LandaJob Advertising & Marketing Talent

How Recruiters Make Decisions

2011-10-06T08:44:00.000-07:00

If you're frustrated with lack of or slow response from your recruiting firm, take a minute to think about these things:

*Did you communicate the urgency of your staffing need?
*Have you been responsive in the past when presented with candidates?
*Is your compensation range competitive?
*Are you a shopper ... wanting to do the recruiting firm's work instead of establishing a partnership where they can do the work for you?
*Is your hiring process so lengthy that top candidates often get other offers first?
*Do you conduct cattle calls and enlist three or more firms simultaneously?
*Are you constantly competing with your recruiting firm?
*Do you continue to change your specifications as you interview more people?

Hiring Sales Professionals

2011-10-03T12:02:00.000-07:00

Sales recruiting is up -- good news for just about everyone. We know that companies are doing better when the phone starts ringing for sales professionals. We also know that there are lots of landmines in this path and Princess Diana isn't here to help get rid of them.

Some employers have a formal process, but in many small to mid-size businesses on-boarding consists of signing employer paperwork and learning where the coffee and kitchen are. We know because we, too, are a small business. And, coincidentally, we are getting ready to hire a temporary staffing manager.

Here are some links/resources to successfully onboarding new sales pros:

Understand who can sell to your customers: http://www.super-solutions.com/HowtoHireTheMillionDollarSalesPerson.asp#axzz1ZkWBOvnp

Four Key Skills Salespeople Need: http://www.ere.net/2011/01/19/hiring-salespeople-trust-or-consequences/

Look at it as an on-going training process, NOT a hiring event: http://salestrainingconnection.com/2011/08/05/on-boarding-sales-people-its-not-your-fathers-oldsmobile/

Onboarding salespeople is one of the toughest things my small businesses face: http://smartsalestips.com/2011/04/25/is-your-sales-person-onboarding-program-causing-underperformance/

When we enrolled in a sales training course in the past, I asked a trainer friend her opinion of some that we were considering. It won't surprise you to hear: "Any of them can be good, if you follow them."

So noted!

Yes, You Have To.

2011-07-21T12:13:00.001-07:00

We get asked: If a job posting asks for salary history or requirement, do you have to fill it in?

Sadly, yes. It’s a horrible system. But HR has to institute every possible automated screening tool because they are overrun with candidates, many of whom are not in the least qualified.

One of our candidates said he was frustrated with online applications. They always asked for his salary history, he said, and he was concerned that his response would get him eliminated. I explained to him that by not following—fully—the instructions and requests in an online posting he was probably wasting his time using that venue.

Too many people, too few jobs. And it’s hurting everyone — keeping the talented, qualified people from getting the attention they deserve. But you really need to apply online exactly as the employer has requested.

Once again, that’s why it’s important to network. You need pull-through from a networking contact on the inside of the employer organization, to overcome being tossed aside for arbitrary, unknown criteria.

Last post, we were singing ...

2011-05-13T10:44:00.001-07:00

and now, we definitely need to add to the choir. More jobs! Seriously, please take a look and pass it on to people in your network: http://www.landajobnow.com/static/jobListings.html

Now, there's a need for:

*traffic manager for agency
*senior art director for in-house agency
*account manager(s) -- in-house and agency
*admin/recruiting intern for LandaJob
*production artist for corporation
*on-going temporary designer -- avg. 20 hr/wk
*online marketing manager for corporation
*CRM director
*PR manager for agency

We got embroiled in a Linked In discussion last month about search firms/headhunters/recruiters that took on a (bleak and angry) life of its own; a creative talent had some very nasty things to say about our profession. Although we're sorry to hear it, long ago we realized every profession has some bad apples. And we continue to try to illuminate the process and rules of the road to manage expectations, but some people aren't interested. We've got a track record that says we mean it when we say we put the employers' and employees' needs before our own. And, as we say to our clients: track record is everything.

Jobs are springing up all over

2011-04-28T10:16:00.000-07:00

You should be grateful that I type, not sing. Consider taking a look at our partial list of search assignments and forwarding on to a friend: http://www.landajobnow.com/static/jobListings.html

We need:

*a Design Director for an NYC cosmetics giant
*an Account Planner for a Chicago agency
*an Editorial Asst. for a KC contract/temp assignment
*CRM and one-to-one experts

... and a lot more. It's like watching tulips bloom! Write, call, send your resume -- throw your hat in the ring.

Good ‘N Plenty? No, Fabulous & Free!

2011-04-07T12:17:00.000-07:00

We’re excited to share our latest effort to help jobseekers:

www.Mylandajob.com

This free, really, no-salesman-will-call, site is our effort to help jobseekers everywhere. It’s simple to sign up, easy to access tools for your job search, anonymous (naturally), and valuable. Did I mention it’s free?

The process is segmented into 3 parts: Preparation, Search & Connect, and Interview. Each of these areas contains 5 or 6 tabs to walk you through the process, like these:

*Assessments – again, free – find out what really trips your trigger
*Select: determine targets and your personal brand
*Resume/Cover letter/references – there’s a (free) resume builder, a resume review option and more (like a talking Career Wizard who encourages honesty)

There are some pieces you can choose to purchase, and only if you choose, and it won’t be a surprise. For instance, there’s a resume tune-up for only $59. There are other levels of resume re-write services that top out at $169 for a senior level jobseeker.

There are also (free) forms to help you, like an organizer (oh, joy! Have you really remembered to follow-up with every contact, every time, on-time?) and an interview de-brief form. There are video training clips, webinars (like “Objections are Buying Signs”), and one weekly email.

Here’s why we’re offering it: as recruiters for full-time positions and temporary staffing agents to the same clients, we are paid by the client companies who are hiring. And we can’t help every jobseeker as much as we’d like and remain in business. But most of us got into this work because we love helping great companies find great employees and vice versa. This career portal is our way of accomplishing that loftier goal.

The gates have opened ...

2011-04-06T13:01:00.000-07:00

In the past couple of months, our inbox runneth over. We're averaging about 50% more resumes than we have in the past several years. It appears that jobseekers know the timing is right for a new job, or just a job, if they've been out of work. News sources have been warning companies that a lot of employees are unhappy and biding their time to make moves to new jobs. It appears they were right.

Digital traffic control is slowing down with this influx, so remember to re-attach your resume when corresponding with hiring managers or recruiters. This is especially helpful if you have followed the path of responding to a post and then are fortunate enough to have pull-through from a referral on the inside of the company.

There are new positions opening up every day, but most positions have narrow requirements and the line of qualified candidates is long, so make the effort to stand out from the crowd in a positive way.

Is this Spring? Really?

2011-03-30T12:53:00.000-07:00

Advice to the joblorn, new, available talent and a note to employers can be found in our March newsletter:

http://conta.cc/hF16pB

Warning: Some of your very best are burning out

2011-03-23T12:07:00.000-07:00

We are hearing from lots of people recently. Yes, some calls are happy "we need to hire" calls, and there are still lots of unemployed jobseekers. But the preponderance of contacts recently has been from employees who are working and over-worked as business has picked up. One salaried person has logged over 80 hours in a week (so, no over-time and may not receive compensatory time either); another replied to a post for a lower-level job saying "I have to get out of here, before I have no family left." Another said that they've never seen a comparable firm staffed this sparsely and that the work was suffering from it.

Employers, take note: lots of people have been giving it their all and then some to overcome the deficiencies in this business economy. If you want to retain these people and want to avoid the high cost of replacement (ramp up and training time, internal and external recruiting costs, customer relationships, benefits administration, etc.) but you're not certain where the staffing budget will end up, consider using temporary/contract staff. Every field has staffing specialists who can provide every level of expertise within your business.

We know many employees happily situated in new jobs who were hired as temporary contractors, then converted to full-time, permanent employment. Try-before-you-buy works for all concerned.

Winning in the economy recovery

2011-03-06T08:26:00.000-08:00

He who hires best, first, wins the economic recovery race.

Everyone senses or is experiencing the long-awaited turnaround in the marketplace. Thankfully, that includes recruiters, who are suddenly very busy again. Unfortunately, some employers haven’t caught on that it’s not business as usual when making hires. They still think they’re in the driver’s seat and can operate the way they have for the past few years. The opposite is true.

The reality is that the best candidates are finding jobs—quickly! Over the past few months we have seen too many companies lose out on great new hires. The practices of dangling offers, low-balling compensation and relo packages, and dragging out the process while searching for the elusive “more perfect” candidate have ended with no hire being made and highly talented candidates being hired by the competition.

Here are some tips to get your hiring practices in line with the new realities:

*Identify which hires you need to make to immediately to help your company or department get ramped up for growth.

*Create a well-defined, realistic job description with appropriate, competitive compensation and benefit packages.

*Initiate recruiting plan using posts, social media, in-house and external recruiting.

*Identify the best candidates and initiate interviews quickly.

*Merchandise your organization, environment, and benefits.

*Evaluate the finalists and move to offer.

*Don’t allow the process to get bogged down or sidetracked at any point.
Sign up for the LandaJob newsletter: http://www.landajobnow.com/ for monthly news of available candidates and industry updates.

And we're the ones with all the proofreaders!

2011-02-25T07:10:00.000-08:00

We sent an unedited version of our newsletter yesterday, and then recovered with a second one, headlined "Oops ..."(http://conta.cc/gSax9y)

Lots of people will agree: recovery is everything. There's no way to avoid falls, slip-ups, mistakes in life, or in your career. One of the most important questions I ask in an interview is "Tell me about your biggest screw-up." If they take too long to answer, I assume they haven't experienced it yet. Or, if further along in their career, I make a note about their humility.

I'll tell you that we've already gotten calls about some of the talent we featured -- hiring is still ramping up! -- and no one mentioned the errors in our newsletter. And, hopefully, that's a mistake we won't make again.

What happened to December? and a January bonus!

2011-01-04T12:19:00.000-08:00

Whew. We're moving f-a-s-t around here. Hiring's picking up, both in temporary and full-time and it looks like 2011 will be better for lots of people. In that vein, we're contributing Wednesday work all during January. See "Everybody works on Wednesday" on our website http://www.landajobnow.com/static/whatsNew.html for details.

And, we know, the movie line from Dave was also "Everybody works on Mondays". The point was it's good to work everyday! Call us if we can help you fill in some blanks.

Parents: You May Not Want to Hear This

2010-11-12T07:18:00.000-08:00

Maybe it's just the wrong time of year. We're generally prepared for the onslaught of graduates in spring. We're ready to exhibit more patience with first-time jobseekers, help guide them onto the path, give them tips on how to get started, explain what NOT to do.

So when the phone call this week started with "My son is graduating with a degree in strategic communications and a minor in Spanish. Can you help him?", I directed her to our website, along with SucceedAfterSchool.com. Not taking the hint, she wanted to talk about it. Recruiters are busy for the first time in a long time and -- think about it -- we make a living from employers who are searching for talent.

Sons, don't let your Mothers grow up to be helicopter parents.

Make it Easier for Them to Hire You

2010-10-22T09:24:00.000-07:00

Heads up, job-seekers! It appears that hiring is on the increase. We're not promising anything, mind you, but here's what you really need to know:

You have to make it easier for those in H.R. and recruiting. Here's a list of Don'ts:

*Don't be coy and send a recruiter a message that you might want to "take a look around"; you're either motivated to make a change or you're not and when we're busy, we don't have time to help you figure that out. So we go with the talent who's persuaded us that they're ready, willing and able to present themselves professionally.

*Don't ask to "get together to talk about my future". A career coach is the path you need if you want to talk about it. Recruiters and human resources pros are looking for very specific skills, backgrounds, and education to fill positions with narrow requirements.

*Don't label your resume "resume". Make sure it has your name on it. Most of us are deluged with job-seekers and it's easier to find you digitally than it was in the old paper system, but this recession has everyone strained for resources when we're receiving hundreds of inquiries every week.

*Don't wander into the job hunt without the necessary tools. As with everything else in life, you'll get out of it what you put into it. Here are a couple of resources: bi-weekly e-newsletter at www.asktheheadhunter.com (free) and our career portal, www.mylandajob.com, also free.

silver lining?

2010-10-01T07:48:00.000-07:00

For so long in the advertising and marketing business, it seemed that employees' skill sets became narrower and narrower. I'll always remember the first British designer I interviewed. His portfolio was a mix of the usual ads, identity/logos, etc. and then! wallpaper design and textile pieces and more! He had worked as a graphic designer, a product designer, and gasp! a sales professional (of the product line he had developed).

And, oh boy, did he have a tough time finding his next job. All the employers he met in our market wanted to see something more traditional, more narrow. There was a pattern then of becoming more specialized, within any discipline, to improve ones' upward mobility, hireability, compensation, etc.

This recession seems to have changed that somewhat. A generalist who can adapt to change quickly and maintain a good attitude is looking better to many employers: http://www.workforce.com/section/recruiting-staffing/feature/multiskilled-employees-sought-versatility-becomes-a/index.html

And that British designer I was so impressed with? He did stay in KC (yay!), had a good job in product development for a long time, and now is very busy with his independent design work.

Going Clubbing

2010-09-16T15:06:00.001-07:00

It makes my heart beat a little faster. Well, it certainly made me smile. One of my favorite candidates returned my call this afternoon, apologizing for the delay (we have a temporary opportunity for him!). He said he'd been at two different job clubs today and was "going clubbing" again tonight.

Everyone says that networking is THE way to find that next job and there's no more focused way to network for a new job than at a job club. Most jobseekers, sadly, say things like "pffft" when we mention it. There's a great list available for metro Kansas Citians here (http://www.jccc.edu/home/depts.php/S00011/site/JobClubs) thanks to Johnson County Community College and you can easily find them in your community, too. You may have to try more than a few before you find one that fits your needs best; smart jobseekers are regularly attending more than one.

The fellow I mentioned? He sounds more confident and that's priceless!

Telling the Truth

2010-08-31T11:00:00.001-07:00

I just read a post from a recruiter about this subject and it's worth repeating: Human Resource departments and recruiters need to tell job-seekers the truth. About their standing and their chances at any given job. We live and work in a nice town. A really nice, civilized, put your blinker on before you change lanes kind of place.

And the problem with that, at times, is that hiring managers won't always tell you the harsh truth. Kathryn, our senior recruiter, has dubbed it killing them with encouragement. Too often we hear "I had an interview with _______ and they said they would get back to me. But I haven't been able to get anyone on the phone in the (gasp) months since." Yes, we're all sitting amid stacks or bits/bytes of resumes, but we need to do a better job of responding to people who are interested in employment with our companies.

We pledge to provide feedback as soon as we get it -- the waiting is no fun -- and to offer advice, when asked, about any part of the job hunting process.

Why you need to use a recruiter

2010-08-17T14:42:00.000-07:00

A major employer in our industry (but not in our city, so don't try to figure it out) made an offer to a candidate with sterling web/interactive/social media experience for a VP position. From the start, the employer said "No problem, we'll pay your relocation costs." Then, oops ... we meant we'll pay $3,500. After a lot of negotiation , the employee and employer agreed on a more equitable, but not full, relocation package. And then the official offer letter arrived. The position was listed as "Manager". You won't be surprised to hear that the jobseeker said no thanks. But you might be surprised that the employer kept trying for an acceptance from the candidate for another few weeks.

All in all, the employer spent more than 4 months wooing, then screwing, this candidate. The short-term costs (all the company's effort and time and trips for visits, etc.) are one thing ... the long-term cost to their reputation is incalculable. A good recruiter can either manage the process more effectively or stop it, when either party is unreasonable.

They don't want to hire the unemployed. Seriously?

2010-06-17T12:30:00.000-07:00

Should Unemployed Job Seekers Be Ruled Out? Some Think So

We've already heard from some of our clients that they don't/wouldn't adopt this practice. If you've never been affected by unemployment, this might not appear to be a bad idea. As recruiters, however, we know how much talent has gone under- or un-utilized in this economic shift (how do you spell tsunami?).

My outrage aside, this philosophy (or worse yet, policy) may convince job seekers to seek transitional employment. Taking a non-profit volunteer gig or starting a low-cost-of-entry service business (home repair, delivery jobs, etc.) can be a bridge job that gives a person access to more networking and industry opportunities. That path can make it easier for a person to present their current circumstances with a smile as they interview for the next career opportunity.

Event for KC Interns!

2010-06-15T09:47:00.000-07:00

The Kauffman Foundation is hosting an event for local employers' interns on Monday, June 28 at the Kauffman Memorial Gardens (across the street from Foundation and just east of the Country Club Plaza). It's a social networking opportunity -- meet other interns and learn more about opportunities in KC, all at no charge! Here's the url to respond:
http://survey.kauffman.org/survey.cfm?id=342

Spring's new crop

2010-04-20T07:03:00.000-07:00

We had the opportunity to visit with JoCo Community College design graduates this week and were reminded that it's daunting to begin the process of searching for a job. There are tips and tools on our website (landajobnow.com)and, soon to appear, our new website with everything you need for your search, in one spot.

For new grads, take a look at http://www.succeedafterschool.com/ This day-long seminar is given by two advertising/marketing pros who started their own careers in the industry and have since spent years (some would say dog-years) in recruiting and human resources. This seminar will put you way ahead of the others in the pack (seem to have an animal theme going here, eh?).

W-o-r-k

2010-01-27T11:53:00.000-08:00

Many of us have tired arms from all this rowing to shore, but our clients and our job-seeking candidates are telling us about more hiring every day:

http://economy.kansascity.com/?q=node/5779

And if you're still seeking a job in the KC metro area, please take a look at this list:

http://www.jccc.edu/home/depts.php/S00011/site/JobClubs

Get off the computer, get dressed and attend more than one of these job clubs to find the right fit for you and your skill set. The best clubs are informational, supportive and time-savers.

Everything's different now

2009-12-15T11:49:00.000-08:00

We're hearing from our clients that the volume of work is bouncing back, and they're also hiring more temporary workers. This is good news for us at LandaJob, and also good for our associates whom we can unite with project work. But, it's confusing and hard-to-adjust-to for many displaced workers. And even some employers don't realize how easy it is to use temporary workers for project purposes; they mistakenly believe there's an extra layer of complication for them, but in reality it's easier (no 1099 hassles, easier administration).

In fact, "contingent staffing" (that's the buzzword which encompasses all temporary, freelance, and project work) has been an enormous part of California's mode of work for years, and now it is rapidly growing in other parts of the country, including the Midwest. Some estimate that by 2019, 40% of the U.S. workforce may be independent contractors (source: Time, May 2009). Workforce Management recently reported that 73% of employers expect an increase in their contingent workforce in 2010, with nearly 35% planning increases of 50% or more.

It's different from the way many employers and workers have operated. But this mode of just-in-time solutions is the way we will get people back to work and maintain the productivity and even the innovation of American businesses. Many companies will keep their full-time employed workforce in their core competencies and outsource other necessary functions plus added capacity. This will create a need to adapt, but also outstanding opportunities for many workers who want to expand their flexibility and work longer before retirement.

What might this mean for your company or your career?

Giving Thanks

2009-11-24T07:04:00.000-08:00

Just a quick note to say thanks to all the businesses, hiring managers, human resource pros, and job-seekers who have entrusted us to help them find great people and great jobs over the years.

As 4th Qtr. begins wrapping up, give us a call if you need temporary help in any marketing communications area (direct or database marketing, creative, interactive, production, etc.). Using a temporary agency can help you avoid this:

http://www.businessbrief.com/feds-plan-6000-biz-audits-what-theyre-looking-for/

How I got the job | Jennifer Foster, 33 - Kansas City Star

2009-10-26T09:52:00.000-07:00

How I got the job | Jennifer Foster, 33 - Kansas City Star

What's that about?

2009-08-18T09:00:00.000-07:00

I heard it this morning on The Today Show: "men don't apologize." It should have answered my question about the last two men who were in our office to interview for upcoming jobs with our clients. But it really didn't.

One candidate was a stellar, experienced designer with a great track record working for large corporations; the other was more of a beginner with real potential for front-end web design and programming. They were both 15 minutes late and, given the opportunity ("Did you have trouble finding our office?"), neither mentioned their tardiness (or regret).

What's up with this?

"...just got a new job!"

2009-08-10T09:29:00.000-07:00

We're hearing that more & more as we call our temporary associates to tell them about new opportunities. It's music to our ears!

Here's a note from one of our long-time temporary associates who has just transitioned to a full-time senior graphic design job at our client:

"Thank you for the kind words, Elisa. It's really exciting for me considering
> where I was before talking with you that very first time. I had been with the
> same company for 11 years and had just started looking for a new job in an
> already depressed economy. Thanks to YOU and a wee bit of 'perfect timing',
> here I am, one year later with the best opportunity I could have imagined! I'm almost giddy. It's been a wonderful transition and I feel that I
> owe you SO MUCH for referring me in the first place. I know I've worked really
> hard but it's more than that. I feel like it was a perfect fit - for me and for my new employer!"

Thank you, Tami! We're thrilled for you!

Susan's Success!

2009-07-07T08:07:00.000-07:00

How I Got the Job: Susan O'Neil, 24

Susan O'Neil was a very savvy job-seeker ... take a look at the steps she took to find her job in Kansas City at River City Studio (http://economy.kansascity.com/?q=node/2691) FYI, we're thrilled with how successful Yoda’s tweets have become! He’s such a smart cat to have persuaded you to do all his work for him. You can hear Yoda here: http://www.rivercitystudio.com/

The Importance of Being Interesting (and Earnest)

2009-06-19T13:46:00.001-07:00

As a career coach, one of the activities I spend a lot of time on with clients is their use of language. How we talk about ourselves, and what we say to describe our skills and experience, has a huge impact on whether people want to engage with us, especially if we're looking for referrals to a job or freelance opportunity.

Here are a few simple ways you can be more interesting when you find yourself in those situations when people ask you, "and what do you do?"

1. Instead of using a passive verb ("I am a writer/graphic designer/marketing manager"), use an active verb. Try telling people what you actually do instead of stating your title or past title, which does not create a conversation. In doing this, you may need to just select one aspect of your professional portfolio, but that's okay. You may end up with five or six alternative statements you can use, according to the situation.

2. Find new and compelling words to use. Words are fun! The English language has so many synonyms that there's no excuse for using the same tired terms everyone else does. Devoting just a few minutes to identifying new language for your accomplishments and skills can give a big boost to your personal presentation.

3. Think about describing what you do in terms of its results or impact. There's always a larger purpose for how your function influences the enterprise, and using a few words to reference that helps your listener understand and connect.

4. If you're looking for a job, be prepared to assist your listener with a concise and accurate description of the sort of position and accountabilities you're seeking, maybe even with examples of the kind of company or category you are targeting. Make it as easy as possible for someone to help you.

Implementing these tips requires just a little time, experimentation, and practice. Find a friend, colleague, or coach to help you. In my experience, it's really worth it. When someone's interest is piqued and they truly hear you, a conversation develops, and then some connection may emerge that will genuinely help your quest!

Tell me if you have other tips that have worked for you. Or, if you'd like some help with your own personal pitch, let me know.

Rentokil

2009-06-04T14:11:00.000-07:00

I'd like to thank my parents for naming me Landa, but really want to thank Eric Morgenstern of Morningstar Communications for his response to this article: 41 Stories: Blogging from a New Perspective

P.S. Rentokil has always just killed me, too.

One Response to “What’s in a Name?”

# Eric Morgenstern on 18 May 2009 at 10:14 am

Two of my favorite company names are:

Rentokil (a plant rental service that recycles dying office plants with healthy ones)

LandaJob (a career placement service owned by proprietor Landa Williams).

Words evoke emotions. Existing words bring both good and bad baggage.

Naming conventions should be taken quite seriously.

Nice post!

Thanks to our great talent!

2009-05-28T10:28:00.000-07:00

Debby Malone, Partner at Hickerson Wahaus, just wrote us to say that our temporary talent did a great job for them in proofreading:

"...did a fabulous job. We had three different people and we liked _______ the best. They were all good but she was fabulous! She was so knowledgeable on style trends, etc."

Thanks, Debby -- we really appreciate the feedback!

It's a New Day -- Selling Interns

2009-05-22T14:01:00.000-07:00

I just noticed that Crispin Porter + Bogusky is auctioning their summer interns on EBay: http://cgi.ebay.com/ws/eBayISAPI.dll?ViewItem&item=270392380113

Here's a link to the Ad Age piece about it and all the juicy posts that follow:
http://adage.com/talentworks/article?article_id=136729

The current bid, when I last looked, was $5,600. No matter what, that sure will pump up someone's resume, don't you think?

We're so happy to congratulate...

2009-05-12T09:00:00.000-07:00

Jamie Corning for winning KC/IABC's Best in Show at the 2009 Bronze Quill Awards Friday night.

To win a coveted Bronze Quill Award, entrants must show how they impacted their organization’s bottom line. From publications, to employee communication, to government relations, and now Social Media, Bronze Quill winners have shown they combined research, strategy and clean execution to reach their audiences with their messages.

More winners to follow. If you would like more information on KC/IABC, please visit http://kc.iabc.com

Good Advice

2009-05-06T13:56:00.001-07:00

Kevin really knows what he is talking about.

If you are just beginning your career in the exciting field of Advertising or Marketing, check out Kevin Fullerton's blog at:

http://springboard501.blogspot.com/

His latest post, "Why Can't I Get a Job?" exposes errors job seekers make and gives advise on how to stand out.

Do you know any other blogs or podcasts that give solid, relevant advise to job seekers?

Biggest Mistake on a Resume is...

2009-04-28T08:22:00.000-07:00

not proofreading or getting somebody else to proofread your resume. Many, many times a resume will be thrown directly into the trash if there is even one tiny typo.

IABC Members: Get your résumé proofread for free: Exclusive offer for IABC members from ProofreadNOW.com. Expires 30 May 2009.

Here are some links that can help:

20 Most Common Grammatical Errors - this is a great refresher in basic grammar.

Common Words That Sound Alike - the its/it's, there/they're/their etc. site; some of the MOST COMMON problems I see.

Punctuation - The University of Ottawa also has this site on correct punctuation usage.

What other mistakes will get your resume into the recycle bin?

Persistence is EVERYTHING.

2009-04-17T12:34:00.000-07:00

Susan Boyle for Queen!

http://www.youtube.com/watch?v=9lp0IWv8QZY&feature=related

local resources for the unemployed

2009-04-08T12:39:00.000-07:00

From Diane Stafford's ever-so-useful column on kansascity.com today:

Help for job hunters is close to home

Out of work and don't know where to turn?

Check out a new web site launched this week that can point you to job-search and job-retraining resources near you.

The site is a service of the AFL-CIO and Working America. But it's not just for union members. It's for anyone who's looking for work.(WorkingAmerica is the AFL-CIO affiliate created for workers who aren't union members.)

The sponsoring organizations call UnemploymentLifeLine.com "a Yellow Pages meets Wikipedia" for the unemployed. It works when you enter your Zip Code, and a host of nearby agencies and services pop up.

Do the math

2009-03-11T11:25:00.003-07:00

As we talk with more job seekers every week, it seems that a growing percentage of them are challenged with out-of-date job search skills. But even with those who've been in the job market in the past five years, we see low levels of outreach activity.

This was confirmed in a recent teleconference I attended through the Association of Career Professionals International (I'm a member and a former president of the KC chapter). The speaker was Orville Pierson, who is a senior executive and director of program design and service delivery for Lee Hecht Harrison, a leader in outplacement and career services (also the author of The Unwritten Rules of the Highly Effective Job Search and Highly Effective Networking). He has spent his entire career analyzing the metrics of job search activity, to be able to pinpoint what tends to work.

Mr. Pierson shared that the average unemployed job hunter spends five hours per week in search activity, compared with ten to twenty average hours spent by the executive level candidate. Reasons for low activity include a lack of organization, fear of rejection, and a lack of knowledge about how to proceed, among others.

Over time, he has concluded that the job seeker's overall search plan is more important than the resume, and that focus on the quantity of good contact work is the most influential variable in the success of the search! He's long been a believer that the successful job search plan will have qualified an initial target list of 40 to 50 companies. That's the initial list, just to have a place to start.

Here's the interesting part. He has determined that the average job seeker talks to 25 decision-makers before he/she gets an offer that results in a hire. And, that job seeker averages 15 networking conversations to get to each (1) decision-maker.

So, do the math. That means in normal market conditions, an average job search could be expected to have close to 400 networking conversations to result in a new job. Those numbers are probably higher in the present situation.

That's why our personal and professional connections are so valuable to us. They are the most precious and effective part of any job search. They are golden!

And, that's why we advise so many of our job candidates and coaching clients to stop fooling around with their resumes and get busy making contact with human beings.

Tell us what you think of Mr. Pierson's formula. Does it match with your expectations or experience?

Perception is reality

2009-01-12T12:19:00.000-08:00

Our greatest New Year's wish for both employer clients and job-seeker candidates, and for ourselves as well, is that we all not psych ourselves out. It's easy to get pulled into the current of negativity that is driving a lot of media content, whether it's in print, broadcast/cable, or online. Just as a smart swimmer will avoid the invisible undertow, we observe that our smartest colleagues and clients avoid absorbing the negative -- and instead see them creating their own positive energy and opportunities.

Every day we are encouraged at the news of people hiring and being hired, taking the leap to start new businesses and new careers, and following through on long-planned dreams. We know there are sectors of the economy that are doing well, local employers who are flourishing, and eager talent waiting to be tapped. But when we're all hearing so much bad news, we temporarily lose our uniquely American competence for getting on with it.

Here's what we remind ourselves of on a regular basis:

1. Hang around with positive people. If you're getting bummed out by the news, change the channel. If the friends you usually hang out with are too negative, get together with someone who has a terrific positive attitude or a great sense of humor. I remember a year when I resolved to make three new friends who were cheerful and glass-half-full types, and it changed my life forever.

2. Get back to the basics. Example: making personal connections, whether it's for networking, sales, or job seeking. Person-to-person connections are the building blocks of all commerce. Another example: making an honest assessment of the impression you make on others, and adjusting where necessary to make sure there are no barriers to connection. Appearance, posture, manners, and articulate communication go a long way.

3. Try one new thing. When frustrated at lack of progress, pick one simple change you can make. Or, choose one new activity to add into another area of your life. Feed your brain. Or just focus for ten minutes on a task you've been putting off. Making tiny changes can freshen the energy of the entire enterprise.

So, what are some things that you do to feed positive progress? And what are your New Year's intentions?

Your online image

2008-12-19T08:48:00.000-08:00

It's amazing how quickly it's become part of the candidate screening process to do a Google search. It's simply part of the must-do checklist for recruiters and hiring managers.

Online personal and professional image, just like everything else, continues to get more complex. Here are the pieces of the puzzle that we have noted, and we're interested in other aspects that you think are important.

1. Your online profiles. All of your social and professional networking sites (LinkedIn, Facebook, etc.) plus the membership associations on which you've posted profiles. It's easy to lose track, so we recommend keeping a master list and updating all of them when there's a job or career change. We expect that all profiles will tell basically the same story, and it looks less than professional when they don't. If there's a site with an account you don't use anymore, close it.

2. Personal stuff. It's an inherent part of the experience of social sites to share photos and personal artifacts. Since a potential employer can see anything that's public, you can use your privacy settings to keep exposure more exclusive when it's warranted.

3. Expertise and opinions. This is an area where many are currently stumbling. Posting opinions on your own blog, posting on others' blogs, and reviewing books or events are great ways to heighten your online profile and establish your expertise. There are a couple of pitfalls, however. First, take great care that your posts are as well-written and error-free as possible. Do check your spelling, punctuation, and grammar, as others may judge your eligibility for employment based on what you write. Second, be aware of the effect of displays of attitude. It might feel great in the moment to sound off, but a potential employer might draw a conclusion you wouldn't like about your fitness for being part of a team.

Please tell us about other aspects of online image that you think are important or that we might be missing.

The ones that get away

2008-12-03T14:54:00.000-08:00

We're involved with uniting people and jobs on a daily basis, and we also hear lots of stories about how employers go about their hiring processes. We recently heard a story that's a good example of how a hire falls apart needlessly in the final stages.

The scenario went like this: Search requirements that were hard to fill; ideal candidate with the desired niche background and stellar references, who really wanted the job; and a good fit between candidate personality and employer culture.

The problem: The employer failed to find out what was really most important to the candidate until the offer was made. It turned out that the candidate was not primarily motivated by salary, but rather by quality of life issues, including vacation and flex-time. While the candidate was perfectly happy with the salary/bonus offering, the employer was unwilling to match the candidate's desire for vacation to match his current job and professional association expenses.

The outcome: The candidate turned down the offer and decided to continue searching.

The cost to the employer: Thousands of dollars in time and hard costs; the continued vacuum of productivity with an empty chair; and the loss of good will and perception as an employer-of-choice.

What's the potential lesson? Employers, make sure your offers are accepted by using professional search consultants, either internally or externally. The willingness to adapt compensation packages to accommodate the differing needs and desires of potential employees can go a long way to securing (and keeping) exactly the talent you need. If your HR or internal recruiter tells you what the people want, and it's not unreasonable, be willing to provide it! And a good external recruiter or consultant, brought in for even just a part of the process, can ensure a happy ending.

Do you have a story about a candidate that got away or an offer that you amended to get the hire made? Or an offer that you turned down because an employer was unwilling to work with you on some aspect of it? Tell us! We love stories! (Just leave the names out to protect the guilty...)

Counting our blessings

2008-11-25T12:33:00.000-08:00

During this Thanksgiving week, we are thankful for many things about how we make our living at LandaJob.

We are thankful for the robust, dynamic advertising and marketing community we serve in this wonderful city.

We are thankful for the elite group of client companies we serve, both large and small. Our clients are smart, capable, and a joy to work with.

And of course we are thankful for the fabulous individuals we get to know in the course of scouting talent. For whatever value we are able to provide them in their job searches, we are grateful.

Last but not least, we're thankful for one another. To be blessed with work that feels meaningful, and to get to do that work with people you care about... Well, that's just the best.

Leaner staff, more work, what to do?

2008-11-13T07:46:00.000-08:00

In times like these, our work shifts with the market.

Many employers who have had to cut staff are faced with needing to produce just as much output as before. Our job becomes to remind them of the benefits of using temporary workers:

1. Just-in-time solutions. A good temp staffing partner (like LandaJob, of course) can get someone plugged in immediately, to keep the overworked team members from leaping off the ledge. Sometimes even the same day! (Example: an in-house agency that needed a proposal proofread overnight -- Done!)

2. Flexibility. The option to use a temp for anywhere from four to forty-plus hours a week. On-site or off-site. Schedule, then cancel, then schedule again. Dictate custom specifications for talent and experience. (Examples: a consulting firm which needed a specialized researcher for a period of weeks, different number of hours each week; a design firm which has pre-selected a mini-roster of graphic designers that fit their needs, using them on as as-needed basis.)

3. Convenience. Make one call (to LandaJob, of course) instead of coordinating everything yourself. We arrange scheduling, screening, follow-ups... everything. (Example: an agency which has a roster of freelancers, but everyone currently busy or not returning calls.)

4. Peace-of-mind. A temp is employed by the staffing firm (LandaJob, of course) and so we take care of paying the employee weekly, plus their payroll taxes and federal withholding, keeping our clients out of IRS difficulties and 1099 headaches. (Example: an in-house creative services team which uses temporary staff seasonally to handle extra workload.)

The smart employers keep their permanent staffs happy with all the resources they need. We're just happy to help.

What are some ways that temporary staff have helped your company?

Need extra $$ for the holidays?

2008-11-03T14:45:00.000-08:00

As you can well imagine, we get lots of calls, these days from candidates who are looking for extra work. It's the economy, the holidays right around the corner, and , who knows, boredom. So, we decided to post some opportunities on our website that are not our own search assignments and some aren't even industry-related. Perhaps you will have an interest, or send them on to someone who might.

Go to http://www.landajobnow.com/static/jobListings.html
and scroll to the bottom of the page.

A few words for the job hunt

2008-10-29T08:03:00.000-07:00

As much as we can, we try to listen to the experiences of job-seekers. This includes those who are looking by choice (to move up or out, or make a career shift), those who've been laid off, and those who are returning to work (moms, for example). We also talk to hiring managers every day. So, that means we hear a lot of stories, and we have a pretty good view of what seems to be most effective in a job search.

Here are a few of the things we see people do who have the shortest time-to-hire.

1. They hold themselves accountable for making a certain number of fresh contacts every week. Rather than just recycling old contacts, they find ways to make new connections. They mix it up, reaching out to companies they've researched and in which they have an interest, as well as applying for posted positions.

2. They do a really good job of articulating what they can offer to a team. The best ones talk about their value in terms of deliverables, rather than strategy and planning. Employers want to hire people who can get stuff done. They tend to hire people who demonstrate they can walk right in and do that stuff.

3. They get out of the house, or out of the office. Every week they show up someplace where they can meet new people at a meeting or program, or they volunteer for an organization where they'll make new contacts, or they join a special-interest club where they can generate fresh energy.

We admire these successful job-finders, so we thought we'd share these lessons we've learned from them.

Tell us what advice you might share. What's worked for you? What tips do you have for others?

HOT JOB

2008-10-20T09:53:00.000-07:00

One of our agency clients needs:

AE/Coordinator for a temporary assignment. Minimum 1 year agency experience and, natch, flexibility are ideal!

Making a second impression

2008-10-10T12:18:00.000-07:00

We're frequently asked advice about what's the best format for a thank-you following an interview. Practices and preferences have changed radically over the past few years, and continue to change. How does a candidate know what to do?

There are still three basic choices: the postal business letter; the hand-written thank-you note (either mailed or hand-delivered); or the email. We know employers who have strong preferences toward one method. Sometimes you can make a phone call to someone within the organization and find out (or you can ask your trusted recruiter).

Many hiring managers prefer the efficiency and immediacy of the email. But be sure you proofread carefully so that you have a 100% error-free communication.

Then there are those who respond better to the hand-written thank-you note. Works well for candidates who have good (or at least passable) handwriting and who have chosen a professional-looking note card or stationary.

If the job involves business writing of any kind (proposals, plans, newsletters, reports, articles, blog posts, etc.), the traditional business letter still can be very impactful and persuasive, especially if you want to stand out from your competition.

And, don't forget to thank everyone you met, not just the hiring manager. Frequently they'll be asked for their opinion about you.

So, there's no one-size-fits-all answer to the thank-you question. What are your thoughts?

Scholars party!

2008-10-02T11:12:00.001-07:00

The Ad Club Foundation will honor the 08/09 scholarship recipients at the Ad Club at 1025 Jefferson on Friday, 10.3, at 5 p.m. Congratulations to the 20 local students who are bravely studying to enter the world of advertising!

To learn more about available scholarships, as well as the Ad Club Foundation, visit: http://www.kcadclub.com/

The Lost Art of the Job Description

2008-09-23T14:48:00.000-07:00

Okay, so maybe it was never a found art. But it seems like it's harder to find job descriptions that have all of these three key ingredients:

1. What the job actually consists of. What would this person really be doing in an average week/month?

2. How this function fits into the organization. Who are the other members of the team? How does this team interact with other teams or groups to produce products or services?

3. What the company or organization provides, and for what customer groups or audiences.

What if employers were to incorporate all of these elements into their descriptions? Would it be easier to find qualified candidates?

We think probably so. But, we're grateful anyway that they need our help. And sometimes we start with an overhaul of the job description.

Yay! Hallmark!

2008-09-23T09:21:00.001-07:00

The ONLY KC based company on this year's "100 Best Companies" list by Working Mother magazine! Makes me wish I'd had children.

Venting? Anonymously?

2008-09-16T13:55:00.000-07:00

Just saw the jobvent.com site where disgruntled employees can register their complaints and their kudos -- anonymously -- for all the world to see. Oh boy.

Employers are ranked on criteria such as Pay, Respect, Benefits, Work/Life Balance, Career Potential/Growth, etc. A lot of what I read seemed petty and narrowly focused ("...the worst supervisor EVER", "you have to suck up to the right people") but there were legitimate learnings (as the big boys say) for those employers who are taking the long view and truly see their employees as their biggest asset.

From scores of -8222 to positive scores in the hundreds, it's clear that people would rather pan than praise. At least on this site. I was cheered by the review of one of our local financial services employer which said: "Good company for benefits but they have this Kansas City attitude where they only go by the book." With all of today's financial news, may we hear a round of applause?

Hot Job
Senior Copywriter
Delicious opportunity for a seasoned copywriter with style, insight, experience and proven results to create campaigns encompassing print, direct and broadcast. Ideal candidate will have 5 to 10 years agency experience, backed by a solid book and broadcast reel featuring healthcare or consumer-focused work. Agency has strong leadership and terrific C.D.

Six Degrees of References

2008-09-10T08:06:00.000-07:00

Hot Job

Public Relations Senior Account Manager

Develop and manage regional and national media relations programs. Requires strong track record of media relations successes, from strategy through execution, plus some crisis communications background. Must be prepared to handle complex workload while creating breakthrough ideas. Agency experience preferred.

Hot Tip

Your References Can Be Your Most Precious Asset

As competition heats up for some categories of jobs in marketing/communications and sites for resume harvesting become ubiquitous, the references of the job seeker can become his/her best asset.

It's a good idea to protect and maintain your references with your very best efforts.

We suggest you try to keep track of your key former supervisors and co-workers for at least five to seven years past your active association. As your jobs and responsibilities change, you may need to have some new testimonial quotes about different aspects of your experience or contributions. It's always a sad surprise to talk with job candidates who cannot provide contact information for former supervisors. Sometimes that can keep you from delivering a reference that could seal the deal.

Be sure to alert your references when you're getting ready to share their information. These contacts are golden, and you want to keep them in the loop and protect them from being contacted by those companies in whom you are not truly interested.

Many people forget that clients and vendors (current or former) can be extremely effective references. They can speak to your professionalism, knowledge, relationship-building skills, ethics, and much more.

Why not look for creative ways to use quotes from your references? What if they could spice up your cover letter or be used as extra flavor in your resume? We've seen that make the difference in who gets the interview.

And at the end of the process, a stellar reference can make the difference in who gets the offer.

First Post! What took us so long?

2008-09-04T11:14:00.000-07:00

Hot Job
Art Director
We are currently seeking a Senior Art Director for a perm position. Our client is an ad agency in Kansas City. Ideal candidates will have a minimum of 5 years of agency experience, will collaborate with account planning and creative teams to develop concepts and execute work that meets objectives and strategies. Having fun most days is a prerequisite. This individual must be a self-starter with proven experience/knowledge of InDesign, Illustrator, Photoshop, Quark and other applicable programs. Must have an excellent portfolio and stellar presentation skills.

Hot Tip
Why Your Best Intentions Go In Their Trash
I read a resume critique today that, alternately, took my breath away and gave me hope. In a season of name-calling, trash-talking political incivility, here’s something you need to know if you’re in a job search:

Only a few, very few, people are going to tell you the truth.

Let’s start with your resume. Does it really make you stand out from the crowd and command the attention of the HR staff and hiring manager? Are you (shudder) using the same templated resume and cover letter for every submission? Does this document, your digital stand-in, represent you and the contributions you could make to a new employer?

Remember that the best resume — not always the best candidate — gets to the next step: an interview.

Don’t attempt to close the deal (get the job) with your cover letter and resume. What you’re after is a face-to-face with people at the employer/company who can begin the exchange of information (your skills and experience with their needs). Take it one thoughtful, well-researched step at a time.