, and Next (for women) are reasonable and appropriate. For higher budgets look at Jaeger Black, Austin Reed. Aquascutum and Burberry have some outstanding pieces.

Business people who have a great sense of corporate style

No matter what you think of him, Alan Sugar always looks immaculately turned out, as does Peter Jones of Dragons Den fame, (he often makes a point of criticising the applicants’ personal presentation); on the female side, Linda Bennett founder of LK Bennett, and Dr. Glenda Stone founder of Aurora Gender Capital Management Ltd, always walk the talk.
Some key tips for interview dressing?

1. Research the company thoroughly and meet their dress code requirements.

2. Exhibit great body language, don’t slouch or relax too much, look interested and vital.

3. Don’t overdress – less is more.

4. Avoid red, it’s a very strong colour, and, psychologically, it sends out danger signals

5. Be exceptionally well groomed – look out for stray hairs on shoulders etc.

6. Have a firm but not bone-crushing handshake – with a dry hand!

7. Keep good eye contact and don’t forget to smile!

8. Have plenty of your own questions prepared, after all this is your future too.

 

About the author

Tessa Hood is an award-winning MD and Principal Consultant of Changing Gear Limited, a Reputation Management and Personal Brand consultancy. Her clients include global banks, professional bodies and individual entrepreneurs. She also lectures on ‘Employability’ at 7 University Business Schools on their MBA courses. Tessa also runs a Virtual Programme for overseas students.  Contact: Direct Line: 44 (0)1932 868 868 | Mobile: 44 (0)7774 189913

 

Edited by Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 22/02/2010

Only recruiters with a social media strategy will survive

Recruiters have a responsibility to their clients to engage with the ‘passive jobseeker’.

 

Cheetah 250 As social media sneaks further into the staffing industry, hiring managers are looking to their recruitment partners to drive the unconscious jobseeker to their vacancies.

The growth of social media as a tangible tool for recruitment has coincided with a record number of job applications within almost every industry sector.  And no industry has witnessed it more than marketing.  Why?  Because everyone wants a piece of the social media buzz.

So recruiters working with candidates looking for marketing jobs are faced with an inevitable destiny: either provide them with a place to ‘hang out’ or prepare to trudge the old-fashioned floorboards of recruitment; forced to reduce fees; flogging the same dead horse as last month.  It’s the race for survival.  And only the fittest will survive.

The reality

Okay, so let’s cut through the sensationalism and get real: the traditional recruitment model is here to stay – whatever anyone thinks.  If for no other reason than the tangible accountability of working with a real person doing a real job, contingency recruiters are extremely useful to the staff industry.  But – and this is a very large but – they have to adapt.  Much has been said about the evolution of recruitment and most agree than the changes must start here.  So aside from the need for better customer service (blah, blah), what should recruiters be doing to improve their proposition?

The social conundrum

Most recruiters know they need to be doing something in social media but exactly what remains something of an enigma.  So Twitter is the emerging trend right now and more and more recruiters are seeing the benefits of joining this bandwagon.  LinkedIn continues to prove its worth as much as a place to find talent as for its original purpose, to make business connections.  Facebook, of course, remains that place where it’s cool to be seen…but just not everywhere!  And there are many other social media channels.  So with so many places to ‘hang out’, where does a social-virgin start?

Here’s a guide to where recruiters absolutely must be:

Twitter

This micro-blogging site is the bastion of impact messaging and can be used to build both personal and business brands.  It can also be used in an entirely altruistic way, where users send messages about what they had on their toast that morning.  But whatever the message, the idea to attract followers (your audience) with whom you can build relationships and to whom you can sell.  Sell?  Yes, social media benevolence only goes so far.  (Unless you are the sender of toast-related tweets.)

LinkedIn

Non-users of LinkedIn are conspicuous by their absence.  How can a recruiter, who’s job  it is to connect with the best talent in their market, not be on a platform who’s job it is to connect talented people?  It doesn’t make sense.  So, if you’re not on LinkedIn, get on it.  Now. 

But just being on LinkedIn does not mean you’ve cracked social media recruitment.  You need to build your profile, get worthwhile connections and join relevant groups.  If you’re a marketing recruiter, hand out with marketing folk. 

Facebook

This is the tricky one.  More than 20 million people use Facebook in the UK.  The majority of these (almost half) are between 20-29 years of age.  So this incorporates (generically) most marketing-related titles.  So a place to find potential candidates, this social networking site appears to have it all.  By joining a corporate Fan Page and getting involved in the action, recruiters can promote themselves as people to be ‘friends’ with as well as find a job through.

Developing a social media strategy

Jumping on the social media bandwagon is great but what do you do when you get there?  Where’s the benefit, the quantifiable return on the unquestionable investment of time?  Note the absence of ‘investment of money’, here.  Because social media is free.  That’s the beauty of it.  But time can cost money so before engaging in any social media plans, make sure you have a strategy – an end-game to the real-time actions of social interaction.  Have you/your agency got time for social media? 

Only Marketing Jobs uses all the above channels for a myriad of reasons: attract jobseekers to jobs advertised on the website; provide followers with industry news and views; show recruiters the value-added proposition; and build an integrated brand, beneficial to its community.

Don’t have time for social media?

If you want to send out a press release, direct a message to a specific group of people, enquire about some new technology, find a product manager for a hard-to-fill vacancy or advertise an up-coming event, social media provides the vehicle to do all this.  But don’t under-estimate the time it takes to get it right.  If time is one commodity you’re short of hire someone else do it for you. 

Update your wardrobe

Every recruiter knows that social media is now more than a desirable fashion accessory.  It is as essential as a pair of shoes.  So whether you do it yourself or partner with a media source already doing it, tweeting, connecting and sharing should be part of not just your social engagement strategy, but your entire recruitment one, too.

 

Here’s how you can jump on the marketing recruitment buzz:

 

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Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 08/02/2010

Who cares what the candidates think?

Burying head in sand An improving jobs climate may soon force recruiters to listen to what’s been said about them.  But when the going’s good again, will they really care about their communities?

 

As the number of UK marketing jobs continues to rise, today’s candidate may well be tomorrow’s client.  And if this is true, recruiters have some smartening up to do…

Recruiters have had their say so here’s what the candidates think should be done to improve the jobseeker/recruiter relationship:

 

1.  Return the call

Unsurprisingly the no.1 gripe from jobseekers is recruiters not returning their calls or responding to emails.  Whilst a recent UK Marketing Lounge LinkedIn discussion compounded the issue by suggesting it “used to be better years ago” it also conceded that [recent events] have seen recruiters “overloaded with candidates”.  In any event, though, customer service is now “not that good”.

Rarely before has the phrase Catch 22 been better exemplified than in the recent jobs market.  As recruiters battle to contain the influx of applications, the demand for public relations increases. 

By returning a phone call it is possible to learn more about a candidate than is evident from a CV.  Rather than letting a ‘CV scanner’ do the work, “why don’t recruiters spent more time getting to know their applicants in a way technology cannot possibly achieve”, it is considered?

2.  Stop being estate agents

Not that there’s an abundance of those around these days! 

“I only trust recruiters I have met,” opined one jobseeker.  “Most recruiters see candidates with a fee stuck to their head.  Why can’t they meet their prospects face-to-face, instead of acting like some sort of CV factory?”

Of course, it is impossible to consider that any recruiter in the current market could possibly meet every prospective candidate – there would be no time in the day to identify the jobs.  But perhaps by organising an event or gathering it might be possible to kill a number of eager birds with one particularly clever stone?  Just a thought. [ed]

3.  It’s my career, not yours

“Career choices are among the most important decisions of our lives.  And it’s not just about individuals, either.  It impacts on our families and their lifestyles, too,” suggests one former jobseeker.  “To this end I would encourage all recruiters to treat candidates as humans, rather than a set of electronic acronyms that tick the boxes”.

4.  Fake job ads

One freelance web marketing consultant is fed up with the number of duplicate – or even fictitious – jobs posted online.  “When I’ve spoken with recruiters I get the impression they only ever work on more than, say, five jobs at any one time.  And this makes sense.  Why then do I see four-times this number being advertised with the same consultant’s name?  With the alleged number of applications per job it is little wonder there’s no time to respond to them all.  Whatever happened to employers advertising in the paper?  At least you knew they were real jobs”. 

Evolution, eh!

5.  Feedback, please…

“Even if I don’t get the job, I still want expect feedback,” is the overwhelming feeling of the UK marketing jobseeker.  Of course, in recruitment terms, no news is bad news and whilst candidates are beginning to realise this, frustration at the lack of tangible communication post-interview is a genuine concern.  In most instances recruiters are driven by their clients and in the absence of feedback from them, there is nothing to pass on.  Which brings us to…

6.  Manage my expectations

By definition marketers are educated folk who take their careers seriously and, much like today’s hardworking recruiters, don’t have time to waste.  So an update on the status of a job application would ease both concerns and frustration.  And it doesn’t have to be a phone call, either.  “I’d be happy if my recruitment agent dropped me an email quickly explaining the situation.  Then I know and I can work around it,” one jobseeker explains.  “In the absence of this information I’m likely to do one of two things: 1) call the recruiter for answers, or 2) give up thinking about it.  In either regard I’ll lose respect for the recruiter.

7.  You’re not the MI5

Not knowing who the end client is can be frustrating. 

The advent of social media and the development of the digital engagement in which this phoenominum sits, has increased our expectations on transparency.  With so much freely accessible information the need for recruiters to keep the identity of their clients secret has receded.  Furthermore, most employers now operate refined preferred supplier lists, reducing further the information ‘leak’.  On this matter one marketing manager suggests “it is impossible to tailor a CV to meet the employer’s expectations if the company is unknown.  Plus, I’m able to keep a secret”.

8.  Know your client

“A recruiter reciting a job brief without having the faintest idea what the client is really looking for, is the definition of annoyance,” claims one marketing manager.  So the second part of the job title ‘Recruitment Consultant’ has never been more important.  The ability to grasp the client’s actual requirement, rather than the proposed ideal one, is essential.  And it’s not just about the tangible skills, either.  Sending a fox-hunter to interview for the League Against Cruel Sports is unlikely to produce a result, for example.

Getting under the skin of your client (so consulting) will reap rewards both for the short-term placement and the long-term business development.  Though as Chris Callaway, owner of specialist recruiter Financial Marketing Recruitment says: “It has become more difficult to foster a relationship with a line manager, since much of recruitment is managed by large outsourcing agencies, whose HR personnel are administrators with little understanding of recruitment or the company they represent.”

9.  Stop spamming my CV

“Yes, we want a job,” scream jobseekers in unison, “but not at the detriment to our integrity.”  Whilst in today’s over-subscribed climate there should be no excuse for sending unsolicited CVs, it still happens.  Quick to win the race against registration deadlines, some recruiters continue to bombard prospective clients with CVs from candidates who know nothing about it.  Whilst on the face of it the jobseeker should be ‘grateful’ for this ‘proactvity,’ the upshot is often a web of confusion.

10.  Don’t go all ‘social media’

Social networking is fantastic.  It opens doors and provides windows of opportunity that would otherwise go unnoticed.  But there’s still nothing better than a cup of tea and a chat. 

 

So recruiters, what do you think of these comments?  Are they fair?  Jobseekers, do you agree with this?  What’s your candidate experience been like?

 

Read what recruiters want from jobseekers in 13 ways to impress your recruiter

 

Please note: these views are those of jobseekers and in no way reflect the opinion of Only Marketing Jobs.  We think both our communities are great!

Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 08/02/2010

Review of the Bristol Link-up networking event

public-drinking-alcohol Relationships built easier by enigmatic Bristol marketing community

 

In what heralded the first of the Only Marketing Jobs 2010 networking link-ups, there were few surprises at the success of the event as Bristol developed its reputation as a major force in the UK marketing & media landscape. 

With 120 marketers mingling as though they’d known each other for years, Goldbrick House – the revered venue for South West media – was swinging before it started, ensuring that the speed networking hour whizzed by like a super-charged howitzer, establishing new relationships and developing others as Bristol bounced from one delegate to another, answering the question ‘so, what do you do?’

“The Bristol Link-up was a super way to throw a wide spectrum of marketing communications experts into a room and have each individual take the opportunity to introduce themselves to  a variety of professionals operating in the communications field. It was hugely important to us at Xchangeteam to have an open forum where we could introduce ourselves and our business to prospective clients and candidates alike. Fun and informative!” Liz Snell, director, Xchangeteam, South West.

Proactive jobseekers

For many attendees this event represented an inaugural outing of self-promotion as jobseekers sought to put themselves more prominently in the ‘shop window’, engaging not only with local recruitment agencies, but direct employers, too.  Those looking for marketing jobs were able to speak with both client and agency-side employers, many of whom used the event as an extension of their advertising via Bristol Media.

Diligent networkers

The Bristol Link-up was not reserved just for jobseekers, of course.  Many attendees were there to absorb knowledge and impart it, too.  From media assistants to marketing consultants, the venue was awash with industry advice and opinions, setting the tone for both an interesting and lively evening.  For emerging marketing recruiters Lucy Bristow the event was the perfect opportunity to show the local community how it intends to build relationships through a consultative approach.  The company raised its profile further by providing the goodie bags for people as they left. 

Laura Barnett, a self-employed marketing project manager, said: “it was good to meet so many people in such a relevant environment.”  And Gareth Powell, a freelance copywriter and self-proclaimed PR wizard added: “I had a great time, and spoke to many interesting people.  Let me know when the next one is.”

Marketing passion

Champagne bottle opening As usual the Link-up involved a champagne draw, with a bottle of bubbles being received by one lucky winner pulled from a bucket of business cards.  Marketing recruitment experts, Fishtank, sponsored the draw, with managing consultant, Julia Rees, gregariously commenting on the event: "It was fabulous to have so many great conversations with candidates, clients and recruitment counterparts alike, talking passionately about the marketing sector, pondering the increasingly optimistic market & climate, and of course general chin wagging and catching up with people we haven’t seen or spoken to for a while!"

 

Bristol Link Up

South West employers

Renowned for its digital marketing bias, it was no surprise to see leading Bristol agencies using the occasion as an opportunity to seek new talent looking for online marketing jobs in the South West.  With business cards switching hands readily throughout the evening, no doubt further discussions and interviews will ensue in the coming weeks.

The crystal ball

Once again accompanying the Link-up road show, speed career clairvoyant, Suzie Sharpe, offered her unique insights into the future of any attendee brave enough to delve into the tarot cards.  This part of the evening is becoming increasingly popular as word spreads of Suzie’s remarkable accuracy and ability to enthuse even the biggest sceptics.  For a more in-depth objective look at your career, where you’re heading and what you can do about it you should hook-up with Suzie via LinkedIn.

Success…

The Bristol Link-up was a success, proving once again that despite the development of digital social networking, nothing beats good-old-fashioned face-to-face interaction.  Building relationships online is a fantastic way to open doors and save time but there is a distinct elevation of trust achieved when you communicate with someone in an open, transparent environment, where the effort to stand out is reciprocated.  Plus, it’s fantastic fun.

 

South West Hospice

Thanks to all those who made benevolent donations to the children’s hospice.  Supporting your local charity is a fantastic way of appreciating those worse-off than yourself.  Anyone can donate via visiting the Children’s Hospice South West website.

 

 

For updates on future networking events in Bristol join the UK Marketing Lounge on LinkedIn

 

See the 2010 networking event schedule

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Posted by: Simon Lewis | 28/01/2010

Recruiter communities should be built with bricks, not straw

200317885-001 If anything good can be taken from the recent inclement jobs climate, it’s that businesses now care more about their customers.

 

And this is never better exemplified than in the employment game, where jobseekers – in particular – are beginning to reap the rewards of enforced empowered community engagement from every cog of the recruitment wheel.

Big bad wolf But there’s caution in the air.  For flimsy fortitude in a precarious economy will unravel a ribbon of riotous wrongs, where short-sighted settlement-seekers will soon find their newly-built congregations blown to dust when the big bad wolf of retribution comes in search of those greedy little pigs only in ‘it’ for the bacon.

But as time will tell, you can’t make a purse out of sows ear.

So, what is ‘it’?

‘It’ is the development of communities: networks, hubs, lounges or groups – call them what you will – of like-minded thought-leaders, whose ambition is driven by the wonderful – but entirely emotional – sense of altruism, where the common feeling is to ‘get out of this mess together, move on together and prosper together at the other end’.

And why is this good for jobseekers?

The staffing industry is shaken by events over the past two years and, let’s face it, has taken a bit of a bashing from a number of disgruntled angles.  But for many this has provided time for reflection – a chance to wear different hats and pull up lazy socks.  The days of apathetic recruitment are history.  The realisation is that without empathising with its candidates and understanding more about its clients, the traditional recruitment model is likely to flounder in the big scary waters of…yes…social media – and all it’s hired henchmen.

Okay, so go on with the social media…

Twitter, Facebook, LinkedIn et al: they’re all about networking; whether socially or professionally, the proposal is the same: make contacts; build relations; get friends.  So if we’re all doing that (and 60 million of us are via LinkedIn, for example!) then it’s obvious that we’ll come into contact with the same folk many times over.  It’s the six degrees of separation theory.  Or, to be more contemporary, the Human Web.  And throughout all this intermingling and shoulder-rubbing we are creating nodes of inter-dissectible groups, surreptitiously collected as synergetic companions.

Harnessing the synergy

We all live in communities, scurrying about like hyperactive ants; building colonies fit-for-purpose in an ever-changing environment.  And along the way an army is constructed within which a multitude of opportunity exists.  For jobseekers this means closer engagement with employers; for recruiters it means being on the front-line of both potential candidate and client interactivity; for employers it means greater visibility at both ends; and for peripheral industry players these communities provide a gateway to all the above.

The future is already here

2010 is undoubtedly the year of the community.  Forget what’s round the corner.  Act for the now.  This is no time for the social hermit.

 

Join the Only Marketing Jobs community – we’re closer than you think.  No wolfs allowed.

 

 Twitter image   LinkedIn Logo 100x100  Facebook logoNo wolfs (new)

 

What do your communities offer you? Are you a jobseeker paying for a ‘club’ service, perhaps?  Recruiters, what differences are you making to your talent pool?

 

Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 27/01/2010

13 empathetic ways to impress your recruitment consultant

Gladiator helmet 350 With the number of advertised marketing jobs in the UK now officially on the rise, can parity ever be achieved in the jobseeker-recruiter partnership?  Our gladiatorial galvanisation begins with the recruiter’s stance.

 

“I wish jobseekers would understand that…”

 

1. The goal of the recruiter and the jobseeker is exactly the same

“We want to give our client an exceptional hire and we want our candidate to have a long-term career opportunity,” enthuses Denise Matthews, director at executive search firm, diemconsultancy.  “For this to happen we all need transparency about what else is on the table, rather than shrouding our movements in secrecy.”  The relationship should be symbiotic.

2. Honesty is the best policy

“If you can’t make the interview, please let us know,” pleads Alana Carroll, manager of finance recruiter, Edge Recruitment Group. “If you have a counter-offer, fantastic.  You’re even better than we first thought!  Counter-offers make it is possible to manage your expectations for an even more positive result – if you just tell us.”

3. Pressing re-dial will just increase your phone bill

“Calling me three times a day will not help you find a job any faster,” harrumphs Adam Riyadh, delivery consultant at SOLA Group.  Lauren Muse, technical recruiter at Ideal Technical Services agrees: “We are recruiters, not miracle workers.  Jobs can’t be pulled out of the air.”

4. Multi-applies = desperation

Every recruiter can empathise with a jobseeker looking to advantage their career options.  But there is a limit to how impacting numerous applications can be.  “Dedication and tenacity are admirable traits,” opines Chris Colquitt, recruitment assistant at Venture Information Management, “but if you don’t have the skills or experience the role(s) require, then, sorry, but you just aren’t suitable.”

5. Recruiters are not mind-readers (although they do try)

“If you write ‘Associate’ on your CV without explaining what it is you are ‘associating’ about, I am unlikely to know what you actually do,” ponders Derren Brown Catrine Hostrup, client services manager at global business processor, Xchanging.  “And writing ‘I’m the best man for the job’ is not enough.  Where’s the context?”

6. We are not an extension of the Jobcentre

“We have criteria set-out by our clients,” protests Simon Gomez, manager at non-profit recruitment specialists, TPP Newman.  “Of course there are always transferable skills but in the [current] climate relevant experience and specialist knowledge is very important.  We are consultants to our clients, not slaves to the Government.”

7. Though we try, we’re not perfect

Okay, so the ‘prefect’ bit is a result of many recruiter’s own protestations but, at the crux, most will attest that no recruiter can cover an entire market – despite sometime claims to the contrary.  “If [we] don’t treat you as well as someone else,” sympathises Lee Young, director of global drinks recruitment solutions company, Fluid Fusion, “you should seek solace in our competitors.  You deserve that.”

8. There is such a thing as the ‘dumb project’

“Sometimes jobs really do get shelved for no good reason,” says Calum Harris, recruitment manager from multi-sector recruiter, DR Newitt.  “That’s the way it goes in the hiring process.  Don’t shoot the messenger.”

9. ‘Essential’ means ‘essential’

2009 recorded the most number of applications per vacant marketing job than in any other memorable year.  So whilst the hiring horizon for 2010 looks altogether more positive, the leniency for ‘transferable skills’ has been lacking of late.  And as the economy plunders towards some semblance of recovery, note caution in your application progress; as Peter Carter, senior commercial consultant at Temp Team defines: “[sic] If you apply for a role that describes a certain skill or trait as being ‘essential’ it really is a waste of everyone’s time of you don’t have that ‘essential’ element.  You aren’t going to make it past that CV sift stage.”

10. Your CV is part of your brand

With speculation mounting that video CVs are not far from becoming a mainstream addition to the application process it seems strange that some jobseekers are devoid even of the traditional CV.  But they are.  “Your CV is your calling card,” bellows Christopher Slay, director at employment solutions company, European Recruitment Agency, “get it right”.

11. We’re not overpaid administrators

The increase in job applications has multiplied since the new recession plunged unemployment to almost unprecedented depths.  In particular, the generic marketing industry has been badly hit.  For many recruiters fortunate enough to retain their jobs this has meant a seismic switch from new business development to an account management function, which not only affects bank balances but a change in ethos.  “Whilst it is easy to agree that common curtsey suggests each application be acknowledged by formal reply, this isn’t easy,” says Danny Aldridge, director of marketing and RPO recruiter, Space International.  “If we replied to every CV entering our mailbox – relevant or otherwise – we’d never get on the phone to clients.  It’s a Catch 22 situation”.

12. You really do need to stand out from the crowd

“Prepare, be prepared, research, then research even more” is the advice afforded by Karl Scrivener, managing director and talent acquisition specialist at technical search & selection firm, Aria Select Limited.  “No matter how good [recruiters] are at their job, if you don’t sell yourself through knowledge, enthusiasm and awareness of your prospect, we are in a position of weakness right from the start.”

13. It’s not personal

Amidst the hype, the myths, the frustration and conjecture, one common truth resonates: it really isn’t personal.  Recruiters aren’t ‘out to get you’ or ‘on a mission of renegade’; they are simply doing their job.  The reality is, though, that amongst the undoubted skulduggery in a small fraction of dubious quarters, recruiters have had a tough time of it lately.  Is this Karma?  Perhaps.  But actually, sometimes, just sometimes, there simply are just better candidates than you.

 

Jobseekers, do you agree with the points made here or are they way off the mark?  Has anything really got your goat?  Comments welcome.

 

Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 27/01/2010

What’s a ‘dumb project’?

Question mark (with man) A ‘dumb project’ (in recruitment terms) is when an employer calls a recruitment agency/consultant with a vacancy that it may or may not believe to be a legitimate opening.  In any event, throughout the resulting recruitment process this vacancy is pulled, often without good reason.

 

Phrase coined by me.

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Posted by: Simon Lewis | 26/01/2010

Nearly all marketers will divert budget online

Silver piggy bank More than 80% of marketers intend to switch part of their direct marketing budgets to digital or social advertising in the coming year, but only 36% intend to put resources into monitoring the results, according to study from Alterian.

 

The data suggests marketers are waking up to the opportunities presented by social media but are yet to work out how to assess its effectiveness.

The survey of 1,000 marketers by the web marketing firm found that 84% of marketers intend to divert money to digital or social media ads over the next year, with 21% preparing to shift more than 30% of their direct marketing budget to the sectors.

However, surprisingly few marketers are investing in media monitoring tools or projects to measure campaigns’ effectiveness. Such data would help target ads more effectively and a lack of investment in monitoring is likely to diminish the impact of additional spending in the sector. 

Simon Lewis, editor of digital recruitment advertising specialists, Only Marketing Jobs, commented: “For all its fantastic benefits social media is notoriously difficult to quantify.  Marketers are still trying to convince their finance teams and HR departments that social has a tangible ROI. Without monitoring tools and tracking systems justification will be difficult.”

Facebook COO Sheryl Sandberg recently said Facebook could become a bigger advertiser than Google. She says that although Google’s search ad system is the best means of reaching customers who already know what kind of product they want to buy, Facebook could take a lead in "demand creation".

However, the impact of ads designed to create a desire for a product or raise brand awareness is far harder to track than the impact of Google-style search ads. This hurdle may be deterring advertisers from engaging in tracking the impact of their spending on social networks.

One reliable source of metric determination comes from leading online measurement and response providers, Nielsen Online, whose director of industry solutions, Brad Little, says: “The depth of intangibility within social networking can be hard to fathom but there are sophisticated mechanisms – as well as increasing know-how – that are able to better quantify the importance of social engagement.”

 

Are marketers right to turn all attention online? Where does this leave traditional below-the-line advertising?

 

Source: Written by Jasper Jackson, StrategyEye.com

Additional: Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 25/01/2010

What’s the point in blogging?

Blogging devil 250 As the staffing industry wises up to an unstoppable change in its DNA, questions abound over the value of online scribbles. Blogging: the devil in disguise?

 

David Reich, CEO of online news service, SixEstate Communications says blogging is about people, not Google.

 

Blogging has tremendous SEO value, especially if your content is regularly updated and aligned with what your target audience is interested in and is searching for online. Obviously, you want Google to like your blog and rank it highly, but the most important thing is for your audience to like it, read it, and to keep coming back.

Here are a few suggestions:

Specific focus

Have a specific topic (a set of keywords) you’d like to own on your blog. It should be aligned with your interests and those of your target audience. Post about this specific topic as often as possible. Posts that may be slightly off topic can add depth and value to your blog; but try to make a connection to your overall topic of interest, wherever possible.

Post regularly

Post as often as possible. Once every work day is ideal.

“The best thing about blogging,” comments Simon Lewis from digital recruitment advertiser, Only Marketing Jobs, “is that – in the main – pieces are constricted to between 100-800 words so even at its peak content is digestible, even for the most concentration-challenged people. Recruiters are busy people undertaking a multitude of tasks; they need quick bursts of useful content and whether they craft it themselves or subscribe to other’s information, blogs offer the chance to draw on constant, relevant resources.”

Be interesting and informative

Post about news, current events, research findings, etc., related to your topic. A lot of blogs are focused mainly on personal observations or self promotion, but readers often don’t care about that stuff. These days, more and more people are turning to blogs as a source for news. One goal should be to make your blog a news resource about your topic for your target audience. Even for a corporate blog, don’t just plug your company — think about what your target audience wants to read about — then integrate how that may align with your product/service/offering, but don’t force it.

Consistent keywords

Have a consistent set of keywords you’d like to own. Weave them into your posts, wherever possible. Use them as categories, tags, and in the titles of your posts. If you can, place one or two in the title, subtitle and the URL of your blog. Integrate keywords fluidly and in a manner that doesn’t jeopardize readability. Also, don’t overdo it.

Monitoring

SEO is not just about where your blog places in a standard Google Web search. It’s valuable to track and monitor how your blog compares specifically to other blogs on similar topics. I use Google Alerts and Google Blog Search a lot. These two search tools focus more on how current and precise your content is in relation to a search term. Google Web search often prioritizes sites that have been around for a while, which is not the case with many blogs.

The reason I like blogging so much as a tool for SEO is that, to do it effectively, you must realize that it’s not just about the technical, behind-the-scenes tricks that search engine spiders notice. It’s more about providing solid, meaningful content, and connecting and sharing that content with real people.

As Chris Brogan — one of the most influential bloggers in the world — explains: when it comes to blogging, “above all else, be human.”

Do you blog about the staffing industry? Are you a recruiter with a voice you want heard? Perhaps you’re a jobseeker with a grudge or maybe you’ve some positive news about the market? Blogging – do you do it and if so, where?

 

Source: SixEstate.com

Additional: Simon Lewis | Editor | Only Marketing Jobs

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