Having All the Information Needed to Start a Search… In any given search, a recruiter’s main contact is usually the human resources representative. While HR knows what they have been told to look for, what sometimes they don’t realize is words or information gets lost in translation. The best way to ensure you are going to get a quick turnaround for the open position to be filled is to give the 3rd party recruiter all the ammunition they need. Since starting up the recruiting for the client side – marketing and advertising positions, I have learned how different it is then traditional recruiting for the ad agency side. There is so much more detail that needs to go into a search. A marketing manager may mean one thing to one person and another to another person. So with that being said, it’s important to get all the information the recruiter can possibly obtain. One of my searches I have been working on is a brand manager. I love the HR contact. He is full of good information and...
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Showing posts from May, 2007
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The Truth Hurts. It’s tough being Number 14, out of let’s say 15. Yes that’s right - not No. 1, not No.5, not even No. 10. But sometimes you are. When a candidate hears about an opportunity with your group, they say "Who?" and the challenge begins from there. One of the toughest conversations I have with our Clients is the conversation where I tell them they’re not going to see candidates from Crispin or P&G. They sometimes don’t have the brand equity as an employer, sometimes in such a remote location that great Talent isn’t likely to find a home there, or sometimes the work simply isn’t good enough to attract someone from the top company in the field. It hurts to hear, but often the truth in fact, hurts. Setting realistic expectations is a big part of being a successful Recruiter. We have intimate knowledge of the marketplace and who’s considered ‘hot’ and who’s ‘not.’ We know what’s making candidates tick these days, what the going rates are for salaries, and j...