To answer the first question, yes; the according to a great career management blog, hiring managers tend to give job offers to those whom they get along with…this is all other things being equal. When you think about it, the proposition is logical as the potential boss is going to have to manage that particular employee meaning they are going to be spending a lot of time around each other and people simply work well together when they have some personal cohesion.
Since the mid 1990’s it’s been recruiters vs. the web. The internet has tried to put the recruitment and staffing business out of work since the internet became a household must and software was advanced enough to build an efficient job board.
First came basic job boards like Craigslist. Word got out that there was potential and sites like Monster.com and Career Builder stepped the game up trying to provide a solution to companies that desperately wanted to not pay recruiter fees which run significantly more expensive than a job post.
Though, the recruiting process and subsequent industry took a hit from sites like the above, they failed to do what they had set out to do which was provide an effective recruitment solution for a fraction of the price.
After that, The Ladders tried to attack those companies paying for expensive talent, thus circumventing recruiting and staffing fees upwards of $30,000; the internet site catered to management and above attempted to rid recruiters via a few hundred dollar job posting geared towards those individuals. The latest incumbent was LinkedIn who thought they could do the trick with social media.
However, all have not been able to rid an industry that’s lineage can be traced back to ancient Greece and has consistently become more and more popular since the men of this country had to go to Europe and Japan to fight in WWII and there were a shortage of male workers whose numbers could not keep up with the high demand.
While the above market challengers have put the weaker recruiting firms out of business, they have not done delivered the death blow. Much of this is due to a few reasons, but the three main variables that prevented the clean sweep of the recruiting industry such as:
1. Companies, when posting jobs, can’t write compelling job descriptions that truly hit the main points of the organization and peak the interest of the job applicant. There is a difference between describing your organization as a software firm versus describing your company as an organization that breeds leaders and collaboration.
2. The best job seekers regardless of industry, title and function, don’t hang out on the job boards because many of the best companies stopped posting open jobs years ago. While job boards have tried to get these organizations back with price breaks, there seems to be some sort of disconnect between the job board approach and its ability to, again circumvent the executive search industry.
3. It takes work on the end of the employer; many don’t have the time to fully recruit properly. When recruiting on the internet, to be successful, it takes more than writing a few paragraphs. Outbound recruiting and networking is highly more effective and for the companies who care about getting the best employees, they are going to go the more expensive, yet more effective route of using either an internal or external headhunter.
Video may have killed the radio star and Charlie Chaplin’s career went under when talking pictures (+ rumors a communist sympathizer) arrived, but effective recruiters seem to continue to duck, dodge and overcome the internet. Long live the personalized effectiveness that is outsourced human resources.
About Alison
by Alison Ringo alison.e.ringo@gmail.com is the Managing Director of KAS Placement sales recruiters, a recruiting firm based out of Manhattan specializing in sales and marketing recruitment.
Open Jobs and Recruiter Information
KAS has a new platform on Google plus aimed to help job seekers in all capacities find better careers via recruiting and getting a job at the right company, you can find the recruiter Google plus network here.
When ti comes to being the at Los Angeles sales recruiters end the best interviewers ask the best questions. Any of the sales management or marketing recruiters at KAS Placement will tell you that there are a few keys to to making sure that you get the business development job you want. However, prior to interviewing for an open job, the candidate should know what the job entails.
Here is a brief description of the position:
The title of the job is advertising sales representative for an online travel agency who, for a while has been actively seeking someone to add to their already growing sales team. The client of our executive recruiters Chicago wants someone who, preferably has worked in the online travel industry for over 3 to 4 years, but is willing to make a sacrifice for a very competent sales professional should he come their way. The position would be located in Boston, MA
The pay would be a base salary of $80,000 a year with a bonus attached making the total compensation around $120,000. The ideal person should be able to meet his or her target markets.
What are the desired skills? To be considered for the job you must have experience in online travel, sales, you must be good with people and you must be reliable.
In the below video, Ken Sundheim discusses the mistakes people make when recruiting employees.
To learn more, please email zoe.hunter@kasplacement.com and tell her which description this is in reference to. If this job is not for you, our recruiters ask that you get the word out via social media.
The best companies to work for are not determined by their size, they are not determined by the amounts of money that they are paying the job applicants, they are not even determined by the industry that they are in nor can we gauge whether a company is good or bad to work for by its product(s) or service(s).
Rather, as job seekers, we should actively seek out companies that:
– The best companies have strong leadership. The best companies have individuals working there who can grow the job seeker, who can teach them and who is going to look out for their best interests.
– The best companies have a vision. Great companies have a vision as to where they are today and where they want to be in the future. To the job seeker, that vision makes sense and he or she can fully buy into that vision as well as embrace it as their own upon taking the job.
– The best companies are resilient. The best companies are the companies that can survive the downs of business and fully exploit the good times. When they have downs, they take responsibility for their employees and when they enjoy the ups, they reward those who work for them accordingly.
– The best companies have a purpose. The best companies are not all about profit. Rather, they are more concerned with providing a great product or service that is actively needed by the market and, in some way makes the life more fulfilling (of course, to varying extents) of those who buy it.
The best companies to work for know why they exist and they understand that the reason for doing business is not solely for profit. For this reason, these companies tend to be the most profitable and have the most future for those who take jobs at the firm.
– The best companies give their employees a voice. The best organizations to work for are the companies that give employees a voice. When employees are allowed to speak their mind, not only is the business more progressive and successful, but it is a happier more fulfilling place to work.
In the End
While all companies are different and all have their positives and negatives, we should carefully analyze certain facets of the potential hiring organizations that are either conducive to us being happy or can potentially stifle our ability to be successful.
Don’t take a job simply because of the money. As a matter of fact, money should be in the middle when listing your priorities for taking a position. Rather, position yourself at a company that makes a difference, work diligently and the money will come.
About
Ken Sundheim is the CEO of KAS Placement sales recruiting and is a known leader in the executive search world. When it comes to sales and marketing recruiting, sources like WSJ, NYTimes, Fox Business News, AOL, MSN, Chicago Tribune, BusinessInsider, About.com, CBS MoneyWatch, MTV, San Francisco Chronicle, Monster.com and many more look to Ken Sundheim for job search advice. Ken also helps recent college graduates find marketing jobs as a consulting function through KAS.
Rejection is hard; it can kill our #2 ally which is only 2nd to a good resume. Running a sales and marketing executive search firm, I can tell you that the biggest difference between the job seekers who make a very successful run at interviewing and the ones who consistently struggle is belief in themselves.
With that being said, how does someone gain self confidence even when rejection is rampant? Here are just a few ways on how to better believe in yourself and, thus increase the odds of being recruited for the marketing job that you want:
1. Know that the majority of us are insecure, it’s not only you. As a headhunter running an headhunter firm I come across job seekers who have this problem all the time. They are less apt to get a job.
2. Stop being so hard on yourself. Many times, we call ourselves negative names and even blame ourselves for things that are not really our fault. While it takes practice, we must stop this habit and realize that many things are not because of our negative actions.
3. Live in the Moment – A lot of the times, when we are doing joyful actives or are even at work, we are thinking about the negative aspects of our life and are worry about things that probably won’t even happen.
As human beings, negative thinkers tend to take every problem and make it seem much worse than it actually is. This ruins our self-image…not to mention much of our leisure time.
In the End
You must believe in yourself or don’t expect others to. Even in the toughest of times, keep your head up, sometimes it’s all we have.
About
Ken Sundheim is the CEO of KAS Placement marketing headhunting, a marketing recruiting firm specializing in recruiting employees of all levels. Sundheim started the recruiting company at age 25.
Many job seekers either in sales, advertising, marketing or many other facets of business want to get into marketing (or find a different job in marketing if applicable), but are unable to due to the competitiveness of finding a job in marketing…that is, unless you do the following to successfully be recruited into a competitive, interesting marketing job:
1. Learn the numbers side of marketing – marketing is a numbers game. Whoever converts the most sought after leads in a manner that leads to the most resulting money not only wins, but they kill it.
Things such as being able to read, interpret and execute on analytics (I use this describing statistics of client behaviors) are the biggest barrier between those who are called by a marketing recruiting firm such as mine and those who are constantly frustrated due to lack of response from their resume being sent out.
2. If you learn how human beings…- If you can learn how human beings think and act, then you are of a big asset to any hiring organization. 99.99% of human beings think similarly and are attracted by the same things.
We are imperfect animals and the best marketers know just what and how we are all imperfect.
3. Study the best – If you want to be recruited for a marketing job, then you are going to have to learn how the best do marketing and how you can use some of their macro tactics to help your prospective employer.
In Closing
Being recruited for any marketing position is tough, but nothing is impossible if you put the required work into it.
KAS Placement is a marketing recruitment firm staffing marketing professionals throughout the United States including San Jose headhunters and Detroit marketing recruiters and doing executive search for sales and media personnel as well.
Toward the end of the interview process comes the reference check. There are a few key things to keep in mind when deciding who to provide as your references. The most helpful references should be three things: the Three R’s.
Relevant – This one can be tough the earlier on you are in your career, but if possible, provide references who can paint a picture of your ability to handle similar tasks to those you’ll be asked to do at this potential job.
Even if you started your career as an accountant and interviewing for a business development position, a former manager is likely able to talk about your detail-oriented nature, or your ability to roll with the punches when things go wrong. Give your reference an idea of the job you’re interviewing for, to get them started in the right direction.
Responsive – Nothing looks worse (except of a reference tearing you apart) than references who never get back to the hiring party or the recruiter you’re working with.
If you know one of your references is notoriously non-communicative, or they’ll be out of town for a certain period of time, it’s your responsibility to make sure they keep an eye out for your potential employer – and that they get back to that person.
Reliable – Above all, be as sure as you can that you’re giving out the names and numbers of people who will say good (but honest) things about you. If you have even a hint that your potential reference has negative feelings for you, find someone else.
You don’t have to rely on them to say only glowing things about you. In fact, an artificially positive reference sticks out like a sore thumb. But you should provide contact info of people you know to be thoughtful, fair, and ethical.
Finally, a few general do’s and don’t’s:
DO ask first: Always get permission each time you share a reference’s contact information. If they give you a blanket okay, great, but at least give them a heads up each time.
DO give options: Offer an email and a phone number; offer three names if asked for two. This will speed up the process and underline your enthusiasm for the job.
DON’T share with everyone: I never fail to be amazed by the lack of courtesy reflected by people who share their references’ contact information right on their publicly visible resumes. It must not occur to them that thousands of people now have access to that information.
Whether it be in a social situation or when interviewing with someone whom we don’t know, we are consistently marketing ourselves. Human beings are always attempting to come across in a positive manner to others.
Though, when it comes to marketing oneself during an interview (regardless of industry) many job seekers fall flat and this failure to impress becomes quite costly and mentally tiresome.
A Remedy Does Exist
If, as a job seeker you feel that you are possibly not coming across the way you want, here are some tips to get back on track and get the job that you want:
1. Trail and Error – if you feel that something is not working, don’t get down on yourself. Instead, simply change what you’re doing.
2. Be Yourself – you can only pretend to be someone else for so long and get away with it. Be comfortable in your own skin or else the interviewer or headhunter won’t be comfortable pulling the trigger on you.
Every graduating student wants a job that is challenging, has a future and one they could be proud of. However, not every recent college graduate goes about finding their dream job in a matter that is conducive to finding a position that can jump start their career.
While many variables exist when discussing how to get one’s dream job after graduation, here are 3 tips that will help any recent college graduate seal the deal.
1. Dress – for women, I believe that interviewing dress is a little more versatile and that women should dress according to company culture. However, for men, it is imperative that they wear a suit and tie as anything less may be thought of as disrespectful to an interviewer who has been with the company for 20 years and who is giving their time to meet with a new graduate who seems like they don’t care enough to wear a suit (if you get what I mean). Continued: Getting Your Dream Job After College Graduation
Recent College Graduates for Marketing Jobs 