Is the NEW YEAR giving us the SAME OLD... SAME OLD?

So... it's 2012.... the NY GIANTS are trying to make their way back to "THE SHOW"....some folks believe the world will end this year.... a man named MITT is a Republican Presidential frontrunner... it's gotten colder ---- but WHAT HAS REALLY CHANGED?

In my observation, somehow "The City That Never Sleeps" seems to have adopted this west coast kinda feel. More specifically, there seems to be a LACK OF URGENCY...or NEW YORK pace to HIRING. I say this --- understanding that we are all of 14 days into this New Year.

Furthermore, I need to also acknowledge that I am a CRAZY PERSON who moves at the speed of light...and often expects that everyone else SHOULD as well.

Regardless; there are still many employers SITTING with FANTASTIC resumes on their desk...and NOT SCHEDULING INTERVIEWS. Or...many instances of candidates having had one or two interviews....and employers just not appearing to be in a hurry to get that FINAL one on the calendar. This is all happening with great feedback --- POSITIVITY (not sure that's a real word) and "indications" that things WERE....ARE going to be moving forward.

Listen....NOBODY WILL EVER MOVE AS QUICKLY AS I WOULD LIKE....that's just the way I AM WIRED. However, this seems to be a feeling shared by jobseekers, HR execs and other recruiters --------- perhaps more even patient than I :).

The reality is that the first WEEK OR TWO BACK...are a real adjustment period. Let's face it --- PEOPLE + COMPANIES "CHECK OUT" ....from the second week of November until NOW.

Here's a few contributing factors:

- 4th quarter budgets often are tapped by mid November
- people decide NOT TO QUIT until their annual review/bonus
- many jobseekers and decision makers taking vacation - combined with holidays leaves a lot of DEAD time
- this is when many folks make LEAVING their current job a NEW YEAR'S RESOLUTION (which will actually happen in the next 30, 60, 90 days)
- many passive jobseekers sat on the sidelines --- because of an expectation of MANY MORE opportunities in 2012
- companies continued to SCREEN OUT very good candidates...if there were not a PERFECT MATCH to their REQUIREMENTS (It's been an EMPLOYER'S MARKET)

SO...WHAT HAS CHANGED?

IT IS NO LONGER AN EMPLOYER'S MARKET! Only..they don't know it ---- or won't accept it ------ YET! They will soon remember the days of COUNTER-OFFERS, SIGN-ON BONUSES, DARE I SAY IT ---------- NEGOTIATING A SWEETER DEAL.... to land the TOP-TIER TALENT they are competing for. And --- it's not all about money! I think we will see employers work very hard to put in place PROGRAMS + POLICIES that relate to QUALITY OF LIFE.... WORK-LIFE BALANCE.... PROFESSIONAL GROWTH.... PERSONAL DEVELOPMENT...and more!

Companies are already beginning to panic. In fact, some are trying to avoid a MASS EXODUS by forcing their employees to sign LONGER + LONGER NON-COMPETE AGREEMENTS. So...instead of making life better ---- they will just HOLD THESE EMPLOYEES HOSTAGE...and prevent them from securing employment elsewhere.

THE GOOD NEWS:

- The Talent Magnet currently has active searches in BEAUTY, ADVERTISING, PUBLIC RELATIONS, DIGITAL STRATEGY, E-COMMERCE, CONSUMER GOODS, LUXURY + MORE!

- There are JOBS --- many more jobs than there were --- just a few months ago ---- across the board --- in many industries ---- in a wide array of disciplines --- at ALL LEVELS

- People are in a POSITIVE FRAME OF MIND...about THEMSELVES... THE ECONOMY...and LIFE in general....and THIS ENERGY is SHARED BY ALL OF US!

- The "ATTITUDE OF GRATITUDE" most of us felt during this past holiday period has seemed to have a LONGER LASTING EFFECT. People I am connecting with seem KINDER, MORE TOLERANT, MORE ACCEPTING...MORE WILLING TO HELP EACH OTHER

- We all probably just need to be a bit more PATIENT. I am certain that when we are... most things we put effort into --- do come to fruition. For an amazing look at the topic of PATIENCE.. check out this new book by ALLAN LOKOS - Patience - The Art of Peaceful Living http://www.amazon.com/Patience-Peaceful-Living-Allan-Lokos/dp/1585429007

HERE'S A SNAPSHOT OF THE "HOTTEST" OPENINGS:

- DIRECTOR - GLOBAL MARKETING (Luxury Beauty Brand)

- DIGITAL ACCOUNT EXECUTIVE (Global Ad Agency)

- ACCOUNT EXECUTIVE - FINANCIAL SERVICES (Public Relations Agency)

- EXECUTIVE ASSISTANT TO CEO (Boutique Media Firm)

- FASHION DESIGNERS - WOMENS/WOVENS/KNITWEAR (Major Fashion House)

- ASSOCIATE BRAND MANAGER (Global Beauty/CPG Co.)

- MARKETING COMMUNICATIONS MANAGER (Major Beauty Brand)

- VICE PRESIDENT - BRAND DESIGN/CREATIVE SERVICES (Luxury Beauty Brand)

- VICE PRESIDENT - CONSUMER ENGAGEMENT (Global Beauty Co.)

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"IN A CULTURE WHERE EVERYTHING IS MEASURED BY ROI...I AM JUST DOING MY BEST TO ENJOY THE RIDE" SK

Hiring Trends In Beauty...

So...somehow the guy who is far from "metrosexual"...became THE BEAUTY RECRUITER!

Since 2004; I have established relationships with some of the most prestigious brands/companies in the industry. As a result; I have placed hundreds of exceptional professionals in roles relating to BRAND MANAGEMENT, PRODUCT DEVELOPMENT, GLOBAL MARKETING, PRODUCT MANAGEMENT, PUBLIC RELATIONS, E-COMMERCE, DIGITAL MARKETING, TRADE MARKETING, CUSTOMER MARKETING, MARKETING ACTIVATION...and more!

As a result of the types of roles I recruit for; I have had the opportunity to learn about the STRATEGY, CREATIVITY and ANALYTICS that contribute to the BRAND MESSAGE, BRAND IDENTITY + BRAND POSITIONING we come to see as consumers - FROM THE TALENTED PEOPLE WHO CREATE IT!

You hear people say - everything runs in cycles. I do believe this to be true - and it is often reflected in the hiring practices of my clients.

For example, when I began recruiting in the beauty arena - there was a strong desire for me to introduce the PROTOTYPICAL CPG MARKETER. I would describe this individual as having a certain "pedigree" --- must come from a top-tier school....must have an MBA....must have SUPERIOR ANALYTICAL SKILLS....and lastly --- must have worked on a major brand. Although this PROFILE still makes up a large number of the people in MARKETING functions in the beauty arena...appetites for more DIVERSE education/experience have grown.

Over the past few years; there has been a shift - where specific CATEGORY, DISTRIBUTION CHANNEL, CONSUMER DEMOGRAPHIC - has outweighed the previously held EDUCATIONAL/PROFESSIONAL model. In fact; over the past few years...for the first time --- many BEAUTY POWERHOUSES are welcoming professionals from the ADVERTISING/DIGITAL/BRANDING "AGENCY WORLD" into the fold. This is a departure from the mindset that those who worked in AGENCIES - may not have the BRAND SENSITIVITY --- or the CORPORATE SAVVY needed to flourish in their world. Frankly, the rapidly changing landscape in marketing/advertising - has made many companies aware that they did not have the TALENT in-house to address SOCIAL MEDIA, DIGITAL STRATEGY, MULTIMEDIA BRAND PLANNING, and overall CONSUMER ENGAGEMENT STRATEGY needed to compete.

This has not only OPENED the industry a bit --- but has contributed to a more diverse CULTURE/PERSONALITY. For many years - certain BRANDS...even COMPANIES hired the same type of person --- over + over. I could meet someone + in 10 minutes - CATEGORIZE them as a "XYZ BRAND" type of candidate. This change has made my recruiting more fun --- made my clients more productive/creative...and contributes to the RICHNESS of their corporate/brand CULTURE.

So...what is "ON-BRAND" ---- has changed --- a bit.

However, this OPEN-NESS - has been joined by POLICIES that appear to HOLD EMPLOYEES HOSTAGE...as opposed to protecting proprietary information. I am referring to the INFLEXIBLE....UNREALISTIC...LIMITING...DAMAGING practice of NON-COMPETE AGREEMENTS.

What began as a means for a company to protect it's investment and CONFIDENTIAL Product Development, Trade Secrets, Marketing Strategies...has now become a MAJOR OBSTACLE - for ANY major beauty entity. As a result of a challenging economy, many people working in beauty had to work on under-staffed teams, work extremely long hours, lose any ability to be mentored/developed professionally, give up BONUSES or SALARY INCREASES...and rise to the occasion. So --- this is what they did. And from 2007-2010; there weren't many options.

Now --- the economy is healing --- revenues are rising --- and these folks have options. Unfortunately, as a result of NON-COMPETE AGREEMENTS --- many that are now 6 months or 1 year --- they cannot advance their career - without being willing to be UNEMPLOYED for a significant amount of time. I see candidates at an ASSISTANT MANAGER level having non-compete agreements evoked. Now --- someone who wants to do WHAT EVERYONE DOES --- leave a job to take their career to the next stage....CANNOT.

So...what does this translate to? This translates into many companies having employees HELD HOSTAGE --- who do not want to be there. Their productivity + attitude will only have a negative impact on their coworkers, the brand...and the company. The FLIP-SIDE is that these very same companies HAVE IMMEDIATE NEEDS FOR EXACTLY THE SKILLS THESE PEOPLE HAVE...AND CANNOT HIRE THEM - BECAUSE OF THE VERY NON-COMPETES THEY + THEIR COMPETITORS HAVE PUT IN PLACE.

This ridiculous - inflexible NON-COMPETE "issue" hurts everyone. I hope that "the powers that be" come to some kind of FRIENDLY UNDERSTANDING that allows them to COMPETE for talent in the marketplace - the same way they compete for MARKET SHARE.

Lastly --- as we approach THANKSGIVING --- there seems to be a lot more WINDOW SHOPPING of candidates - as opposed to INTERVIEWS + OFFERS. Employers still seem to believe that if they just hold out a bit longer - they will find someone a bit better - than even the STRONG candidates they are meeting. It's kind of like the guy who is dating - finds an attractive, educated woman who he enjoys spending time with --- but does not want to commit - because he is sure there is a GENIUS SUPERMODEL --- waiting right around the corner.

This is how to miss out on a great match ---- professionally + personally.

In 2012; the need for the following will be strong:

e-COMMERCE
BRAND MANAGEMENT (MASS DISTRIBUTION)
GLOBAL MARKETING (LUXURY + MASS)
DIGITAL MARKETING/MEDIA
PRODUCT DEVELOPMENT
TRADE MARKETING
PRODUCT MANAGEMENT

WITH SKIN CARE + FRAGRANCE LEADING THE WAY.....


As we head toward THANKSGIVING ---- let's be thankful for what we have + remain optimistic about what lies ahead!


"When we have realistic expectations of ourselves and others - we can avoid much disappointment and resentment" - SK

You Want The Truth? You Can't Handle The Truth!

The kind folks at Business News Daily asked me for my take on "The New Job Market"...

So...this is what I told them http://http://www.businessnewsdaily.com/new-job-market-requirments-1879/

Stay tuned...for more TRUTH :)

Searching for a new job? How about a mentor?

We all understand that many people have remained in jobs they were unhappy in --- due to the economy. Now, that there are --- some "OPTIONS"...what things should you be considering when contemplating your next career move?

When we are in "INTERVIEW MODE" - we are keenly focused on SELLING ourselves - selling all the incredible SKILLS - TRAITS - QUALITIES + ACCOMPLISHMENTS that will make hiring us --- irresistible!

However, it is important to make sure you are doing some interviewing too!

If you truly intend to spend 9, 10, 11 hours/day - with these people --- you better make damn sure of a few things about those who you will work with/for:

1- These are people you see yourself enjoying being around...they are people that you genuinely LIKE

2- They seem HAPPY - in general...and more specifically with "the group" or "the company"

3- You have things in common (that's a lot of time to spend - just exchanging pleasantries)

4- They have strengths that compliment your own

5- There is a COLLABORATIVE SPIRIT & not an "every man for himself" attitude

6- Some TRACK RECORD --- hopefully, there are people on your prospective team - that have been there for a while...and can share WHY

7- MAYBE THE MOST IMPORTANT... IS THERE SOMEONE WHO YOU WILL REPORT INTO - WHO'S EXPERIENCE/SKILL YOU ADMIRE...AND WHO YOU FEEL WILL TAKE AN INTEREST IN CONTRIBUTING TO YOUR PROFESSIONAL GROWTH?

Whenever I see or read an interview with a LEADER OF INDUSTRY...or anyone of noted success -- they inevitably reflect on the one or two people who were their MENTORS. It seems that the vast majority of ACHIEVERS --- readily give credit for at least a portion of their success - to someone else.

The important thing to see is what these people describe as attributes of their MENTORS...so that you can recognize a potential MENTOR in your midst.

Mentors are people who embody many/if not all of the following characteristics:

1- They are "EXPERTS" in their field who enjoy the respect of many
2- They are generous with their time and knowledge
3- They seem to notice some quality in YOU that reminds them of THEMSELVES
4- They treat EVERYONE - regardless of their rank, education or socio-economic profile - with the same measure of respect
5- They share stories of DEFEATS and challenges encountered - along the way to achieving success
6- They express a GENUINE CONCERN FOR YOUR BEST INTERESTS - without expectations of how it will serve them
7- They take tremendous pride in the quality of their work - regardless of the task
8- They take credit ONLY for work they themselves have done
9- They see "THEIR WORD" as being as important as any contract
10- By leading by example - they consistently raise the level of performance of those they come in contact with


Needless to say; it is nearly impossible to determine whether someone is a potential MENTOR --- in an interview. However, if you understand what makes someone a mentor - you can pay closer attention --- and more easily identify them!

BTW- Searching for a MENTOR should not be impacted on where you are in your career! The moment that you close yourself to benefiting from the knowledge/guidance of others...is the moment you stop growing!

Even CEOs have MENTORS!

So...in closing ---- while you are hard at work selling yourself to a prospective employer --- DON'T FORGET TO SEEK OUT THE POSSIBILITY OF A MENTOR!


"IT DOESN'T MEAN THAT MUCH TO ME - TO MEAN THAT MUCH TO YOU"
(I'm lying) - NEIL YOUNG

What are the keys to a successful job interview?

There are many folks out there - with fancy titles or impressive letters after their names - who will hand out all sorts of "INTERVIEW ADVICE".

Since I am responsible for choreographing this "employment dance" - in a way that insures the candidates I represent are successful in the interview process --- I figured I may have something to add to this discussion as well.

Here are some things you can do to be INTERVIEW READY:

1- Have a clear understanding of the job you are interviewing for (review the formal job description several times)
2- Research the company - find out about any recent events that may impact the way they are doing business
3- Based on the Job Description...have an idea of what you will be SELLING about yourself that relates most closely to the skills, qualities and experience sought
4- Try to get some insight into the "corporate culture" of the employer...and if possible; the culture of the specific group or division you are meeting with
5- Know EXACTLY where you are going (address, cross streets, floor) and how long it will take you to get there...then give yourself 30 EXTRA MINUTES


Oh...and just in case you were thinking "I sent them my resume - so I don't need to bring a hard copy" ----- YOU NEED TO BRING SEVERAL CLEAN/CRISP COPIES OF YOUR RESUME TO ALL INTERVIEWS! You never know if the person you are meeting printed it out...or received it from HR...and if you will be meeting more than one person. Make it easy for them!

Then there is the OFTEN OVER-CONTEMPLATED..."HOW SHOULD I DRESS?"

DRESS LIKE YOU WANT THE JOB - NOT LIKE YOU ALREADY HAVE IT! It is always better to err on the side of PROFESSIONAL. However, if you are 22 years old - you are not expected to dress like you are 52 years old. Many of the industries I recruit in - require a balance of PROFESSIONAL - YET FASHIONABLE. Lay out several options the night before (not the morning of) and make a choice. When you are wearing something that you feel good in...it impacts the way you carry yourself and the way you communicate!


WHO GETS HIRED & WHY?

This is a question everyone who is exploring new career opportunities SHOULD be asking.

- The person who does the best job of convincing the interviewers/decision makers that they were better qualified for the job than those they were competing against.

- The person who does the better job of CONNECTING or developing chemistry with the people they would be working with/for during the interview process

- History shows me that the candidate who is perceived with the more vibrant, upbeat, flexible personality beats out the more "qualified on paper" candidate who lacks interpersonal savvy


How can I start the interview off on the right note?

Since everything you heard about FIRST IMPRESSIONS is true...this is what you have to do:

- SHOW UP ON TIME
- DRESS APPROPRIATELY
- BRING HI-ENERGY
- HAVE A SMILE ON YOUR FACE
- GIVE A FIRM HANDSHAKE
- ESTABLISH AND MAINTAIN EYE CONTACT


"I want to make sure I am taken seriously...or appear professional".

This is the response I get when I ask someone why they seem so STIFF, INTENSE or ROBOTIC!

The bottom line is that ENTHUSIASM IS CONTAGIOUS! You should be bringing a slightly MORE ENERGETIC, ENTHUSIASTIC, version of yourself to an interview. SMILE...convey happiness about WHERE YOU ARE AT NOW...and excitement over the FUTURE possibilities this opportunity may offer.


Thanks for coming in and meeting with me..."Are there any questions you have for me?"

Just in case you were confused --- the answer to that question should never be NO!

In fact; one of the biggest complaints I receive from my clients is that the candidate they interviewed did not have any questions...or at least any thoughtful questions for them!

Here are few SUGGESTIONS:

- Why is the position open?
- How would you describe the culture/personality of the company/group you are interviewing to be a part of?
- What do you feel distinguishes XYZ from your competition?
- What was it about XYZ company that attracted you to join?
- What skills/qualities do you feel are essential to being successful in this role?

QUESTIONS YOU NEED TO AVOID ASKING:

- What is the possibility for advancement? Could be a RED FLAG that you are already looking past the job you are interviewing for and your timeframe for advancement may be quicker than theirs!
-What is a typical day like? Are there really any TYPICAL days? You will get a feel for that from the collective interview process and from meeting potential peers.
- Do you offer formal training? It sounds innocent enough - but unless you are interviewing for a TRAINING PROGRAM...you can assume you will get to "shadow someone" and receive a brief orientation. the company does not want you to fail. However, that question could make them view you as NEEDY. Not an attractive quality!


I could go on and on...but I think this info should serve as sort of an overview --- an INTERVIEWING 101 - if you will!

If all that CONTENT is too much to read or remember - just remember this: BE PREPARED, BRING HIGH ENERGY, BE POSITIVE, APPEAR HAPPY, SHOW A BALANCE OF CONFIDENCE & HUMILITY...AND MAKE SURE YOU CONVEY YOUR INTEREST!



"Let me tell you dudes what I do to protect this - I shoot at you actors like movie Directors...this ain't a movie, dog!" - JAY-Z

Common Sense...Courtesy...Energy seem to be in LOW SUPPLY!

It appears that very often --- basic expectations --- are not being met --- by employers and candidates alike!

My Mom would tell me...and still does... "treat people the way you would like to be treated".

This is my business/personal mantra --- and the thought I keep in the back of my mind when I am communicating. I am human...so I certainly fall short from time to time --- but I consistently make the effort.

I understand that not everyone subscribes to the same philosophy - so I try to adjust my expectations accordingly. However; I have to say that am noticing an increasing lack of COURTESY....lack of ENERGY...and apparent lack of COMMON SENSE that is somewhat disturbing.

Many companies have been - what I call "CANDIDATE WINDOW SHOPPING". They see a lot candidates --- schedule multiple interviews --- only to NOT MAKE ANY DECISION! Employers seem to be showing a lack of courtesy in the greatest measure recently - specifically related to interviewing. I hear everyday from candidates (many of whom were contacted by the employer) about this COMMUNICATION VOID that exists. It is now typical for an employer to ACTIVELY pursue a candidate...put them through multiple interviews (at days/times convenient for THEM)...only to STOP communicating. These candidates attempt to follow up (without stalking) by email or phone...only to get NO REPLY AT ALL.

Now wait...YOU pursued ME...put me through "the ringer"...and now....SILENCE. This is a story I hear EVERYDAY. Is it that much of an "EMPLOYER'S MARKET" that they don't see the need to show common courtesy. Are companies that sure of themselves and their ability to attract/retain talent - that basic professionalism is NOT necessary? I mean...how long does it take to bang out a "Thanks for your interest - but at this time..." type of note? Do companies just not care?

I think the answers are numerous. I believe the volume of people being contacted/reviewed/screened is so large - that the task of consistent FOLLOW UP is daunting. In many companies, multiple people are involved in HR and the department...and somewhere in that exchange - the ball is dropped. And then... there is the concern shown ONLY to those candidates they are contemplating making an offer to in the immediate future. BTW- these are not excuses...just my opinion of what may be happening. However; I think many of the organizations who have been discourteous, insensitive and unresponsive are in for a rude awakening - should the economy truly stabilize. Whatever the reason --- there is nothing that justifies being treated in that manner!

Candidates are just as guilty of a LOSS OF COMMON SENSE, lack of courtesy...and frankly a lack of ENERGY --- or any sense of urgency. Recently; I have had far too many instances where candidates reach out to me --- sometimes STALK ME for opportunities to interview ---only to have to wait DAYS to hear back - when I do call. If you have been "hounding' me --- telling me how miserable you are in your current job --- I expect to hear back within HOURS of my communication.

This lapse in time is a reflection of your INTEREST + SENSE OF URGENCY --- and tells me you either DON'T NEED A NEW JOB...or are NOT EXCITED ABOUT INTERVIEWING. Then...I send candidates on interviews - with a request that they reach out - following the interview to share their impression. This is extremely important - as my clients always want to know how THEY think it went. Yet again...far too often --- I am left chasing people down. This is common courtesy.

From an ENERGY standpoint --- many people appear like they are "going through the motions" with me in an interview. When I call them out --- I hear --- "on a REAL INTERVIEW --- I am different". What do you think the interview with me is? I am the guy who needs to decide WHO will represent ME to some of the most prestigious/demanding employers in the world. I am the guy that essential to you getting your REAL INTERVIEW. I am the guy that needs to see your "A - GAME". Generally, this is more pervasive amongst recent grads --- but this APATHETIC --- kind of energy/approach is evident at a variety of experience levels.

Common sense --- or lack thereof --- extends to INTERVIEW ATTIRE (dress like you want the job - not like you have it already) ---- BEING PREPARED (do your research on the company, the role, re-read the job description) ---- DEMONSTRATING INTEREST (there should be no doubt in an employer's mind - if you are interested).

This may just seem like a "bitch session" --- but when it is coming at me from every angle ---- the need to address basic expectations is necessary. If you have a "WHATEVER" attitude --- that is the way you will be treated.

In closing --- employers need to remember that the impressions they leave - based on their treatment of others - has long standing impact. Everyone needs to consider "Is this the way my Mom taught me how to treat people?"

Be RESPONSIVE - BE ENERGETIC - BE EMPATHETIC...NOT APATHETIC!

Thank you...I am done PREACHING now.


"I DON'T WANT TO GO THROUGH LIFE - I WANT TO GROW THROUGH LIFE" - SK

WHAT'S YOUR DIGITAL IQ?

To think that when I started recruiting 17 years ago:

-I did not have a computer on my desk
- I did not have a smartphone
- I FAXED resumes
- I still used "white-out"
- There were no JOB BOARDS (Monster, HotJobs, Careerbuilder)
- I placed ads in HELP WANTED section of the NYT
- Social Media DID NOT EXIST -no FACEBOOK, MYSPACE, LINKEDIN, TWITTER

HOW THE HELL DID I FUNCTION :) ?

When I begin to reflect on the tremendous changes that have occurred - just since my graduation from college in 1990- I feel like my grandfather - telling stories of the first TV he got...or the guy that delivered ICE for their ICE BOX (Refrigerator for those who did not know).

The need to acquire a "DIGITAL SKILL SET" has become MANDATORY across almost every industry & necessary to establishing a career path.

I am focusing on the DIGITAL world to underscore it's dominance in the way we interact - work - gather information - communicate - look for jobs - socialize - make purchases...and on & on & on.

As a result of the rapid technological advances in the DIGITAL SPACE- there are an infinite number of ways to ENGAGE a target audience. New trends in Consumer Behavior have dictated an adaptation by all companies/brands to embrace a multi-platform...DIGITALLY DRIVEN strategy to get their BRAND MESSAGE to their consumer...and ultimately a CALL TO ACTION!

In fact; the vast majority of searches I am conducting for my clients (leaders in BEAUTY, ADVERTISING, ENTERTAINMENT & PR) have a significant DIGITAL component.

Here is a snapshot of some of the titles I have placed candidates I represent in...just in the past 6 months:

SOCIAL MEDIA STRATEGIST
DIGITAL MEDIA PLANNER
DIGITAL MARKETING MANAGER
MANAGER, E-COMMERCE
DIRECTOR OF INTEGRATED CONSUMER INSIGHTS
SENIOR CRM STRATEGIST
DIGITAL PUBLICIST
VP, CONSUMER ENGAGEMENT
SVP, DIGITAL BRAND STRATEGY

These placements were made with my clients in: BEAUTY, ENTERTAINMENT, PUBLIC RELATIONS & ADVERTISING.

The interesting piece is that the need for digital expertise reaches beyond MARKETING, PR & ADVERTISING. My partners in HUMAN RESOURCES employ a dizzying array of DIGITAL TOOLS to assist them. People who occupy roles that collaborate with these areas - are also expected to understand - to some extent - how digital resources, practices, technologies & strategies work.

Candidates who lack exposure to digital - often ask me "How can I get the digital experience everyone is looking for - if my role/company does not afford me the opportunity?" I respond by pointing out that many candidates I placed this year garnered valuable experience OUTSIDE THE SCOPE OF THEIR DAY TO JOB. Several volunteered themselves to work on projects in other areas/departments (on their time) that would enable them to be mentored. When it comes to social media --- I have seen young people (2 yrs out of college) capitalize on their own MASTERY of Facebook & Twitter...and turn that into a CAREER path in SOCIAL MEDIA STRATEGY --- which BTW DID NOT EXIST...just a few years ago!

Ultimately...the key is to remain CURRENT - to understand how DIGITAL MEDIA is impacting your industry and the type of role you have. Just look around at the way you communicate with friends, make purchases, find out about info that's important to you, what advertising/marketing stands out to you...and that will provide some reference for what might be important to learn about.

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"Don't mistake KINDNESS for WEAKNESS...whether extending or receiving it" -SK