Recent poll indicates job-hunting is multi-channelled but recruiters still rule

A snapshot LinkedIn survey posing the question: “Which channel has proved most successful in helping you find a job?” has revealed that despite it’s undoubted surge, social networking still has work to do.  Unsurprisingly, trade press fares worst.

Never let it be said recruitment agencies, job boards and social networking cannot live in jobseeker harmony.  This chart clearly shows UK marketers undertake a multi-channel job search strategy, with the traditional services a nostril ahead of the new kid on the block.  Job boards sit comfortably in the middle.  Trade press, whether on or offline, appear to be fairing badly, adding further weight to the argument that, as a job-searching medium, physical publications are all but dead.

One respondent commented: “You cannot beat the power of networking and choosing a few agency sites to search on a regular basis”.

Once again this chart fuses the ‘big 3’, which combine to dwarf trade press job applying.  It’s interesting that by generic job title ‘management’ appear to favour social media/networking, perhaps indicating that job posting social platforms such as LinkedIn and Twitter attract more ‘senior’ marketing professionals – a point accentuated further by the C-level column.

This job function chart is particularly relevant, especially from a hirers perspective.  Identifying jobseeker ‘hang outs’ will help determine where to spend recruitment advertising budgets.  Half the ‘creative’ respondents favour recruitment agencies, which is a surprise because it has long been thought that personal recommendations or networking were the most common ways for agency-side marketers to find new employment.  Interestingly, social networks are a distant third for ‘general’ marketers, which appears an odd outcome for so-called ‘early adopters’.  Again, recruitment agencies score well in this demographic.  Perhaps most eyebrow-raising of all in the job function chart is the dominance of job boards for PR professionals; perhaps it’s all about personal branding for them?

And what of ‘sales’ marketers?  They appear to be perennially seeking jobs via social, which may highlight their desire for quick wins and instant responses?

More females than males responded to this poll – is this a reflection of the gender demographic within marketing?  Whilst social networking plays a larger part in the male job seeking channel, all other channels were comparative, with marginal swings between job boards and recruitment agencies.  More females view and/or apply for jobs via offline trade press than males, apparently.

Amongst 25-34 year-olds, job boards are the most used job seeking channel.  They fare well in the 35-54 age group, too, with an equal 28% keen on the job opportunities social networking presents; this helps point to the obvious conclusion that Gen-Y is predominantly digitally-focussed.  Given this impression it is perhaps surprising that the 18-24 year-old group significantly prefer to seek the services of recruitment agencies.  Is this a sign of lazy youth?  It will be interesting to see how this area develops over the next twelve months.

100% of respondents over the age of 55 prefer to visit social networking sites to find a marketing job.  So you can teach an old dog new tricks!

Which channel has proved most successful in your job search?  Will recruitment agencies ever be plonked off their plinth?  Please leave your comments below.

Simon Lewis | Editor | Only Marketing Jobs

Marketing recruitment and salaries are set to rise in the coming months, according to a study that adds weight to evidence of a recovery in the industry

In its Market Eye report, marketing recruitment giant, Aquent, comments that 50% of firms plan to boost headcount in the next six months, while 43% forecast no change.

More than a quarter (29%) of firms predict salaries will rise, with the rest indicating no change.

Spend increases

The expected uplift among clients is mirrored by anticipated increases in advertising, design and digital agencies.

The UK marketing industry was hit hard by the financial crisis and subsequent recession, with redundancies and pay freezes common. But confidence is returning as the economy shows tentative signs of recovery, and advertising spend grows along with marketing budgets.

ZenithOptimedia has revised its forecast for advertising growth upwards following a “stronger than expected” first half.

The recent Bellwether report also maintained its prediction of a year-on-year rise in marketing budgets, despite expectations being revised downward in the second quarter.

Belt-loosening

Peter Geary, Aquent’s UK regional director, says: “Marketing is always one of the first areas to see cuts when budgets are tight, but it seems that firms are beginning to invest in brand awareness again and the jobs market reflects that.”

The Aquent research was based on face-to-face and telephone interviews with 214 client and agency marketers.

Simon Lewis, editor of marketing community, Only Marketing Jobs, says: “Our job board product has seen a steady increase in the number of recruitment agencies looking either to add to its media spend, or switch it.  This is a shift from 12 months ago, when job board advertising stalled.  There really does seem to be an increase in marketing staff requirements.”

If you’re a marketing jobseeker, what are your thoughts on the market?  It is improving or this is simply a false-dawn?

Original Source: Marketing Week

Edited by Simon Lewis | Only Marketing Jobs

The new government eulogises about community-building and it appears to make sense, but where’s it really heading?

The Big Society – power to the people or powder-puff?

Guest post by Oli Barrett: the ‘most connected man in Britain’, of www.OliBarrett.com

Here in the UK, there is much talk, led by our new Prime Minister David Cameron, about what he calls the “Big Society”.  In his words:

It’s time for something different, something bold – something that doesn’t just pour money down the throat of wasteful, top-down government schemes.

The Big Society is that something different and bold.

It’s about saying if we want real change for the long-term, we need people to come together and work together – because we’re all in this together.

BBC Radio 4′s chief political correspondent, Norman Smith, explains:

The ‘Big Society’ is David Cameron’s ‘Big Idea’. His aides say it is about empowering communities, redistributing power and fostering a culture of volunteerism.

Returning to the PM’s words:

The Big Society is about a huge culture change, where people, in their everyday lives, in their homes, in their neighbourhoods, in their workplace, don’t always turn to officials, local authorities or central government for answers to the problems they face but instead feel both free and powerful enough to help themselves and their own communities.

We need to create communities with oomph – neighbourhoods who are in charge of their own destiny, who feel if they club together and get involved they can shape the world around them.

Thoughtful notations

Over the past few weeks, I’ve spotted several people (many with considerable oomph of their own) writing thoughtfully about the Big Society.  This post is simply my way of sharing their thoughts:

As soon as I read this post by Adil Abrar (founder of  Sidekick Studios), I wanted to meet him.  He writes:

Is the Big Society fully-formed? No, but nor should we expect it to be. It’s early days, it seems interesting enough, and the fact that it isn’t defined and there is still space to create it, actually makes it more interesting. And that’s the ultimate point.

It’s up to us – social entrepreneurs, communities, technologists, public servants, business – to make it mean something. As far as I’m concerned, politicians should just set the direction, do the big speeches, and then get out of the way as quickly as they can. I’m not looking for solutions from them. We tried that. It was a bit rubbish.

Big Society isn’t about politicians. It’s about us. And the sooner we get on with it, the sooner we can start making it good.

Expediting communities

For many people, the quickest way to ‘get’ the big society is to see examples of it in action.  This excellent post by David Barrie has ten projects to be looking at.  He concludes:

What’s exciting about almost all of these enterprises is that they tend to merge the profit motive with a moral imperative – and many directly confront social need through the businesses themselves.

Almost all of these ventures – in a politically non-partisan way – trigger volunteering and social action and act as touch-point for providing a public service, be it care for seniors, healthy living, food security, literacy or managing waste in the built environment.

Most are trading systems. Almost all elicit support by association. All are optimistic.

Arguably the most diligent chronicler of conversations about all things big society is David Wilcox.  He is an extremely thoughtful guy who gives generously of his time reporting numerous events.   If you don’t have time to read some of his posts, then at least follow his updates on Twitter.

Caution

A note of caution is sounded by David Robinson, someone I got to know during my two years as a member of the Council on Social Action.  You would have to speak to practically everyone in Britain before you found someone with a bad word to say about David, and this, combined with his expertise around social action makes his reflections here all the more compelling;

Arriving for work at Community Links in Canning Town this morning I passed a long queue of people waiting for advice or practical support in this, one of the UKs most disadvantaged communities. The questions I ask of every government programme are the same today as everyday. “How does it meet their needs? How does it tackle poverty, not just money but poverty of opportunity, and what more could be done?” I’m not sure that what I know about the Big Society, or what its leading minister, Francis Maude, had to say about it last week,  helps me with the answers.

Criticism at this stage is of course just as empty as wide eyed enthusiasm. It simply isn’t yet time for the jury to return. We could however be thinking more about the criteria for   judgement, the basis on which we might   appraise the Big Society , challenge it, build it. Our Chain Reaction network has begun this work with a statement of principles sketching our vision of the good society, outlining the principles that might underpin that vision and suggesting the expectations, for ourselves and for government that might flow from this analysis.

David mentions Matthew Taylor’s work, leading the RSA.  This post in particular  is worth highlighting, in which Matthew says:

As an overall scorecard I would give BS ‘fair to good’ as a big idea. As a set of policy proposals – such as the Big Society Bank, national citizens service, your square mile – I would say ‘has promise but must show delivery’. But it is as a way of judging or shaping mainstream policies across Government where I think lies the greatest potential and also the greatest current weaknesses and dangers of the Big Society.

Finally, in this comprehensive post, Lee Bryant from Headshift explains why he is drawn to the role that social networks can play in the Big Society:

Instead of formulating policy, and then seeking to leverage social networks as a tool or a vehicle for policy, we should instead start at the other end of the chain and try to better understand the world, and the existing social networks, in which public services seek to intervene.

Healthy social networks are in many ways the connective tissue of a Big Society, and encouraging their development around issues of civic importance are a key part of the process of weaning people off a dependent relationship on the state and enabling them to help each other.

It will be interesting to see how this Wikipedia page about the Big Society evolves over time.  Likewise, there are some interesting thoughts emerging through the Big Society Network, led by Paul Twivy, who I am a big fan of, and have enjoyed exchanging ideas with over the past few months.

The final word then, to the Times, which has described the Big Society as:

An impressive attempt to reframe the role of government and unleash entrepreneurial spirit.

Put like that, it sounds like my kind of idea.  You can count me in!

What are your thoughts on the Big Society and community-building in general?  Has the PM got it right or is it way off track?  Would be great to learn your thoughts.

About Oli Barrett

Oli Barrett has been described by Wired Magazine as ‘the most connected man in Britain’.  He brought the concept of speed networking to the UK and has hosted hundreds of events in 12 countries.  He is the founder of Make Your Mark with a Tenner, the national scheme which has handed over 50,000 school pupils £10, challenging them to see what they can achieve in one month.  His passion is matching brands with social causes to make things happen and he spent two years on the Prime Minister’s Council on Social Action.  His personal site is at www.OliBarrett.com

Edited by Simon Lewis | Only Marketing Jobs

Having a jazzy website counts for nothing if you’re not making money from it, something most businesses fail to achieve

Here’s your chance to win a free review so you can discover the true commercial effectivness of your website

Fantastic website planning company, Smart|WP, is giving away complimentary website reviews to 3 lucky members of the Only Marketing Jobs community.  If you answer ‘yes’ to the following questions, you qualify for this amazing offer:

Would you like to…

• have a website your customers engage with?
• have a website which is commercially effective?
• convert as many visitors as possible into customers?
• know who your visitors are and how they found you?
• make more money in less time with your website?

Find out more about Smart|WP

How to enter

Assuming you’ve said ‘yes’ to the above, all you need to do now is email Smart|WP managing director, Carol Mann, expressing your interest.  Please put ‘Review My Website’ in the subject line and leave your contact details in the content box.  Easy as that.  Here’s the email: carol@smartwp.co.uk

Who wins?

Three randomly-drawn respondents will be drawn from a hat, each receiving the complimentary website review.  So hurry, send that email now: carol@smartwp.co.uk

A bit about Carol…

A Visual Communications graduate and recipient of the Chartered Institute of Marketing’s ‘eMarketing Excellence Award’, Carol oversees the day-to-day running of SMART|WP helping small business owner-managers to derive maximum return from their online investment. 

Carol’s interest in all things interactive was captured in the mid-80s when,failing to find a suitable, commercially available, CRM system for her business, she resolved to build her own.  Carol is passionate about ‘connecting’ and has built up a wealth of experience in the Social Media arena which she also shares with all our clients.

Contact Carol: Mobile: 07767 785 813 | Web: www.smartwp.co.uk

A human business for a digital world…

Website | Planning | Production |Promotion

Marketing & Advertising Recruitment Awards to acknowledge excellence during challenging period

London: 12^th July 2010: Only Marketing Jobs, the UK’s premier marketing jobs board and online community for marketing & communications professionals, has announced the production of the Marketing & Advertising Recruitment Awards 2010.

The inaugural Marketing & Advertising Recruitment Awards (MARAs) have been established to recognise recruitment agencies that have confronted recent challenges and shown outstanding achievements in their industry.

Only Marketing Jobs co-founder, Simon Lewis, commented: “For marketing & advertising recruiters the recent recession has presented many challenges, both for businesses and individuals.  Financial constraints coupled with the emergence and development of social media has put pressure on the industry to evolve and adopt new working practices. These awards have been designed to reward excellence in our field.”

The MARA’s have been endorsed by senior figures within both the recruitment and marketing fields, with APSCO chief, Ann Swain, and Marketing Society marketing director, Gemma Greaves, included on a heavyweight judging panel.

The MARAs are open to all external recruitment agencies specialising within the UK marketing, advertising, PR & communications and media sectors.

There are ten award categories, which include: Best Newcomer; Recruitment Innovation; Best Candidate/Client Experience; Best Regional Agency; Best Niche Agency; Most Effective Social Media Strategy; and Personality of the Year.

Recruiters can nominate their company between 14th and 6th August.  Category finalists will be announced on 13th September.  The Awards will culminate with a spectacular gala on 25th November, held at the prestigious Grange Hotel, London.

For more information about the MARA’s and to enter go to the official website: http://www.ukmara.co.uk

Twitter users can follow the chat and contribute using #mara2010

The MARAs are endorsed by:

About Only Marketing Jobs

Only Marketing Jobs (OMJ) offers recruiters cost-effective one-off and subscription-based talent-attraction solutions, ideal for: reaching marketing jobseekers; brand awareness campaigns; social media models; and online/offline networking. OMJ is an integrated platform for marketing professionals and marketing recruiters.

For the sake of transparency it should be noted that whilst OMJ facilitates job posting on behalf of UK marketing recruitment agencies, subscribing to these services is not a requisite for entry into the MARAs.

Only Marketing Jobs can be contacted via: Tel: 08452 011552 | Email: info@onlymarketingjobs.com | Twitter: http://twitter.com/onlymarketing

Marketing & Advertising Recruitment Awards to acknowledge excellence during challenging period

London: 12^th July 2010: Only Marketing Jobs, the UK’s premier marketing jobs board and online community for marketing & communications professionals, has announced the production of the Marketing & Advertising Recruitment Awards 2010.

The inaugural Marketing & Advertising Recruitment Awards (MARAs) have been established to recognise recruitment agencies that have confronted recent challenges and shown outstanding achievements in their industry.

Only Marketing Jobs co-founder, Simon Lewis, commented: “For marketing & advertising recruiters the recent recession has presented many challenges, both for businesses and individuals.  Financial constraints coupled with the emergence and development of social media has put pressure on the industry to evolve and adopt new working practices. These awards have been designed to reward excellence in our field.”

The MARA’s have been endorsed by senior figures within both the recruitment and marketing fields, with APSCO chief, Ann Swain, and Marketing Society marketing director, Gemma Greaves, included on a heavyweight judging panel.

The MARAs are open to all external recruitment agencies specialising within the UK marketing, advertising, PR & communications and media sectors.

There are ten award categories, which include: Best Newcomer; Recruitment Innovation; Best Candidate/Client Experience; Best Regional Agency; Best Niche Agency; Most Effective Social Media Strategy; and Personality of the Year.

Recruiters can nominate their company between 14th and 6th August.  Category finalists will be announced on 13th September.  The Awards will culminate with a spectacular gala on 25th November, held at the prestigious Grange Hotel, London.

For more information about the MARA’s and to enter go to the official website: http://www.mara2010.com

Twitter users can follow the chat and contribute using #mara2010

The MARAs are endorsed by:

About Only Marketing Jobs

Only Marketing Jobs (OMJ) offers recruiters cost-effective one-off and subscription-based talent-attraction solutions, ideal for: reaching marketing jobseekers; brand awareness campaigns; social media models; and online/offline networking. OMJ is an integrated platform for marketing professionals and marketing recruiters.

For the sake of transparency it should be noted that whilst OMJ facilitates job posting on behalf of UK marketing recruitment agencies, subscribing to these services is not a requisite for entry into the MARAs.

Only Marketing Jobs can be contacted via: Tel: 08452 011552 | Email: info@onlymarketingjobs.com | Twitter: http://twitter.com/onlymarketing

Wondering which social media channel is best for your business?  This guide will point you in the right direction

Information courtesy of CMO.com

Do you agree with this synopsis? Are there any areas here that are wrong? Do you have examples where the so-called ‘bad’ areas and, in fact, ‘good’?  We’d love to hear from you below.

Simon Lewis | Editor | Only Marketing Jobs

On 30th June 150 Birmingham-based marketers joined for an evening of offline networking, proving there’s more to life than London

Review of the Birmingham Link-up

Après Bar played host to 150 marketing & media professionals on Wednesday night as digital recruitment advertiser, Only Marketing Jobs, strode into town for the seventh leg of its official regional networking tour. Jobseekers, networkers and recruiters gathered to share industry thoughts, make important new contacts and learn why meeting people is crucial for personal & business development.

Whilst for some the the occasion was about finding marketing jobs, others found purpose in imparting knowledge and learning from like-minded industry folk.  Attendees traversed all marketing disciplines, from product to brand management; event organisers to social media enthusiasts; and general creative types.

Structured networking

The development of online networking often hides the human instinct to socialise, where face-to-face interaction is the number one way to build trust, whether in business or social circles. Networking expert, Lloyd Dalton-Brown, of Networking Training, treated the audience to a thoroughly enlightening set of interactive tips on how to maximise social events, where a combination of pitch and passion encourages an open and honest exchange of knowledge.

With minds refreshed with networking hints the marketers set about making new contacts through seven 6-minute ‘capsules’ of conversation.  During what was a frantic 45 minutes the congregation covered a myriad of marketing topics, learning much about their industry and meeting interesting peers keen to both absorb and impart knowledge; literally hundreds of business cards were exchanged during a thoroughly vibrant period.

The branding stage

The beauty of face-to-face networking is the opportunity it provides to show people what you do that’s different; it’s personal branding.  Sure, you can build your online profile and write a great blog but where’s the real sincerity in that?  These events afford you a ‘stage’ on which to perform your talent, showcasing your uniqueness.  These attendees worked the script perfectly, as conversational couples waltzed the room like Fred and Ginger, gyrating their way through the high-tempo interaction with verve and gusto.  Bravo Birmingham.  (View pictures of the event, courtesy of Simon Harding - Go to the ‘events’ tab and use the password: only100)

CV appraisal

New to the Link-ups is the free CV consultation, where jobseekers are encouraged to test Mark Lester, of Platinum CV Services, on his ability to identify weaknesses in individual’s application profiles, and provide solutions.  Following-up his Leeds debut with a straight-talking synopsis of attendee’s CVs, Mark was rammed from start to finish with inquisitive marketers hoping to understand the ‘black art’ of a successful CV. 

Champagne, motor bikes & a camera

The much-heralded champagne draw capped an inspiring few hours.  Account manager, David Kuczora, was delighted to receive a bottle of bubbles from integrated DM solutions company, refresheddirect.  Great guys, great company.

In addition a digital camera was scooped by Jon Nealon, group account director at Cogent Elliot; this prize was kindly offered by the wonderfully enigmatic local marketing recruiter and draw sponsors, CV Bay.  If you’re looking to hire marketing staff in the Midlands area, this is a company you should be calling.

An impromptu prize of a pair of Goodwood Festival of Speed tickets were won by internal communications consultant, Kareen Griffiths.  The tickets were kindly donated by clever designers, QRky Ltd.

Success of these events can often be measured by the eagerness of attendees to scarper home.  Whilst typical evenings conclude at 9pm, Birmingham was still rocking an hour later.  Enough said.

Thank you to our event partners:

It would be great to hear the thoughts of attendees.  What was good about this event?  What could be improved? Comment below or join the discussion in our LinkedIN group

Simon Lewis | Editor | Only Marketing Jobs

What Birds Eye doesn’t know about a potato lattice is probably not worth debating. And it’s with this startling admission in mind that we bring to you a waffle-free announcement.

Quite simply, here are four useful links you should check out today:

Careers

Which channel has proved most successful in helping you find a job?

Why is this useful? The results will be penned into a featured article, produced to help your career and provide some topical content.

Social media

We’re very excited to be headlining the upcoming Social Collective event, where some of the industry’s top names will be speaking at a forward-thinking conference, before enjoying an amazing evening networking party. Check out the details.

Why is this useful? If you are involved in or wish to be involved in social media, this is the last event of its kind in 2010. Not only is it the best event you’ll attend this year, the Early Bird discount gets you 50% off the standard ticket price.

Marketers, networking

7 networking events you need to attend this year

Why is this useful? If you want to make genuine business contacts and would rather do it face-to-face than online, there are some great gigs in your area you should be attending. From Bristol to Manchester and London in between, check out these free-to-attend events.

Marketing jobs

Not checked out the 1,800 jobs on the OMJ website this week? Take a peek now.

Why is this useful? Need you ask?

Simon Lewis | Editor | Only Marketing Jobs

Stop hiding behind your avatar and start making real contacts instead

It’s who you know, not what you know – as my old dad once said

So we’re halfway through the year and already I have been to 21 separate networking events across 7 different UK cities, meeting all sorts of people from within the marketing and recruitment industries.  Exhausting it has certainly been.  But I’ve loved it.

Retrospective me

Not being a teckie freak (that’s envious me, right there!) I’m often found lagging in this digitally-evolving world.  If it were down to me, I’d still own one of those banana-shaped mobile phones, the one with the retractable aerial.  I’d also spend Saturday afternoon in HMV, looking for new tracks to add to my multi-disk Kenwood stereo system.  And, of course, I’d be writing this piece on a Tip-Ex-stained typewriter, calling it an ‘article’ instead of a ‘blog’.

I’m only 34.

A previous incarnation

Before I went to university I trained as a journalist with the Sunday Times.  I also spent some time with The Sun, where Kelvin MacKenzie reigned supreme.  Fleet Street was long-gone but there were still plenty of old-skool hacks bumping their way around Wapping, cobbling together news through the eyes of a liquid lunch.  Far from condoning these boozy escapades, it seemed they were encouraged.  As a wet-behind-the-ears 19 year-old I couldn’t understand what the deal was there, but I liked the thought of it.  Now, of course, I get it.  They were networking.

The social circle

The meteoric rise of social sites like Twitter, Facebook and LinkedIn have changed the way people interact.  I embrace these channels with a generous amount of gusto because I think they’re wonderful modes of communication (except Facebook – I can’t stand Facebook); bringing people together that would otherwise pass through life like metaphoric ships in the night.  For their social interaction, digital networking platforms – both business and social – are amazing.  But they are not actually that social, are they?  What’s social about sending a message through a wire or a pipe or a signal?  Surely this is anti-social?

So whilst I think online communication is great, I much prefer meeting people face-to-face, over a beer or two – having a ‘real’ chat in a ‘real’ place in ‘real’ time.  Twitter may help facilitate these meetings – and to that I tip my hat – but the tangible relationship-building happens amidst a handshake, a smile and the instant reaction to a question or a comment; rather than the falseness of a considered online response.

For me networking has come full-circle.  It’s about taking online, offline; getting back to basics.  Social networks are only skin-deep.  If you want to make real contacts, develop proper relationships and make new friends, grab a beer (or a coffee) and have a good-old chat.  And if you’re worried about losing contact with your virtual, piped world, I won’t mind you leaving your G4 on the table, right next to my Rubik’s Cube.

Think I’m right?  Here’s the remaining 2010 Only Marketing Jobs networking tour dates…

Simon Lewis | Editor | Only Marketing Jobs

Despite the recent tumble in Midlands-based marketing jobs, one local recruiter has reason to remain positive

So what makes CV Bay stand out from the crowd?

We asked CV Bay managing director, Harry Vlahakis, for his thoughts:

What is CV Bay?

CV Bay is a Birmingham-based contingency Recruitment Company that has been established for 4 years.  We are made up of a team of 5 consultants of which 3 are hands-on Directors.  The 3 directors all have over 10 years experience recruiting for Midlands-based clients.  Our roots stem from an IT and sales recruitment background, but we have now added Digital, Creative, Marketing, Advertising and PR to our portfolio.

What are you are doing differently?

You may be of the opinion that all recruitment agents operate the same, but we believe that our approach is relatively unique.  Having spent time with our clients, we recognise that one of the key frustrations facing them is being inundated with CVs from candidates who don’t meet the recruitment criteria.  We can honestly say that this will not happen with us. 

Our approach is to:

• Provide clients with a dedicated Account Manager – this enables them to have a single point of contact and confidence that we understand the business and how it prefers to work, which in the long-term will significantly reduce time-wastage
• Invest time upfront – we love meeting our clients to discuss their requirements.  We believe it is important that we have a full understanding not just of the role but the personality fit of the ideal candidate; the soft skills required and the team dynamics in which they will operate.  This early investment will enable us to translate the requirement, allowing for a better selection process and so a smaller number of appropriately skilled candidates to interview
• Provide only relevant CVs – the investment of time up-front enables us to conduct a robust pre-screening process including meeting all our candidates face-to-face.  This saves time and money
• Offer technical pre-screening and testing
• Full candidate referencing 

Our significant USP is the integration of advanced video technology, which enables clients to view potential candidates BEFORE committing to a full interview.  Tailored to specific requirements, candidates can provide a video interview enabling the client to conduct an initial screening at a convenient time.  The use of this technology improves the efficiency of the candidate selection process and provides clients with an opportunity to work to a much shorter recruitment timetable.

Why did you decide to sponsor the Birmingham Link-up?

We are looking to expand our Digital, Creative, Marketing, Advertising and PR part of the business as we see the Midlands being a very exciting market place over the next few years.

What advice would you offer to jobseekers who are looking for ways to stand out from the crowd?

It is very competitive market for candidates at the moment and as always first impressions will count. Lots of candidates are rejected simply on the basis of their CV. So candidates need to make sure that their CV is as good as it can be and that is sell their skills effectively. The use of new CV tools such as video CV (so long as they are done professionally) will further advance any application. CVBAY actively promotes the use of video technology within the recruitment process and we use a company called Videocvsender.com.

What are your predictions for the Birmingham recruitment market in 2011?

Birmingham was hit very hard by the recession and as always seemed to have the least investment from Central Government.  However the West Midlands market is very resilient and has been hit hard before but always bounces back. I see this as being the case over the next couple of years. There is an increased optimism amongst businesses many of which are focussed on growth which will have a positive effect on the jobs market.

Edited by Simon Lewis | Only Marketing Jobs

Recruiters are lazy failed estate agents, about as welcome to walk this earth as the Hounds of Hades

Whilst this might be a misplaced stereotype, there have always been myths surrounding the recruitment industry. Here are some of those myths:

Guest post from Andy Headworth, MD & Social Recruiting Strategist, Sirona Consulting

This post was originally inspired by an an article I read within one of the LinkedIn groups I am a member of. Then the inspiration took a mad turn……. after I posted an innocent question on Twitter this morning, asking what recruitment myths are a load of rubbish!!

In the original article, Rebecca Sargeant, talks about the biggest summer rumour of all – know one recruits in the summer.  Obviously, we all know that while it slows down in the summer, recruitment doesn’t stop just because of the holiday season – after all not everyone has the same two weeks off do they?

Thanks to all the people that responded on Twitter today, because it has just expanded some of the things I was going to say! So here is a comprehensive list of recruitment myths that are complete bunkum:

1. No-one recruits in the summer. Read the post by Rebecca, as she is right. But the verdict from me is that it is bunkum – recruitment slows down and decision makers are hard to track down, but it still goes on!
2. Cover letters make a big difference. No they don’t!! The only people that will tell you different are the career coaches that write them for a living, and all the ‘older’ candidates who do them, because they always have. If the content is good enough for a ‘super’ cover letter then put it in the CV!
3. Attaching (or embedding) a photo of yourself on a CV will enhance your application. For the models maybe (and maybe the entertainment industry), but for the vast majority of roles it may even have an adverse effect. (Check out my previous blog post to see what I mean.) My advice, don’t do it!

   

4. Recruiters will call you back about a job. (via @andybold) This is so wrong but it happens – they promise to call you back about a job, but they never do. Don’t take it personally they don’t call anyone back!! Just make sure you call them instead!
5. Recruitment is easy and anyone can do it. (via @simonlewisomj and @nataliejayw) – NO IT ISN’T >> as much as people think recruiters have an easy job making loads of ££££, they are sadly mistaken. Good recruiters are much sought after, because of their vast range of skills. Bad recruiters lack many core skills including communication, listening and relationship building. They should re-train as estate agents or car salesman where they would be better suited!!
6. There is a war for talent. (via @mervyndinnen) Mervyn, obviously believes this is a myth – the only myth I would like to de-bunk is that the war for talent has never stopped – it has always been hard to find good people (SEE No.5)
7. Recruiters are heartless sales people. (via @nataliejayw & @callumsaunders) She is right, they are not (well not all of them anyway!) There are many that will listen, help and advise job seekers without having to be asked. I for one have taken the time to help as many people as I could, with free and useful tips and advice about finding a new job. A good number of recruiters do actually care.
8. Recruitment is just a sales business. (via @mervyndinnen) It is a sales business, of course, but it is so much more than that, and just because you can sell a product, doesn’t mean you will succeed in dealing with the most unique product of all – one that answers back!!
9. Recruiters work on commission and therefore are only concerned about money. (via @callumsaunders) This is a biggy! Many recruiters are motivated by many other things, not just the money they can earn. Yes of course it comes into it, but many are driven by achievement and satisfaction as well.

   

10. Social media will change recruitment for ever. (via @alcartwright & @garyfranklin) They both believe that it is over hyped and that recruitment via social media channels won’t fundamentally change recruitment. (I actually disagree, I think it has done already – but that is another day’s post).
11. LinkedIn is the holy grail for resourcing. (via @jamesswift) Absolutely. There is so much more to resourcing than relying on one channel – however good it is. Just don’t forget your own databases and the work you have done to build your own candidate communities – they are vital to the lifeblood of it.
12. Recruitment is a complex process that needs managing by experts. (via @grahamsalisbury) Recruitment is a straightforward process as Graham says, but while experts aren’t needed, competent recruitment professionals are. Certainly over-complication is not needed.
13. Online recruitment will take over the role of recruitment agencies. (via @keithpotts) Complete load of trash – they work hand in hand together, end of story!!
14. There is never enough talent. (via @garyfranklin) Rubbish – there is always enough talent – you just need to know where to look!!
15. Recruitment consultants generally add enough value to justify the fee. (via @grahamruddick) The recession has proved that many companies have seen through some of the crap service some of the agencies have been giving their clients. No longer will agencies get away with just posting ads on job boards, giving then the best four candidates and charging a full fee.
16. A sourcer is a junior recruiter. (via @thesourceress) This is such a simple response – they are not!! They are a separate and sought after stand-alone skill.
17. Placing a job spec for a recruitment advert will do.  (via @andsomepeople)No it won’t – it is just damn lazy and short sighted! You need to write different types of advert copy for different mediums.
18. Recruiters are brand and HR experts as well. (via @mattalder) Why would they be? Just because you work in recruitment, it doesn’t make you automatically qualified to be a brand, marketing or HR expert.
19. One-man-band recruitment companies are cowboys. (via @cloudninerec) This is complete rubbish – many of the best consultants out there work for themselves and provide a superb service to their clients. It is the service not the size that counts.

    

20. Recruiters are as bad as estate agents. I absolutely hate this general sweeping statement that I hear from people. In every industry there are good and bad examples of poor performers. Judge recruiters by your own experiences, don’t be a lemming and jump on this bandwagon. There are plenty of good recruiters and estate agents out there, you just need to find the right one for you!

Thanks to everyone that joined in the debate on Twitter, and sorry if you didn’t make the list above, but I had to draw a line somewhere.

Well there you go – some for to agree with and some, no doubt, you will disagree with! Please do, as this is what it is all about. The debate starts here (well actually in the comments below!)

Written by Andy Headworth, Sirona Consulting

Edited by Simon Lewis, Only Marketing Jobs

Francesca Davies, group brand manager, Weetabix Ltd was highly commended as Young Marketer of the Year in The Marketing Society’s Awards for Excellence 2010.

Here’s an interview….

What’s your golden rule?

Take people with you; great things in business aren’t delivered single-handed. Concern and responsibility for your marketing plan should permeate all areas of the business. Laying out a clear brand vision is a great way to gain buy in and commitment to make things happen. And when success comes, it does great things for team spirit.

Who has been your biggest influence?

In my second marketing job I was lucky enough to work for someone who taught me the power of great attitude. Ambition, drive, commitment, passion, and responsibility should exist at all levels in marketing. Brilliant marketing skills come only with time and experience, but winning behaviour must form the foundation for all of this.

Which leader do you admire most and why?

Steve Jobs the founder of Apple for his commitment to constantly raising the benchmark for innovation and style.

What advice would you offer other marketers looking to grow old, declining brands?

Take time out to be ruthless with your briefs at the front end; your marketing plan should be rooted in real insight about your brand and consumers. A brief based on these real truths will lead you and your agencies to better creative results. Activities feel joined up and relevant for your audience.

What do you hate most about marketing?

Seeing budgets spent badly.

What’s the biggest mistake you’ve made in your career and what did you learn from it?

Over complicating what we do. Stepping directly into your consumers’ shoes is the best way to do brilliant marketing… how easy is that (?!!)

What’s your favourite word?

Merlot.

What book is on your bedside table?

A Thousand Splendid Suns by Khaled Hosseini

Francesca was talking to the Marketing Society on 23rd June 2010

16,000 members; a LinkedIn brawl; mute marketers; James Caan; and patriotism

Life is a rollercoaster – you’ve just got to ride it, they say. But if our great nation had wanted a feeling of constant nausea we’d have formed an orderly queue round Alton Towers and spent the afternoon upside down on Oblivion. Instead, we’re forced to drink beer and throw crisps about the place with random abandonment, as we watch ‘our boys’ whoop, weep and wriggle their way more unfeasible obstacles than an SAS assault course.

Come on England, our economy needs you!

This week in the UK’s largest online marketing community:

In the Lounge

The jobseeker Vs recruiter tussle rages on. It’s turning into a cracker.

ROI – that tricky conundrum! Simon Gray asks for your stories on measurement.

Media. Interviews. Why don’t businesses ‘get’ the benefits? Tony Coll wants your thoughts.

Who are the biggest technology marketing agencies? David Bernstein requires your expertise.

Why don’t people ‘chat’ on social networks? Isn’t that the point? Interested to see who joins in this.

Which channel has proved most successful in helping you find a job?

Offline trade press?
Online trade press?
Job board
Recruitment agency?
Social media/networking?

See what others think and join in the quick poll

And over at the blog…

Olympics the driver for a better economy, says TV Dragon, James Caan

Where do jobseekers turn now the market has picked up?

Paywall initiation heralds a new era for media

How senior marketers view the opportunities & threats of social media

Last chance to…

…grab Early Bird tickets to social media networking part of the year.

We’re all off to the local village carnival; aside from the obligatory coconut-shy, they’ve got an enormous tombola and tea-cup ride, which if spun quickly enough makes your eyes water. We’ll hold off on the sense of nausea until Sunday, thank you very much.

Simon Lewis | Editor | Only Marketing Jobs

Recruitment investor and Dragon’s Den entrepreneur, James Caan, ‘enthused’ by projected UK jobs growth

Speaking at the inaugural UK Recruitment Director’s Networking Event yesterday (24th June), Mr Caan spoke openly about his thoughts on the future of the UK staffing industry – and predicted good times ahead.

The event, hosted by Louise Triance, MD of recruitment community, UK Recruiter, and Helen Reynolds, MD of recruitment investor HB RIDA, brought together senior figures from various segments of the recruitment industry, learning about the legal and financial implications of the past two years and how these impact on the Government’s tough new measures.  Mr Caan offered a holistic view of the staffing landscape.

Government right on policy

Addressing an audience of 70 recruitment directors, Mr Caan explained he felt the Government was right to tackle the economic crisis head-on, citing the troubles in Greece as an example of ill-plighted procrastination.  “Initially I was sceptical about Mr Cameron’s stance on the deficit but now I firmly believe the Conservative’s policies will be good for business.  Sorting out the problems now, whilst initially painful, will be good in the long-run”, he said.

Driving the economy

Speaking candidly about the £900 billion UK deficit, Mr Caan predicted that whilst a rocky road still lay ahead, there would be a “positive mid-2012 recruitment ‘bounce’, where sentiment surrounding the Olympics will carry the market forward.”  Mr Caan said he would be looking to invest in businesses aligned with the Olympics and the East London regeneration project.

Buoyant industries

“Some industry sectors will thrive during the next twelve months,” Mr Caan opined.  “In particular – and I may be wrong – I would expect positive movements within healthcare, manufacturing, outsourced business, welfare to work, financial services and IT,” he continued.

Community engagement

During an entertaining Q&A session, Mr Caan was asked, amongst other searching questions, for his thoughts on what recruiters should do to deal with the emergence of social networking.  He was quick to attest that recruitment businesses must “embrace social networking if they are to survive an evolving climate…but not lose the ability to pick up the phone!” 

Leveraging niche communities, he suggested, will be key to challenging lower-cost recruitment solutions.

So the staffing sector looks set for an interesting couple of years.  With light at the end of the tunnel, now seems the appropriate time to step up to the plate and start delivering the services both jobseekers and clients demand.  The recruitment industry is evolving, but that, it seems, might just be a good thing.

Simon Lewis | Editor | Only Marketing Jobs

One recruiter offers advice on how to make your job search easier, whatever the climate

With all the doom and gloom in the press about record unemployment rates etc, you would think that finding a job at the moment would be the hardest think in the world.  Well it’s not…..you just need to be CLEVER about it.

Guest post by Sarah Cooper, Director, Clever Recruitment

Recruitment agencies do have their place in a job search, however, candidates need to use every resource available to them in this tough market.

Looking for a job is like a full time job in itself.  You need to optimise your search -

• Find online recruitment advertising websites that specialise in your sector and register for job alerts – Monster, Total Jobs etc are ok for generic roles but PR week, Only Marketing Jobs, LinkedIn etc tend to have more roles in a certain sector
• Think about what kind of company you’d like to work for; Google companies in your area, research what they do and approach them directly.  Call the HR dept, ask if you can send your details and put together an excellent covering letter and CV.
• If you do secure an interview – BE PREPARED!  Employers are seeing more people for each job than this time last year so you have to put yourself ahead of the pack.  Most interviewees do the bare minimum in preparation for an interview i.e. read the website and the job spec. 

You need to push your research to the next level.  Who are their competitors?  Look at their clients’ websites.  Research all aspects of the role thoroughly, especially those you’re not totally proficient in or haven’t touched upon in your current role.

If you need any tips or handy hints then give Clever Recruitment a call on 01483 826660.

Edited by Simon Lewis

Integrated design agency selects three companies for complimentary marketing campaign

As email marketing phoenixes back to the integrated mix, Absolutely Design agency teamed up with Only Marketing Jobs to offer community members the chance to win a free email campaign. 

Although the competition concerned email marketing, promotion of it was via social media channels – and the response was fantastic.  The original blog piece was shared on Facebook 11 times and received 25 retweets.  Thanks to everyone who participated.

Congratulations to the following winners, who were drawn randomly this morning from a pot of more than 20 entrants:

Aliya Boaranbayeva, Area Marketing Consultant, Advantage Properties International

Amy Geenacre, Junior SEO Executive, Cheapflights

Nicola McLaughlin, Group Marketing Executive, Deacon Sciences Ltd

On behalf of Absolutely Design, congratulations.

If you’d like to find out what Absolutely Design can do for your company, check them out at Absolutely Design

As the jobs market recovers will it be recruitment agencies or job boards who prevail?  Will there be room for both?

It’s all about the communities…

“We are going to recover from this downturn, and when we do, the talent shortage is going to be more severe than anything we experienced a year or two ago. Finding talent, connecting with this talent and building talent communities is going to be what separates the winners from the losers in the recruitment industry, in my opinion. Sourcing talent will become far more fragmented in the future, and candidates will be accessed from an ever increasing variety of channels including social media, blogs, specialty sites, as well as user and special interest groups. Job boards will play a role, certainly, especially niche boards, but increasingly they will become less effective, particularly when it comes to connecting with the elusive passive candidates.” Greg Savage, The Savage Truth

I first wrote this blog six months ago.  I thought it might have required an update now.  But it didn’t.

Job boards with initiative will thrive in niche areas

By engaging with social media and being malleable enough to embrace change (not just technological) sector-specific sites can develop fantastic communities, attracted by real-time, visual information. Any decent job board is run by people who understand their community – yes, community! Job boards with content and services to offer aside from just jobs will attract candidates, even passive ones.

Recruitment agencies should evolve

Traditional recruitment consultancies will continue to provide a service provided they a) work in partnership with innovative job boards and b) act more as ‘consultancies’ than body-shops and learn to attract the ‘passive jobseeker’, not people they’ve pulled from generic ‘talent pools’. The days of mainstream recruitment agencies with average recruiting staff and poor propositions based mainly on reduced fees, are dead.  Read how recruiter success is now measured by the depth of their communities. 

Social media

Social media is a brilliant channel for attracting talent to the main hub. It is not, in itself, a viable recruitment tool; for whilst the engagement is clearly transparent and authentic it remains too difficult to police. Social media is also hugely time-consuming and this is one channel that cannot afford to be attacked half-heartedly.  As social media measurement develops will be arguments to claim it as the pinnacle of job-seeking sources.  But not yet.  

In-house recruitment

2010 will see the [re]-birth of the in-house recruiter. SME’s & corporate businesses will pay big bucks to experienced talent attractors, give them a budget and allow them to get on with it. A successful in-house recruiter will need to use all above mentioned talent-attraction channels for different purposes. However, without question the most obvious ROI will come from niche job boards. Provided they are not just a reactive space on the web job boards provide the best guarantee/cost ratio.

If you’re a jobseeker, where do you go to find a job?  Comments welcome below.

You might also like to read: Is The Role of The Traditional Recruiter Being Eroded by Social Networking?

Simon Lewis | Editor | Only Marketing Jobs

Conjecture as paywall initiation divides opinion in a new era for online content

News Corp-owned newspaper The Times has officially closed its timesonline.co.uk website as it moves to its highly debated pay subscription model.  The new URL for the website of the newspaper is thetimes.co.uk and for The Sunday Times, thesundaytimes.co.uk.

The move signals a new era for the newspaper, which has been around since 1785. News Corp CEO Rupert Murdoch has been touting a pay model for the paper following the threat to revenues after the global recession had a huge impact on advertising expenditure, especially across print media.

But the trouble started when newspapers starting giving away content for ‘free’ by having an online presence and classified advertising almost dried up. The pay model is Murdoch’s silver bullet as well as his way of protecting quality journalism.

Technological advancement

There’s no denying that technology, namely the internet and our universal access to it at any given time on a number of different devices, has critically altered the news cycle.  This cycle has also been shortened with the immediacy of online news and news delivered direct to our mobile phones, meaning competition in the news market has never before been so fierce. 

The new online editions aim to capitalise on moving images, dynamic infographics, interactive comment and personalised news feeds and will be suitable for phones, e-readers, tablets and mobile devices.

Nothing new

Readers of The Times and The Sunday Times will now be offered a day’s use for £1, or £2 for a week’s subscription.  Those readers who already subscribe to the print edition of the papers will not be charged for online access.

But The Times certainly isn’t the first publication to be charging for online content.  The New York Times announced in January that it would charge some frequent readers for access to its website.  The Wall Street Journal and the Financial Times also have already adopted online subscription models.

However, such success in these pay models so far could be pinned to the niche markets in which they operate in and the demographics of the readers (those with high paying jobs and disposable incomes.)  It is doubtful that The Times will find the same success.

Digital education on the rise

Online news consumption is up 31% year-on-year but according to a recent Harris poll, 77% of adults have said they wouldn’t pay anything to read a newspaper’s stories online. And among those willing to pay, 19% would only pay between £1 and £10 a month; only 5% would shell out more than £10 each month.
But the British Business Survey 2005 named The Times as the UK’s leading daily newspaper for business people.

For the May period, The Times saw the smallest uplift in circulation out of the quality sector with a jump of 1.65% to 515,379. But The Sunday Times dropped 1.53% to 1,117,749.

The future..?

When Murdoch first announced the paid model last August, he said, “Quality journalism is not cheap, and an industry that gives away its content is simply cannibalizing its ability to produce good reporting."

And remember, he had a similar argument when he decided to launch pay-TV – but it seemed to pay off. As did Apple’s decision to charge for music downloads when everyone was getting them for free elsewhere.

There is speculation that the pay wall might drive up newspaper circulation, as a subscription to the newspapers gives access to the websites.
Murdoch’s solution may work, but only if it catches on and other publications follow suit.  We’ll certainly have a good indication by the end of the year after 6 months of ABC circulation reports.

Will you pay for online content?  Would be great to learn your thoughts below.

Source: Utalkmarketing.com

Edited by Simon Lewis | Only Marketing Jobs

A list of marketing-related websites you ought to be reading

If you’re like a lot of marketing professionals, you’re probably always on the hunt for good, actionable marketing tips that you can use to grow your business right away.  Interested in marketing tips and marketing techniques? Then check out these websites for members of the marketing community.

In no particular order here’s the list, as provided by the 60SecondMarketer.com

MarketingProfs

Ann Handley and her team have done such a great job upgrading MarketingProfs over the past few years, it’s hard to know where to start. If you’re looking for useful information on marketing, they’re one of the best sites around.

MarketingSherpa

Another great marketing site. MarketingSherpa focuses more on marketing research and case studies, so their results are based on data, not just anecdotal information or opinion.

ChrisBrogan.com

What can I say? Chris provides his followers with tons of great tips on social media along with his insights into new and emerging media. And, from what I can tell, he’s a nice guy. His parents should be proud.

SethGodin.com

Seth is the guy who started it all back when he wrote Permission Marketing many, many years ago. He’s a pioneer and still writing great posts on business and marketing every day.

CopyBlogger.com

One of the few writers who matches Chris Brogan for style and content is Brian Clark.  Check out some of Brian’s insights on consumer behaviour and you’ll see what I mean.

ProBlogger.com

This is another excellent blog, run by Darren Rowse. He consistently provides top-notch tips for bloggers and social media practitioners. Chris Brogan, Brian Clark, Darren Rowse and Sonia Simone started ThirdTribeMarketing.com together (see below). Third Tribe is a great place to get advice on all things interactive.

DivaMarketingBlog.com

Toby Bloomberg was recently ranked as one of the 20 best marketing and social media blogs by women by Forbes. She also has a terrific new eBook called Social Media Marketing GPS that’s definitely worth reading.

Brainzooming.com

Mike Brown is a smart, strategic thinker who has some interesting perspectives on marketing and business. He’s a friend and worth checking out.

WebInkNow.com

David Meerman Scott wrote the definitive book on new and emerging media several years ago. It’s called The New Rules of Marketing and PR and has recently been updated. The book is packed with good information as is his blog. Definitely worth checking out.

Website Grader from Hubspot

These guys are geniuses. Really, they are. They’re one of the first companies to put a tool on their website that drew visitors back to the site on a regular basis. The tool — Website Grader — uses its own algorithm to calculate how visible your site is to search engines. It’s totally worth checking out.

ThirdTribeMarketing.com

As mentioned above, Chris, Brian, Darren and Sonia started this forum as a way for marketers around the globe to learn, share and inspire each other to improve their marketing skills. I joined recently and it’s proven to be a valuable tool.

Compete.com

If you haven’t stopped by Compete.com yet, you really need to do so. It’s a great way to compare various website analytics across multiple sites. I stop by frequently just to find out how other sites are doing.

60SecondMarketer.com

Okay, shameless plug here. But if you haven’t had a chance to take a spin through our site, it might be worth checking out. We have: 60 video tutorials on marketing, access to free marketing tools, marketing articles and dozens of other pages filled with useful tips and techniques. (At least, that’s what we think.)

Source: Jamie Turner, Chief Content Officer, The 60 Second Marketer, the online magazine for BKV Digital and Direct Response.

Read more from the 60SecondMarketer.com 

Your input

This is not an exhaustive list so if you could list the marketing website you think are great, it would be most appreciated.

Edited by Simon Lewis | Only Marketing Jobs

Arrogant recruitment owners need to alter approach before the exodus starts

Unhappy downturn survivors are just biding their time before conditions are right to jump ship, so managers need to re-engage people quickly, according to a new leadership paper focused on the recruitment industry.

At the end of last year UK-based recruitment training and development company, Lander Associates, brought recruitment industry leaders together to talk about the challenges and opportunities facing the sector.  The resulting leadership report says recruitment companies must focus attention on their downturn survivors.

“While organisations may have had to make some tough decisions around issues such as downsizing, those that remain will need some TLC.  Leaders will have spent a lot of time with those they may have had to let go; what is key is ensuring that over the coming year, those that remain are fully engaged,” the report noted.

Lander Associates managing director Fiona Lander added: “People engage and disengage all the time. The key is for leaders to recognise the early signals and re-engage people quickly before they fly the nest.  The ‘lucky to have a job’ attitude is not a long-term talent retention strategy.  Unhappy ‘stayers’ will move on once the market has sufficiently recovered.”

Common leadership problems

The report also lists issues the recruitment sector typically struggles with, saying that leaders often:

• become more interested in solutions than why things went wrong in the first place;
• demand innovation, but are unwilling to let people experiment – the paper says that even though leaders are nervous about taking risks, “organisations must create an environment where innovation is actively encouraged”;
• have difficulty remaining engaged with their people;
• are unsure of how to motivate Gen Y – many recruitment leaders are entrepreneurs who have adopted a “my way or the highway” approach. But Gen Y will move if the culture is oppressive and they feel that they have no voice;
• focus on “just getting through” tough times, instead of developing their business;
• place too much emphasis on short-term results; and
• do not really listen to customers, both internal and external.

Reap what you sow

So this report got me thinking a little:

I’d be surprised if any more than 10% of recruiters said recruitment was their industry of choice.  Most people ‘fall’ into recruitment by virtue of someone they know; usually influenced by the whiff of pound notes.  These “young guns hungry for money” (as noted in the report) have been bred to succeed in a highly-competitive sales environment (although this is changing).  Ostensibly these guys are out for themselves.  As a result recruiters are inherently mercenary, so is it a wonder agencies find themselves in a staff retention quandary?  This is the culture we have sown over the years.

Lucky to have a job? You’re lucky to have me!

Ten years ago I helped grow a recruitment firm from zero to £40m in four years.  One day I’ll write about that culture but I can tell you that this was achieved via a highly aggressive sales approach, where only the fittest survived.  As a divisional manager I was responsible for developing internal talent and it most certainly did not include the adoption of the ‘lucky to have a job’ approach.  It wouldn’t have worked.  Top-billers would simply walk out, and despite the recent challenges, the best recruiters could do just the same today. 

I question any manager who retains the services of an employee they consider ‘lucky to have a job’.  Shouldn’t this person be encouraged to provide a tangible return on their work, sufficient to be praised for their services instead?  If they’re not doing that, why are they working for you?

Changing times

“It’s the organisations brave enough to be radical in their approach to leadership and culture, that will reap the rewards in any recovery.”

To me the findings of this report are a little paradoxical.  I meet recruitment agencies all the time and from I see and hear the good old bad old days are pretty much gone.  Sure, there will always be a rogue amongst us but that’s not reserved for the recruitment industry.  No doubt, the recession has forced recruiters to think about their practices: employer processes have changed the way agencies work and jobseekers are more demanding.  Recruiters are being rewarded for service delivery as much as raw revenue generation, turned-on by seeing their communities grow as much as their bank balances.  Because one will lead to the other, as time will tell.

The punks have been ridden out of town.  Who feels lucky now?

I’d love to hear your thoughts on this.  Have you been a victim of ‘arrogant’ management?  Has the pendulum swung back in favour of the employee?

Simon Lewis | Editor | Only Marketing Jobs

Comments extracted from Recruiter Daily and the Lander Associates leadership report 

Read the low-down from those who should know

What does the future hold for social media? Are marketers embracing it? Or are they still to be convinced? What do they see as the big problems – and the big benefits they hope to gain?

It’s often difficult to answer these questions because the only information on the web is provided by those who are already using social media – hardly a representative survey. But at the recent IDM B2B Conference, 150 senior marketers were brought together for a day and were asked to consider the changing world of marketing.

Question: What is the single biggest benefit of social media to your brand – and what is the single biggest obstacle to achieving it?

This report provides the answers and offers a barometer of how social media is perceived within the world of B2B Marketing, and affords a valuable insight into the minds of other marketers.

Download Opportunities & Threats

Thanks to John Bottom | Head of Content | Base One

Edited by Simon Lewis | Only Marketing jobs

Cost-efficient branding; free email campaigns; cracking content; and Albert Square

Don’t know about you but hasn’t this year gone rather quickly? Thinking about it, though, it’s hardly surprising. Since January we’ve battled arctic snow; witnessed the unfolding of a momentous election; played recession dodge-ball; spent weeks holed up in ash-laden airports; and watched in horror as rotten reverend Lucas continues his murderous spree in EastEnders. And now it’s the World Cup. Strewth.

So here’s a selection of distractions to help you hold those horses:

Recruiting staff at the moment?

Advertise your job with Only Marketing Jobs for as little as £95!

You can also make the most out of our 3 brand new advertising packages including: the Social Media+, the Targeted Pro and the Branding Experience.

Why not visit our client page or call us on 08452 011 552

In the Lounge this week…

Jamie Hudson asks: “What’s the best way to get response from marketing people?” Join in the highly relevant discussion (show people what you know!)

Heard the one about ‘video cold-calling?’ Allyson Thomas (where’s your avatar, Allyson?) wants your opinion on sending a video message instead of picking up the phone. Is this good marketing practice? Dump your thoughts

And over at the blog…

Your chance to bag a FREE email campaign for your business:

A well-executed email marketing campaign will return results by the spade-load.  But it’s all about the delivery. Check out our amazing deal.

Social media this, social media that. But what’s new? Join what promises to be the best social event on the planet.  The Social Collective: Be it, Live it, Join it.

What the difference between a Community and a Social Network? Read this fantastic article and understand where marketing is heading. You’ll be quite surprised

Marketing jobs

Here’s a selection of direct employer jobs – why not take a peek (check your boss isn’t looking first!):

IOP Publishing seeks a Marketing Executive, based in Bristol:

MacMillan Cancer Support seeks a Marketing & Fundraising Project Manager, London

Speedy Hire seeks a Digital Marketing Manager, North West

Shell International seeks a Digital Marketing Manager, London and a Brand Manager, London

We’re all off to South Africa to spy on those sneaky Yanks. What we don’t know about soccer tactics you could write on a postage stamp: 4-4-2, 3-5-1, the uppy-downy formation – we certainly know our onions.

A well-executed email marketing campaign will return results by the spade-load.  But it’s all about the delivery

With the current business market fierce with competition, it is key to get your communications and product offering in front of people in a precise and professional manner.

Absolutely Design are offering one lucky company the chance to kick-start their communications with a FREE Email Marketing Campaign design and build.

Only Marketing Jobs has teamed up with Absolutely Design to offer one lucky company the chance create their perfect Email Campaign.  All you need to do is email nick@absolutelydesign.co.uk referencing ‘Email Competition’ in the subject line. 

A winner will be selected at random and announced on our Facebook Page on 18th June.

Free Offer

1.) Absolutely Design will contact you for a briefing discussing your challenges as a company and what key services, products or promotion you wish to communicate to your existing or potential clients.

2.) Absolutely will develop concept ideas on your email communication. Either utilising your existing brand guidelines or refining for a new approach.

3.) Upon agreement of concepts Absolutely will build the email communication in your current broadcasting software system, alternatively we can suggest a suitable option.

4.) Following sign-off the client can upload their contact data and broadcast at their own convenience.

A simple way to gain professional, clear online communication. To qualify all you need to do is email nick@absolutelydesign.co.uk referencing ‘Email Competition’ in the subject line.

Winners will be announced on 18th June via the Only Marketing Jobs Facebook Page

Simon Lewis | Editor | Only Marketing Jobs

Understanding how social media splits to define our every-day existence

With social media as much now a household name as Hoover, attention turns to unravelling exactly what is meant by it.  So, what is this social media thing, and how does it affect civilization?

Here, guest writer, Michael Wu, Principle Scientist for Lithium, gives his scientific appraisal, whilst managing to appeal to common folk (phew!)

Since 2008, ‘social media’ has become a heavily-used buzz word in the corporate world.  But the question is, what is social media? 

Many seem to equate social media to Facebook-liked social networking sites; others seem to think that they are blogs, the Twitter family of applications for micro-blogging – Flickr, YouTube, etc – or similar type of content sharing Web 2.0 applications.  Yet, answers to this question may still range from social collaboration sites (like Wikipedia, Delicious, or Digg) to online communities.

Well, they are all correct to some extent, and these are functional classifications of social media. Author and blogger Brian Solis, introduced another classification of social media, based on the types of conversation. He called it the conversation prism. However, if you want to understand social media from a relational and social anthropological perspective, you will find that there are really only two major types of social media:

1. Social Networks
2. Online communities

Human social networks and communities actually pre-date their online counterpart for millennia. Both are very well-established and robust social structures that have survived the test of time. And they have emerged and re-emerged as civilizations collapse and rise. Humans are naturally predisposed to gravitate to and desire this type of interaction.

For this initial post of the mini blog series, I hope to offer you a perspective that lets you see some basic differentiating features between these two types of social media. Later on, I will show you what we can learn about them from studies in social anthropology.

Social networks

Everyone has their own social network (whether online or offline). Everyone has friends, families, and people they are acquainted with. An online social networking site simply makes our social networks visible to others who are not in our immediate network.

So the single most important feature that distinguishes a social network from a community is how people are held together on these sites. In a social network, people are held together by pre-established interpersonal relationships, such as kinship, friendship, classmates, colleagues, business partners, etc. The connections are built one at a time (i.e you connect directly with another user). The primary reason that people join a social networking site is to maintain old relationships and establish new ones to expand their network. With this knowledge, it should be obvious why Facebook, MySpace, and LinkedIn are social networks as opposed to communities.

One interesting feature about people’s social networks is that they are extremely unique. It is actually very difficult to fake a Facebook or LinkedIn profile, because your friends (or who you connect to) will collectively identify you. Moreover, because people generally do not compartmentalize their life (unless you are a secret agent for the CIA or some cryptic government agencies), people typically have only one social network. Even for the CIA agents, it could be argued that they have only one social network; it’s just that their network has two or more components that have little overlap.

Communities

Unlike social networks, communities (both online and offline) are more interesting from a social anthropological perspective, because they often consist of people from all walks of life that seem to have no relationship at all. Yet, as we’ve learned from history, communities are very robust social structures. So what is it that holds these communities together?

Communities are held together by common interest. It maybe a hobby, something the community members are passionate about, a common goal, a common project, or merely the preference for a similar lifestyle, geographical location, or profession. A good example of this can be found via UK marketing community platform, Only Marketing Jobs, which has built a ‘village’ feel, where marketing professionals go to discover a myriad of opportunities and interests aligned with their specialist area.

Clearly people join the community because they care about this common interest that glues the community members together. Some stay because they felt the urge to contribute to the cause; others come because they can benefit from being part of the community.

Due to the multifaceted lifestyle of modern living, any individual is often a part of many different communities. Moreover, communities can overlap and are often nested. For example, a geographical community, say a town, may contain sub-communities living in different parts of the town that are connected by a finer geographical granularity. But at the same time, the same town may contain several different ethnic communities that are connected by the ethnicity.

Now, do you see why Yelp, Wikipedia, YouTube, Flickr, Digg, the blogosphere, etc., are just communities? Yelp is a community of, originally, food enthusiasts; where as members of the Wikipedia community are passionate about cause of the internet encyclopaedia project. YouTube and Flickr are nested communities of video and photography enthusiasts respectively, and they may belong to other sub-communities within the YouTube and/or Flickr community. These sub-communities may simply be your friends and relatives, or people are interested in high dynamics range photography (with 61,000 members) or time lapse videos.

In Summary

Social Networks (see Figure 1) are:

1. Held together by pre-established interpersonal relationships between individuals. So you know everyone that is directly connected to you.
2. Each person has one social network. But a person can have different social graphs depending on what relationship we want to focus on (see Social Network Analysis 101).
3. They have a network structure.

Communities (see Figure 2) are:

1. Held together by some common interests of a large group of people. Although there may be pre-existing interpersonal relationship between members of a community, it is not required. So new members usually do not know most of the people in the community.
2. Any one person may be part of many communities.
3. They have overlapping and nested structure.

Now that you know the basic difference between social networks and communities from a relational perspective, next time we can discuss more interesting questions, such as the dynamics of tie formation, or what it means to businesses. I haven’t yet decided what I will write, so let me know if there are any interesting topics that you want me to dig into. In the mean time, comments, questions and critiques are all welcomed.

Source: Michael Wu, Lithium Technologies

Edited by Simon Lewis | Only Marketing Jobs