tag:blogger.com,1999:blog-98729862024-03-20T02:59:55.959-04:00THE TALENT MAGNET - CAREER MOVESA place for me to connect and share experiences relating to searching for a job, recruiters, interviews, resumes, offers, salary negotiation, counter-offers and more in a more personal way.
It will feature career & job search advice! In addition, the blog will contain humorous tales about my
personal encounters with "unique" job seekers and "special" employers!!!Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comBlogger129125tag:blogger.com,1999:blog-9872986.post-42507040572729353382020-09-02T14:49:00.001-04:002020-09-02T14:49:54.927-04:00Resume Writing + LinkedIn Review Services <p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBUOeEfXtZihZGDsM3I8oSOIMx0LmrN3Qw1RwPApvFowPIDAyLJ3rgUTTn8WQLhOBmgU-kMv8aBRCCgHIvLujmmfUOZ0yUuiBUp0RELDFSTq9VH6wwYKw0OApsCQPFFo05DqjW-Q/s2000/TM+Resume+Writing+1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="2000" data-original-width="2000" height="640" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBUOeEfXtZihZGDsM3I8oSOIMx0LmrN3Qw1RwPApvFowPIDAyLJ3rgUTTn8WQLhOBmgU-kMv8aBRCCgHIvLujmmfUOZ0yUuiBUp0RELDFSTq9VH6wwYKw0OApsCQPFFo05DqjW-Q/s640/TM+Resume+Writing+1.jpg" /></a></div><br /><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhy2LG3Fd9xxE1VlthxAl6BfyF3Yml4Q2PsTDhgReRp6_qvQrFot7zrdt0M3KbayteKM_Y-kld4m0cLomng-FSfMNL7y1SMNlj1EJCmzMMo3xsGsyuPqYgH_1T7aAak4bJjyLH6UA/s2000/TM+Resume+Writing+2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="2000" data-original-width="2000" height="640" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhy2LG3Fd9xxE1VlthxAl6BfyF3Yml4Q2PsTDhgReRp6_qvQrFot7zrdt0M3KbayteKM_Y-kld4m0cLomng-FSfMNL7y1SMNlj1EJCmzMMo3xsGsyuPqYgH_1T7aAak4bJjyLH6UA/s640/TM+Resume+Writing+2.jpg" /></a></div><br /><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiZXKW0XJ_sH_XGdvfGOzg-aCSBvHWPg9OT5JmzrhFMot_7JCMvQ1rzA3_DE55r-0HFJRhyphenhyphenWqPIMKhOIMxTODd1gzHNMF7Kw3puyc2uml-LNHQahoyGzhSYzhaauQ_XEMcSs668gg/s1024/Resume+Review+3.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1024" data-original-width="1024" height="640" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiZXKW0XJ_sH_XGdvfGOzg-aCSBvHWPg9OT5JmzrhFMot_7JCMvQ1rzA3_DE55r-0HFJRhyphenhyphenWqPIMKhOIMxTODd1gzHNMF7Kw3puyc2uml-LNHQahoyGzhSYzhaauQ_XEMcSs668gg/s640/Resume+Review+3.jpg" /></a></div><br /> <p></p>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-88213418137053721742020-04-13T18:46:00.000-04:002020-04-13T18:46:32.173-04:00What If This Crisis Lead To More Meaningful Communication?What if this crisis and the quarantine lead to more meaningful communication?<br />
<br />
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#quarantine #communication #connection #relationships #authenticity #thegiftoftimeTalent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-86236286100103777372020-03-31T18:51:00.001-04:002020-03-31T18:51:13.993-04:00Career Coaching Services For An Uncertain Time...<span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π© As a partner to global powerhouses and disruptive start-ups in the BEAUTY space, I understand what these employers need to see in the top talent they consider hiring.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">I am sharing inside info on the hiring practices of the worldβs most sought-after BEAUTY brands on the planet and will be formally offering:</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">1:1 Customized Career Coaching</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">for a small group of professionals.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π© Initial Consultation is FREE</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π© Previous/Existing Candidates Will Receive A Discount</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π© Pay Per Session And Monthly Packages</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π© Zoom Video, Telephone and Feedback Sessions</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">If you feel you can benefit from better understanding how to:</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Boost Your Strengths</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Sell What An Employer Is Buying</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Conduct A More Effective Job Search</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Develop A Stronger Personal</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">Brand</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Avoid The Resume Black Hole</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯Leverage Social Media</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Conduct A Personal SWOT Analysis</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Remember What You Enjoy</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Add Value To Your Skillset</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">π₯ Clearly Express What Sets You Apart From Your Competition</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">Then... please email me to inquire about fees and setting up an introductory call to discuss my coaching program! My email is </span><a data-attribute-index="6" href="mailto:info@thetalentmagnet.com" style="background: rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: #665ed0; font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; position: relative; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;">info@thetalentmagnet.com</a><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><a data-attribute-index="0" href="https://www.linkedin.com/feed/hashtag/?keywords=jobsearch&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A6650818564322279425" style="background: rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: #665ed0; font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; position: relative; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;">#jobsearch</a><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;"> </span><a data-attribute-index="1" href="https://www.linkedin.com/feed/hashtag/?keywords=jobinterview&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A6650818564322279425" style="background: rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: #665ed0; font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; position: relative; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;">#jobinterview</a><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;"> </span><a data-attribute-index="2" href="https://www.linkedin.com/feed/hashtag/?keywords=beauty&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A6650818564322279425" style="background: rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: #665ed0; font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; position: relative; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;">#beauty</a><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;"> </span><a data-attribute-index="3" href="https://www.linkedin.com/feed/hashtag/?keywords=careeradvice&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A6650818564322279425" style="background: rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: #665ed0; font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; position: relative; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;">#careeradvice</a><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;"> </span><a data-attribute-index="4" href="https://www.linkedin.com/feed/hashtag/?keywords=personalbrand&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A6650818564322279425" style="background: rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: #665ed0; font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; position: relative; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;">#personalbrand</a><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;"> </span><a data-attribute-index="5" href="https://www.linkedin.com/feed/hashtag/?keywords=careercoaching&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A6650818564322279425" style="background: rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: #665ed0; font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; position: relative; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;">#careercoaching</a><br />
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Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-90147683484767595092016-05-12T13:57:00.001-04:002016-05-12T13:57:41.504-04:00LinkedIn Profile Pic Do's<iframe allowfullscreen="" frameborder="0" height="344" src="https://www.youtube.com/embed/jKH31eRZMvc" width="459"></iframe>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-57232046842037719782016-03-26T20:11:00.001-04:002016-03-26T20:11:04.282-04:00Reference Checking Starts Way Before You Think...<iframe allowfullscreen="" frameborder="0" height="270" src="https://www.youtube.com/embed/Mb67CMfKCn0" width="480"></iframe>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-35568089000682873012013-12-31T13:14:00.002-05:002013-12-31T14:36:22.076-05:002013... The Talent Magnet - Year In Review<div class="separator" style="clear: both; text-align: center;">
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<br />
Well... if the time between this post and last is any indication... we have been BLESSED to be very busy in 2013!<br />
<br />
As we close out 2013; there is certainly much to be THANKFUL for! <br />
<br />
This past year has been one of sustained growth/hiring across ALL the industry verticals we service <strong>: BEAUTY, LUXURY, ADVERTISING/BRANDING, FASHION & ENTERTAINMENT</strong><br />
<br />
In addition to our core <em>Marketing </em>practice; perhaps what was most exciting was to see companies, brands and agencies begin to spend money and invest in areas <strong>not</strong> directly tied to revenue generation.<br />
<br />
As a result; we were engaged in many more searches this year for:<br />
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<strong>Human Resources</strong><br />
<strong>Administrative Support</strong><br />
<strong>Operations/Production</strong><br />
<strong>Training/Education</strong><br />
<strong>Customer Service</strong><br />
<br />
This is one of the signs of a strengthening economy and an optimistic outlook by industries who rely heavily on CONSUMER SPENDING.<br />
<br />
Another very positive sign is the recent uptick in the number of junior level searches we have been given. Over the course of the past few months; we have recruited for<strong><em> Entry Level , Marketing Coordinator/Assistant, and Assistant Manager roles </em></strong>with increasing number for the first time since the end of 2007.<br />
<br />
There is no doubt that brands continue to invest big money in <em>DIGITAL</em>! This was evident in the number of searches we had that were specific to: <strong><em>E-Commerce, Mobile, Digital Strategy, Digital Analytics, Social Media, Digital Art Direction, UX/UI, and more.</em></strong> (<em>with Luxury leading the way</em>)<br />
<br />
This year also saw professionals at all levels taking a greater interest in establishing and/or further developing their <strong><em>Personal Brand.</em></strong> Job Seekers clearly understand that capturing a prospective employer's attention, a recruiter's attention, or perhaps the eye of colleagues requires you to understand how to market yourself. Your Personal Brand is shaped -- over time -- by the way people <strong><em>EXPERIENCE </em></strong>you in a personal and professional context. The cornerstones of your Personal Brand are seen in your ACTIONS... your COMMITMENT TO EXCELLENCE... and THE WAY YOU TREAT PEOPLE... regardless of their title or what they can do for you.<br />
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At The Talent Magnet, Luxury & Beauty lead the way in 2013-- with the majority of our searches this past year coming out of these sectors. This was followed closely by both Fashion & Advertising --- with Entertainment representing the fewest (the fact that all our searches are in NYC impacts that greatly). We are fortunate to be sought out by CMOs and other senior marketing executives (as well as Directors Of Talent Acquisition) for access to the incredible roster of Marketing professionals The Talent Magnet has become synonymous with representing. <br />
<br />
The most common titles/skill sets we recruited for were:<br />
<br />
<strong>US Brand Manager/Director</strong><br />
<strong>Global Marketing Manager/Director</strong><br />
<strong>E-Commerce Manager/Director</strong><br />
<strong>Social Media Marketing Manager/Director</strong><br />
<strong>Digital Art Director</strong><br />
<strong>Digital Media Planning/Strategy</strong><br />
<strong>Digital Analytics</strong><br />
<strong>Operations/Production</strong><br />
<strong>Licensing</strong><br />
<strong>Designer</strong><br />
<br />
<br />
More than any of these facts - what will leave the greatest impact on me for 2013 was the tremendous courage I witnessed in the face of some life's greatest challenges. From the incredible spirit of Malala Yousafzai and those families in Sandy Hook trying to move on... to those rebuilding from Hurricane Sandy to those picking up the pieces from Typhoon Haiyan... it is their valiant resolve that stands out. From plane crashes to train crashes... to inconceivably... more shootings --- ordinary people demonstrated extraordinary means to cope... and push through some of life's greatest challenges. As I get older; my heroes have become ORDINARY PEOPLE who when life seems to be almost impossible --- rise up and move through<em> </em>with great <em>GRACE & DIGNITY. </em>This is what I wish for my legacy to be as well.<br />
<em></em><br />
<em><strong></strong></em><br />
<strong><em>May you attract all the things you want in the New Year... just like a MAGNET :) SK</em></strong><br />
<br />
<em></em><br />
<em></em>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-41796899490777717802013-07-05T22:23:00.000-04:002013-07-05T22:23:17.649-04:00The Talent Magnet Appears On CBS News...THE TALENT MAGNET... TALKS JOBS <br />
<br />
<script src="http://CBSNY.images.worldnow.com/interface/js/WNVideo.js?rnd=455959;hostDomain=video.newyork.cbslocal.com;playerWidth=615;playerHeight=365;isShowIcon=true;clipId=9062999;flvUri=;partnerclipid=;adTag=News;advertisingZone=CBS.NY%252Fworldnowplayer;enableAds=true;landingPage=;islandingPageoverride=false;playerType=STANDARD_EMBEDDEDscript;controlsType=fixed" type="text/javascript"></script><a href="http://www.blogger.com/%3Ca%20href=" http:="" video.newyork.cbslocal.com="">http://video.newyork.cbslocal.com</a>" title="">Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-76884442084047620852013-05-05T08:07:00.002-04:002013-05-05T08:16:09.054-04:00To Get A Job Fast, Learn How Companies Recruit The following is a "Guest Blog" by NYT Best Selling Author and good friend Martin Yate who included me as one of a panel of "Career Experts" to contribute to his latest book<strong>: Knock Em Dead "Secrets & Strategies For First Time Job Seekers"...</strong> which is now available! <span style="font-family: "Times New Roman","serif"; font-size: 12pt; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;"><a href="http://amzn.to/YhUDJB"><span style="color: #6b006d; font-family: "Cambria","serif"; font-size: 10pt; mso-ascii-theme-font: major-latin; mso-bidi-font-size: 16.0pt; mso-hansi-theme-font: major-latin; text-decoration: none; text-underline: none;">http://</span><span style="color: #6b006d; font-family: "Cambria","serif"; font-size: 10pt; mso-ascii-theme-font: major-latin; mso-bidi-font-size: 16.0pt; mso-hansi-theme-font: major-latin;">amzn.to/YhUDJB</span></a></span><br />
<span style="font-family: "Times New Roman","serif"; font-size: 12pt; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;"></span><br />
<span style="font-size: large;"></span><br />
<span style="font-size: large;">To Get A Job Fast, Learn How Companies Recruit </span><br />
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<tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;">Martin Yate CPC<br />NY Times Bestseller<br />Professional Resume Services</span></td></tr>
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<span style="font-family: Arial, Helvetica, sans-serif;">A successful job search requires more than trolling popular job boards and occasionally hitting the βsend resumeβ button when the spirit moves you. As any good strategist will tell you, tactics are determined from a sound understanding of your opponents psychology and tactics. The same goes for job search, a smart plan of attack demands that you understand how companies go about recruitment and then invest your time accordingly. This is especially true for the 2012/2013 grads who are facing enormous competition for available opportunities.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Companies design their staffing needs up to twelve months in advance, so the interviews you go on this year were mostly planned and budgeted toward the end of last year. Hiring budgets usually open at the start of the new calendar year with hires staggered throughout <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
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<tr><td class="tr-caption" style="text-align: center;"><span style="font-size: xx-small;"><span style="background-color: white; color: #222222; line-height: 18px;">For more advice for emerging professionals,</span><br style="background-color: white; color: #222222; line-height: 14px;" /><span style="background-color: white; color: #222222; line-height: 18px;">check out <i>"Knock Em Dead Secrets & Strategies</i></span><br style="background-color: white; color: #222222; line-height: 14px;" /><span style="background-color: white; color: #222222; line-height: 12px;"><i style="line-height: 18px;"> For First Time Job Seekers"</i><span style="background-color: white; line-height: 18px;"> available on </span><a href="http://amzn.to/YhUDJB" style="color: #2193a8; line-height: 18px; text-decoration: none;">Amazon</a></span></span></td></tr>
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the year.<br /> </span><br />
<b><span style="font-family: Arial, Helvetica, sans-serif;">How recruitment works</span></b><br />
<span style="font-family: Arial, Helvetica, sans-serif;">Sean Koppelman, President of <a href="http://www.thetalentmagnet.com/"><span style="color: #2193a8;">TheTalentMagnet.com</span></a>, understands recruitment cycles as well as anyone, and warns of the necessity of a competitive resume : β</span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-family: Arial, Helvetica, sans-serif;">During the high-tide graduation months</span> in May and December, in-boxes are flooded with new grad resumes. If yours is less clear or concise than your competition, you are ruining your chances.β <br /><br />The costs of hiring and training a new employee runs into thousands and often tens of thousands of dollars, so the entire recruitment process is cost/productivity conscious. Consequently, the hiring manager and the assigned recruitment professionalsβall want the same thing: good hires, fast hires, and hires made as cheaply as possible. Understanding how and why things are done, and in what sequence they are done, will help you focus your efforts on the most effective job-finding techniques. <br /><br />Put yourself on the other side of the desk for a few moments. Naturally, you would start the recruitment process by asking yourself, your colleagues and your staff who within the company can do this job; you want to hire from within, because itβs cheap, you are dealing with known quantities, and internal promotions are motivational. Many jobs are filled this way, and this can give you a head start on the competition whenever you hear about internal promotions and transfers, because a promotion also speaks of another opening created by that promotion/transfer, and often that position can be at a lower professional level. </span><br />
<br />
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Of course it's who you know stupid</b></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">When a hiring manager canβt make an internal hire, she will logically ask, βWho do we know, and who do our people know?β This goes beyond the casual inquiry. The recruitment team will review all the resumes in the companyβs database and any promising candidates who have been interviewed in the past for similar positions. The manager will also create an internal job posting (often tied to cash incentives for employee referrals) and will actively consider people known to the recruitment team through their involvement in the professional community. This will include professional and alumni associations and related activities. <br /><br />If youβre a recent grad, this is where internships and campus activities really pay off. Internships give you real work experience, references, and exposure to working professionals for your network. Likewise, being active in campus societies makes you visible to campus recruiters, who claim they make their best entry-level professional hires from these societies way before the arrival of career days on campus. <br /><br />These approaches account for fully a third of all hires that are made externally. This means you have to ask yourself three questions: </span><br />
<ol><span style="font-family: Arial, Helvetica, sans-serif;">
<li>How do I get better connected to my local profession? </li>
<li>How do I get to know, and be known by, my peers? </li>
<li>How do I become more visible in my professional community? </li>
</span></ol>
<span style="font-family: Arial, Helvetica, sans-serif;"> The next stepβslightly more expensive and time-consumingβis to search outside the company for candidates who are unknown to the company. The first choice is usually the Internet, and as recruitment costs now become a serious consideration, it wonβt surprise you to learn that the majority of hiresβ38 percent, according to one estimateβcome directly through the companyβs own website. Less than you might expectβ14.5 percentβcome from the big three job boards (Monster.com, CareerBuilder.com, and HotJobs.com), while significantly more (17.5 percent) come from specialty sites that focus on a particular profession. <br /><br />The explanation for this should impact your job search plan: We donβt pay fees when people come to us on their own, so we naturally look first and more favorably on applicants coming to us through the company website. This is also especially important in depressed economic times, when companies will often decide that they donβt need to advertise with the big job banks because plenty of well-qualified and smart people will find their way to them. <br /><br />A recruiterβs preference for specialty job sites also makes sense: he can expect more consistently suitable resumes, and fewer time-wasters. <br /><br />The balance of hiresβabout 30 percentβcomes mainly from on-campus recruitment, job fairs (both virtual and local) temp-to-perm hires, and headhunters. <br /><br />So, the breakdown of effective recruitment strategies is very roughly split into thirds: one-third of hires come from personal/professional networks and prior contacts, one-third from the Internet, and one-third from the remaining sources. <br /><br />Itβs just good tactics organize your job search plan of attack along lines that reflect corporate recruitment practices. You can learn more about creating a job search strategy that mirrors corporate recruitment practices by checking out </span><i style="background-color: white; color: #2193a8; line-height: 18px;"><span style="background-color: white; color: #2193a8; font-family: Arial, Helvetica, sans-serif; text-decoration: none;"><a href="http://www.amazon.com/Knock-Dead-Strategies-First-Time-Insiders/dp/1440536783/ref=sr_1_1?s=books&ie=UTF8&qid=1365782143&sr=1-1&keywords=first+tim" style="background-color: white; color: #2193a8; text-decoration: none;">Knock Em Dead - Secrets & Strategies For First-Time Job Seekers</a>.</span></i><br />
<i style="background-color: white; color: #2193a8; line-height: 18px;"><span style="background-color: white; color: #2193a8; font-family: Arial, Helvetica, sans-serif; text-decoration: none;"><br /></span></i> <br />
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<span style="font-family: "Lucida Handwriting";"><a href="http://www.linkedin.com/in/martinyatecpc" style="color: #2193a8; text-decoration: none;">Martin Yate CPC</a><o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><i>NY Times</i> Bestseller <a href="http://my.knockemdead.com/resume-services" style="color: #2193a8; text-decoration: none;">Resume Services</a><o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Professional Resume Services <a href="http://my.knockemdead.com/webcasts" style="color: #2193a8; text-decoration: none;">Webcasts</a><o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"> <a href="http://blog.knockemdead.com/" style="color: #2193a8; text-decoration: none;">Career Management</a><o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"> <a href="http://shop.knockemdead.com/ebooks-s/1818.htm" style="color: #2193a8; text-decoration: none;">Books</a></span></div>
<span style="background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: xx-small;">Martin Yate<br />Copyright 2013<br />All rights reserved</span></div>
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Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-65911527043310112102013-04-06T11:33:00.002-04:002013-04-07T10:11:03.467-04:00Employers Seeking A Cultural Match & The Marathon Interview Process The weather is first beginning to get a little warmer and much like the Yankees (thus far)... the job market has been off to a SLOW START. Wait... let me re-phrase that ---- <strong>HIRING </strong>is happening at a far slower pace than I expected.<br />
<br />
Starting back as many as 5-10 years ago; employers dramatically changed their approach to hiring. Not only did they empower Human Resources as true "Business Partners" --- but they began to "hire by committee". This trend was born from a concern for ensuring candidates were a cultural/chemistry match to the team... and company as a whole. <br />
<br />
As a result -- it is very common for the 50K and 250K candidate to have 3 or 4 interviews --- over 4 -6 (sometimes 8) week period. During these interviews, it is understood they will meet not only HR and the Hiring Manager --- but peers... and in some cases --- subordinates --- all in an attempt to evaluate the <strong>CULTURAL MATCH.</strong><br />
<br />
<em>The scary truth is that based on the hundreds of job seekers I speak with every week -- many of the more "sought after" employers are extending this process out to 3 or 4 months. </em><br />
<br />
Through the period of our economic collapse (2008-2010)... I understood that we were in an "employer's market". However, as our economy has healed (especially in NYC) --- I believe many employers are SLOW to recognize the fierce competition for talent that has been taking place for nearly 2 years. As a result... they draft a job description (sometimes a WISH LIST) ... and "shop for talent".... looking for this mythical candidate that "checks off ALL the boxes on their spec". <br />
<br />
When you combine this often unrealistic expectation --- with the incredible emphasis placed on "cultural match" --- you begin to understand why so many positions remain UN-FILLED. I am not suggesting that companies should lower their standards --- by any means. I do believe that with the advent of large internal TALENT ACQUISITION teams and more people internally involved in the interview and hiring process --- that the process has become less (not more) efficient.<br />
<br />
If cultural match is so important --- more companies should get creative about "spending time" with candidates of interest in later rounds of interviews. Perhaps, have a finalist spend a FULL DAY with the team? Maybe the Hiring Manager and 2 team members could meet finalists for a long lunch or dinner (outside of the corporate environment) to get a better sense for this person's true personality? Wouldn't it make sense to have "candidates of interest" remain in contact BY PHONE with key decision makers THROUGHOUT THE PROCESS --- perhaps on a SCHEDULED "CHECK-IN" so they could get to know them INDIVIDUALLY --- and have them remain FRESH IN THEIR MEMORY? These are all simple suggestions that just require an investment of time and a bit more organization. It's seems a much better alternative to trying to evaluate whether someone "FITS" in 45 minutes of "formal conversation". <br />
<br />
In addition... I am finding it more and more common that the scope of a job -- seems to change -- mid-way through an interview process. I am also seeing that often different people involved in the interview process ---- have a DIFFERENT understanding of the position and key responsibilities. The explanation is simple "too many cooks in the kitchen". While the idea of including a number of people in a decision is appealing -- the downside -- is that that PEOPLE RARELY AGREE. The other possible explanation is that a search is initiated before truly understanding the need for the role. Ultimately, this just ends up wasting everyone's time.<br />
<br />
Let me also throw a little blurb in about FOLLOW UP. If you are going to torture someone by putting them through 16 interviews over 6 months --- with 45 different people --- the least you can do is have the courtesy to respond (at some point) to let them know where they stand. To me --- the way a company treats a candidate in an interview process is a clear indication of what's to come as an employee. <br />
<br />
At the end of the day -- I GET IT! Companies want to make the best hiring decision. It just seems that the interview process has become an obstacle course for candidates to move through filled with people who are looking for reasons NOT to hire them. To me, many employers have become like that friend you have --- who you introduce FANTASTIC potential mates to. You introduce people to your friend that have stellar educations... come from good families... are good looking... and they go out on a date. You ask your friend how the date went and your friend says "So & So" was great ... but I am pretty sure --- if I keep looking ---I will find someone BETTER. I like to refer to this as employer <em>WINDOW SHOPPING</em>. <br />
<br />
<strong><em><u>CURRENT HIRING TRENDS:</u></em></strong><br />
<strong><em><u></u></em></strong><br />
As much of my recruitment practice relates to Beauty, Advertising and Entertainment... the emphasis is on marketing and brand messaging. However... for the past 12 months there has been a dramatic uptick in the demand for DIGITAL "talent" on the Client/Brand side.<br />
<br />
The areas that are hottest are:<br />
<br />
<strong>DIGITAL MARKETING (CONTENT/STRATEGY)</strong><br />
<strong>E-COMMERCE</strong><br />
<strong>CRM</strong><br />
<strong>DIGITAL ANALYTICS</strong><br />
<strong>DIGITAL DESIGN/DIGITAL ART DIRECTION</strong><br />
<strong>USER EXPERIENCE</strong><br />
<strong>MOBILE MARKETING</strong><br />
<strong>SOCIAL MEDIA</strong><br />
<strong>DIGITAL MEDIA PLANNING/STRATEGY</strong><br />
<br />
<br />
<em>Would love to stay connected --- so follow me:</em><br />
<em></em><br />
<strong>@talentmagnet</strong><br />
<strong></strong><br />
<strong><a href="http://www.facebook.com/thetalentmagnet">www.facebook.com/thetalentmagnet</a></strong><br />
<strong></strong><br />
<strong></strong><br />
<strong>" You miss 100% of the shots that you never take." - Wayne Gretzky</strong><br />
<strong></strong><br />
<strong></strong><br />Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-70712345063632853482013-02-23T12:30:00.000-05:002013-02-23T13:02:31.171-05:00The 5 Deadly Sins Of LinkedIn...<br />
As a result of the more than 4,500 connections I have established and the
incredible importance of <strong>LinkedIn</strong> to my world as a recruiter -
I have become somewhat of an expert in "Best Practices" when it comes
to etiquette and building your personal brand.<o:p></o:p><br />
<br />
<o:p> </o:p><br />
<br />
<o:p> </o:p><br />
<br />
Here are 5 things that I refer to as "Deadly Sins" that when I
encounter --- make me cringe. <o:p></o:p><br />
<br />
<o:p> </o:p><br />
<br />
<o:p> </o:p><br />
<br />
<b style="mso-bidi-font-weight: normal;">#1 <u>SPELLING OR GRAMMATICAL ERRORS
IN THE PROFILE<o:p></o:p></u></b><br />
<br />
<b style="mso-bidi-font-weight: normal;"><u><o:p><span style="text-decoration: none;"></span></o:p></u></b><br />
When it comes to attention to detail and the way you choose to βbroadcastβ
your personal brand to the world β <b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;">there is no excuse for having spelling or
grammatical errors in your profile</i></b>. Yes⦠I understand there is no
spell-check feature β but cβmon folks! Frankly, I think the number of otherwise
very qualified candidates with their title listed as <b style="mso-bidi-font-weight: normal;">MANGER vs MANAGER </b>are absurd. You would also be surprised at the
number of profiles that include misspelled names of major brands and companies
(some of which were even former employers). The profile provides a platform for
personal expression. However, it is important to understand that this forum is
NOT Facebook or Twitter. As a result, there is an expectation of a certain
measure of professionalism.<o:p></o:p><br />
<br />
<o:p> </o:p><br />
<br />
<b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b><br />
<br />
<b style="mso-bidi-font-weight: normal;">#2</b> <b style="mso-bidi-font-weight: normal;"><u>REQUESTING RECOMMENDATIONS FROM PEOPLE WHO YOU HAVE NEVER</u> <u>WORKED FOR
OR WITH</u></b><u>______________________________________________________<o:p></o:p></u><br />
<br />
<span style="mso-spacerun: yes;"> </span><o:p></o:p><br />
<br />
This one really puzzles me! Every week I receive several requests from
people I am connected to (but have never worked with) to write a recommendation
on their behalf. How can I possibly attest to the quality or caliber of work I
have not experienced first- hand? <span style="mso-spacerun: yes;"> </span>I respond
by respectfully declining the request and citing the explanation I gave above.
My livelihood is based on the credibility I maintain with Hiring Managers and
Human Resources Executives. As much as I would like to assist someone in their
search β I would not do that at the risk of my own reputation. In addition,
when you solicit a recommendation from someone you do not know personally β it tells
me that you likely are finding it challenging to secure more legitimate sources
for professional validation. You are likely a βhigh riskβ candidate.<o:p></o:p><br />
<br />
<o:p> </o:p><br />
<br />
<b style="mso-bidi-font-weight: normal;">#3 <span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><u>NO
PROFILE PICTURE OR INAPPROPRIATE PICTURE <span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><o:p></o:p></u></b><br />
<br />
<b style="mso-bidi-font-weight: normal;"><u><o:p><span style="text-decoration: none;"></span></o:p></u></b><br />
<br />
Letβs face it --- we are in a visual age. Social Media has provided a means
for your friends, colleagues and prospective employers to get a 360 degree βsnapshotβ
of YOU. Make no mistake --- people expect this to include a picture! I will tell
you right now β that when I come across a profile that is missing a picture ---
it is an immediate βred flagβ. <span style="mso-spacerun: yes;"> </span>It tells
me β you have something to hide or speaks to your self-confidence. I understand
the thought of some that there may be some bias that they are looking to avoid.
However, the reality is that eventually β someone you connect with is going to
meet you and see what you look like. The picture just puts a face with the
profile. <span style="mso-spacerun: yes;"> </span>Many of us have not yet gone
the route of some with the professional headshot (me included <span style="font-family: Wingdings; mso-ascii-font-family: "Times New Roman"; mso-char-type: symbol; mso-hansi-font-family: "Times New Roman"; mso-symbol-font-family: Wingdings;"><span style="mso-char-type: symbol; mso-symbol-font-family: Wingdings;">J</span></span>).
<span style="mso-spacerun: yes;"> </span>The flip-side of this is the βinappropriate
picβ. This is the profile pic that for me falls into one of a few categories: <b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;">Full
Body Shot, You And</i></b> <b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;">A Friend, Too Far, Too Close, Too Sexy, Crazy
Eyes, Angry Looking, and Artistic Photo Shoot<o:p></o:p></i></b><br />
<br />
<b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><o:p> </o:p></i></b>Some of the categories need no further explanation. Your profile picture
should be a clear HEAD-SHOT <span style="mso-spacerun: yes;"> </span>that you
feel captures an expression that conveys a sentiment you want to convey. That
can be Happiness, Confidence, Thoughtfulness, Poise, etc. Those others either
frighten me or just make me laugh!<o:p></o:p><br />
<br />
<o:p> </o:p><br />
<br />
<b style="mso-bidi-font-weight: normal;">#4 <u>INCOMPLETE INFO OR INACTIVITY</u></b><o:p></o:p><br />
<br />
<o:p> </o:p><br />
<br />
If you are going to take the time to have a presence on the largest professional
social media network in the world ---- DO IT RIGHT! There are far too many
people who have profiles with missing pieces. This could be previous jobs,
education, skills β and number of important data points that need to be included.
This is the epitome of laziness β as LinkedIn reminds you to complete your
profile to achieve the best results. When I view an incomplete profile β I see
that person as disinterested in how others perceive them and not understanding
how important their personal brand is. The other part of this is INACTIVITY. If
you have a complete profile β but you have only 25 connectionsβ¦ there is a
problem. You are obviously not engaged in any way. Even if you are not actively
searching for a new job; LinkedIn has incredible resources to share information
about your industry β follow βThought Leadersβ β participate in industry
related Groups and exchange information and become part of an active dialogue.
If nothing else; use LinkedIn to connect with people whose work you admire β
with companies/brands you find interesting --- just USE IT.<o:p></o:p><br />
<br />
<o:p> </o:p><br />
<br />
<b style="mso-bidi-font-weight: normal;">#5 <u>DESIRE TO ACQUIRE AND LEAVING
IT βVIRTUALβ<o:p></o:p></u></b><br />
<br />
<b style="mso-bidi-font-weight: normal;"><u><o:p><span style="text-decoration: none;"></span></o:p></u></b><br />
<br />
Early on I was obsessed with how many connections I had. I experience the
same sort of thing with Twitter. I would check several times a day to see if my
numbers had gone up. Ego is a terrible thing <span style="font-family: Wingdings; mso-ascii-font-family: "Times New Roman"; mso-char-type: symbol; mso-hansi-font-family: "Times New Roman"; mso-symbol-font-family: Wingdings;"><span style="mso-char-type: symbol; mso-symbol-font-family: Wingdings;">J</span></span>. We are conditioned
with a DESIRE TO ACQUIRE. However; LinkedIn is a platform where quality is far
more important that quantity. This is why I chose not to be a LION. This is a
LinkedIn Open Networker. These are the folks who happily connect to EVERYONE
and ANYONE. If you are an Author, a Motivational Speaker, a Life Coach ---
being a LION could be advantageous. However; most of us want to build meaningful
connections with professionals we share common interests, industries and skills with.
<span style="mso-spacerun: yes;"> </span>I think this is best done in a
methodical and selective manner. Once you do choose to connect with someone ---
what does that mean? The connection only has meaning if you interact, exchange
information and actually build a relationship. Our lives are so busy that we
can trick ourselves into believing that a βvirtual relationshipβ is a real one.
One major mistake people make is to establish a connection β and leave it at
that. I have done my best to selectively pursue real world relationships with a
large number of my connections. Making the initial contact easy is the
attraction of LinkedIn β but the true value is seen in converting those
connections into real personal/professional relationships. <span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><o:p></o:p><br />
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<strong><em>βYou can pay for school but you can't buy class!β - <span class="quoteName">Jay-Z</span></em></strong><br />
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Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-33958561934166265502013-01-26T14:34:00.000-05:002013-01-26T15:29:39.725-05:00Welcome To 2013 - You Are DIGITAL Or You Are DUST ...It's been a long time --- I shouldn't have left you -- without a compelling post to connect to --- connect to! (My ode to old school Hip-Hop)<br />
<br />
We are now almost a month into the New Year now -- and everyone is asking "How is the job market?" The quick answer is that in NYC -- it thankfully has remained ACTIVE. In fact, what was historically a SLOW period between Thanksgiving and year-end was the busiest since opening The Talent Magnet in 2004.<br />
<br />
This flurry of activity was seen across the multiple verticals I recruit in which include: BEAUTY, ADVERTISING, PUBLIC RELATIONS, FASHION + ENTERTAINMENT. That in itself is a very good sign - as it shows companies from a wide array of industries were spending money to hire.<br />
<br />
In 3rd and 4th quarter --- there seemed to be a focus on hiring at the MANAGER level. So -- positions that called for 5-7 years of experience and paid 75-100K were plentiful. <br />
<br />
<strong>There is no doubt however that 2013 is shaping up to be a "DIGITAL" year!</strong><br />
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According to this piece in eMarketer --- Digital Advertising spend topped $100 Billion in 2012 and is expected to increase by 15% in 2013. <a href="http://mwne.ws/YuLGBo">http://mwne.ws/YuLGBo</a><br />
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This trend is clearly reflected in the hiring patterns across the industries I service. Searches for candidates with expertise contributing to the "digitally driven" brand strategy or brand messaging for major <em>LUXURY, FASHION, BEAUTY, LIFESTYLE & CPG</em> brands --- make up 60% of my searches at this point.<br />
<br />
Most companies/brands are looking to strengthen their overall digital capabilities and rely less on external agencies/vendors. This has opened the door for many AGENCY pros to make the move to the client/brand side. A move that just a few years ago -- was quite challenging. The key here is for Agency pros to leverage both their skill-set and specific CATEGORY experience.<br />
<br />
In my world - the HOT disciplines/skill-sets seem to be:<br />
<br />
<strong>DIGITAL BRAND STRATEGY (multi-platform approach - websites/social/mobile/e-comm)</strong><br />
<strong>DIGITAL/SOCIAL ANALYTICS/MEASUREMENT (making sense of all the "LIKES")</strong><br />
<strong>E-COMMERCE (Acquisition/Retention/Merchandising)</strong><br />
<strong>SOCIAL MEDIA MARKETING (both for content/strategy - as well as analytics)</strong><br />
<strong>ONLINE COMMUNICATIONS/DIGITAL PR (taking the message to bloggers/e-influencers)</strong><br />
<strong>DIGITAL MEDIA PLANNING/STRATEGY (experts on WHERE to deploy the message)</strong><br />
<strong>INTEGRATED MARKETING ("traditional" TV/PRINT... along w/ DIGITAL/SOCIAL expertise)</strong><br />
<strong>MOBILE MARKETING (less about the app development + more about strategy/content)</strong><br />
<strong></strong><br />
Please note that these HOT areas have NOT removed the need for "CLASSICALLY TRAINED " marketing pros who can synthesize complex information from a variety of sources and convert that into an ACTIONABLE STRATEGY. They simply represent the areas that companies are making the biggest investment in additional headcount.<br />
<br />
The take-away should be that if you are in a role that touches on contributing in any way to BRAND STRATEGY, BRAND MESSAGING or CONSUMER ENGAGEMENT ---- you must be adding new digital , social, mobile, e-commerce skills to your repertoire if you want to increase the value of your PERSONAL BRAND!<br />
<br />
<br />
<strong><u>HERE ARE SOME OF CURRENT OPPORTUNITIES @ THE TALENT MAGNET: </u></strong><br />
<strong><u></u></strong><br />
<strong><em>Senior Brand Manager - Skin Care :</em></strong> Major Beauty/CPG company is actively seeking a seasoned beauty marketer with 7+ yrs of exp (3 recent/current specific to Skin Care) <br />
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<strong><em>Director - US Marketing:</em></strong> Global Beauty Co is looking for a marketing leader to oversee US Brand Management for a diverse portfolio -- 9 yrs of exp is req -- MASS + PRESTIGE is ideal<br />
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<strong><em>Audience Development/Marketing Manager: </em></strong>Rapidly growing Digital Media/Lifestyle Brand Co. is looking for someone to create compelling consumer engagement strategies across digital/social platforms -- 5+ yrs of exp --- in Online Publishing or similar role<br />
<br />
<strong><em>Director - Social Media: </em></strong>Major Entertainment/TV property in NYC is actively seeking a Digital/Social Media "Guru" to develop unique content, promotions, strategies + partnerships to elevate branded assets, increase viewership and aid in consumer product marketing<br />
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<strong><em>Advertising: AD - AS - AE: </em></strong>Global Ad Agency needs account management pros at various levels to join teams that are adding to their roster due to growth/new pieces of business. These accounts are all specific to CONSUMER HEALTH -- and are all fully integrated TV/PRINT/DIGITAL<br />
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<strong><em>Marketing Associate: </em></strong>Major Fashion brand is looking for a "rising star" in Fashion Marketing with 2 yrs of experience contributing to: Media Planning, Promotional Programs, Gifting Programs, Retail Marketing Strategy, Photo-Shoots, Fashion Shows, Digital/Social Media Marketing...<br />
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<strong><em>Executive Director - Brand Copy (Chinese Market) </em></strong>: Global Beauty brand is seeking a talented marketer/copywriter who is bilingual English/Mandarin - with experience communication brand messaging/identity --- shaping US brands + messaging in a "Chinese Voice" ---<br />
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<strong><em>Integrated Media Planning Director:</em></strong> Boutique full-service Ad Agency in NYC needs a talented Media Planning/Strategy pro with expertise across TV/PRINT/DIGITAL to lead a team of 6 --- in developing integrated media programs for a diverse client portfolio<br />
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FOR DETAILS ON THESE POSITIONS AND TO FIND ABOUT ALL THE OTHER SEARCHES THE TALENT MAGNET IS CONDUCTING --- PLEASE CONNECT/FOLLOW ME AT<br />
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<a href="http://www.linkedin.com/in/koppelmantalentmagnet/" name="webProfileURL" title="View public profile">www.linkedin.com/in/koppelmantalentmagnet/</a><br />
<br />
<a href="http://www.facebook.com/thetalentmagnet?ref=hl">http://www.facebook.com/thetalentmagnet?ref=hl</a><br />
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<a href="https://twitter.com/talentmagnet">https://twitter.com/talentmagnet</a><br />
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<strong><em></em></strong><br />
<strong><em>"Accepting</em> <em>the reality of change gives rise to equanimity"</em> - ALLAN LOKOS</strong>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-68344184878178467712012-10-23T10:51:00.000-04:002012-10-23T11:49:39.671-04:00LIKE ME - FRIEND ME - CONNECT WITH ME... HAVE WE MET? We are living in an amazing period - where we literally can reach thousands of people with a message or thought at the click of a button. Social Media, email, and texting have extended our communication reach exponentially - but at what cost?<br />
<br />
Due to our DESIRE TO ACQUIRE... we are programmed to believe that by accumulating "FRIENDS", "CONNECTIONS", "LIKES", etc -- we are truly growing our network and somehow this will translate into positive results both personally and professionally. This illusion is flawed for one major reason. The quality of the network you build hinges on MEANINGFUL/PERSONAL relationships you develop over time that require LIVE HUMAN CONTACT.<br />
<br />
This is not to say that social media "pen pals" cannot prove to be a valuable asset -- but they are not as powerful as relationships built in the REAL WORLD that are carried into the social media space.<br />
<br />
Conversely, there is opportunity to develop a social media connection into a meaningful personal relationship --- and I would encourage everyone to selectively set out to do this.<br />
<br />
Our current culture has contributed greatly to making communication - in general -- less personal. These electronic gadgets that were supposed to have made us more productive (blackberrys, laptops, i-pads) have blurred any understanding of "work hours". Therefore, by ALWAYS being reachable --- accessible --- on call --- we look to communicate in the quickest, most efficient manner possible. As a result of our heavy workloads and our crazy commitment to multi-tasking... we choose to email, text, instant message, post an update as a PRIMARY means of communicating. While it has become universally acceptable --- this has made communication very IMPERSONAL. In fact, these social media platforms have even changed the way we define FRIENDS + CONNECTIONS.<br />
<br />
I will go a step further to say that this has actually DAMAGED many existing relationships --- both personal & professional. This is happening because while at the same time these methods of communicating have become acceptable/necessary time-savers --- that we employ -- EVEN FOR THOSE WE LIKE TO INTERACT WITH... we also use these methods to AVOID speaking to someone live. This last point is the one that we need to look at. Are we emailing or texting because we simply don't have the time (at this moment) to speak to that person -- or are we doing this so that we do not have to speak to that person?<br />
<br />
Sometimes --- I don't know what to think. I just know that complete reliance on electronic correspondence --- over time -- is a sure way to have a relationships lose value and speaks to the honest interest one party has in having a REAL RELATIONSHIP.<br />
<br />
When it comes to searching for a job and networking; social media should be used as a means to get FACE TIME! Many jobseekers make the mistake of "working their network" with thoughtful messages, requests and correspondence.... only. There is no substitute for meeting someone --- looking them in the eye --- shaking their hand and getting to know them. An in-person meeting will enlist far more advocates in your job search than an amount of online networking ever will. <br />
<br />
If you are a professional contemplating a career move; look to MEET with people in your network to discuss your search -- rather than solely relying on electronic correspondence.<br />
<br />
If you are a recent grad or in between jobs... ask for exploratory or informational interviews that will allow you to meet FACE TO FACE!<br />
<br />
If your DESIRE TO ACQUIRE is telling you you need more CONNECTIONS, FRIENDS, FOLLOWERS, LIKES... remember that QUALITY is better than QUANTITY! In addition, it is important to recognize that the most important FRIENDS, ALLIES, ASSOCIATES you will ever get... are the ones YOU ALREADY HAVE! So instead of paying so much attention to growing your network to impressive numbers --- you may want to focus on nurturing relationships with the very important people you already are connected to!<br />
<br />
At the end of the day --- it is your responsibility to curate the types of professional relationships you wish to have. Remember, the reason many of these people "connected" to you in the first place --- was because of the REAL WORLD relationship you developed.<br />
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<strong></strong><br />
<strong>"Most of the important things in the world have<br /> been accomplished by people who have kept on<br /> trying when there seemed to be no hope at all."<br />~Dale Carnegie~</strong>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-36220701240228678532012-09-30T13:37:00.001-04:002012-09-30T14:40:27.929-04:00The Modern Job Interview... Expectations vs Reality Sometimes I feel like I exist in this parallel universe where I am this ultra-modern executive... current with trends in fashion, pop-culture and growing digital footprint --- yet battling these EXPECTATIONS I have that somehow appear "old-school" -- especially when it comes to THE INTERVIEW PROCESS.<br />
<br />
When I began recruiting -- almost 20 years ago --- the process was simple! I would FAX (yes I said fax) a resume to an Office Manager or Hiring Manager --- schedule an interview, maybe a follow up with HR... and get an offer.<br />
<br />
Today, the interview process is an elaborate process consisting of multiple steps. It has become an intricate courtship that often involves multiple "decision makers", multiple visits and a stringent screening process. The ultimate goal being to see beyond the resume --- and somehow ensure a "cultural match".<br />
<br />
In every personal and professional situation we enter; it is important to manage our expectations. Having a clear understanding of what you need to do to prepare is essential to your success.<br />
<br />
<em>Let's look at some EXPECTATIONS jobseekers have when working with a recruiter. Some of </em><br />
<em>these can be viewed as perceptions that influence the way they will interact.</em><br />
<br />
<strong>- An interview with a recruiter is NOT the same as an interview with an employer and therefore does not require the same preparation or professionalism</strong><br />
<strong></strong><br />
<strong>- A recruiter will search for the job I want - based on what I describe as my ideal career target</strong><br />
<strong></strong><br />
<strong>- I can go through different recruiters for opportunities at the same company - as long as it is not for the same exact job</strong><br />
<br />
<em>Now, let's look at the EXPECTATIONS and REALITIES as seen through the eyes of a recruiter.</em><br />
<em></em><br />
<strong>- Recruiters assume the manner in which you conduct yourself with THEM - will be the way you conduct yourself with their clients</strong> . <strong>If you come in unprepared - with a poor attitude, in unprofessional attire... this is the way WE believe you will present yourself to the employer. Candidates are a reflection of our PROFESSIONALISM and judgement. </strong><br />
<br />
<strong>- Recruiters like myself are hired by companies to seek out a very specific profile. Our clients pay a significant fee to have us ONLY introduce those candidates that meet their very stringent standards. As a result, Recruiters do not have the ability to seek out your target jobs. If you are qualified for one or more of the searches WE are conducting -- or regularly are engaged for --- we are in business!</strong><br />
<strong></strong><br />
<strong>- This last one causes many "issues" for jobseekers, employers and recruiters alike. The standard rule for this is if you have been presented to an employer within the past 6 months by a recruitment firm --- it is likely that contractually the firm that made that introduction has "representation rights" for you. It is your responsibility to notify a recruiter if they present an opportunity with an employer you have been presented to previously through another recruitment firm. Although it is annoying for us --- the reality is that the employer frowns upon this and sees the candidate sharing fault --- and could impact their interest in you for current/future opportunities.</strong><br />
<br />
<br />
Now... let's get back to the INTERVIEW PROCESS in general and how this complicated "dance" gets choreographed by someone like me. After all - a large part part of my role is to manage EXPECTATIONS of both my candidates and clients prior to and throughout this process.<br />
<br />
<strong>EXPECTATION: </strong><em>There will be clear JOB DESCRIPTION that outlines all of the responsibilities and requirements associated with the role</em><br />
<em></em><br />
<strong>REALITY:</strong> <em>Yes.. the majority of positions I recruit for have some type of JOB DESCRIPTION. However, the JOB DESCRIPTION is often a "wish list" that is conceived early on in a planning process. It has become more common that a "loose" outline be offered that it is understood may "evolve" as the person occupying the role settles in. I have found that descriptions often come to me prematurely - before the hiring manager and department truly understand what they need. Very often, candidates identified in the search - help to 'formalize" many descriptions. </em><br />
<em></em><br />
<strong>EXPECTATION: </strong><em>There will be 2-3 iinterviews over a 2-3 week period ... that I can schedule before or after work hours.</em><br />
<em></em><br />
<strong>REALITY</strong><em>: There is no "standard" interview process --- regardless of whether you earn 50K or 250K. However, I can tell you that with all of the concern and emphasis placed on making a "cultural match" --- the interview process has become a HIRING BY COMMITTEE. Most jobseekers with 5+ years of experience can expect to make 3 VISITS to an employer -- over a 3-6 week period. During the course of these visits, you can expect to meet 3-5 people involved in the decision making process. Some may be at a peer level -- some could even be junior. Now... as a result of so many people needing to see you --- the process gets dragged out -- due to vacations, sick days, travel, etc. In addition, companies now try to schedule candidates to meet 2-3 people - in a single visit. This makes BEFORE & AFTER work appointments nearly impossible. So... be prepared to be FLEXIBLE -- PATIENT & be prepared to take a HALF DAY or a SICK DAY to see all the people you need to. </em><br />
<em></em><br />
<strong>EXPECTATION: </strong><em>Employers have an expectation that you will be able to clearly articulate WHY they should choose you over the several other equally qualified candidates they are considering. They expect that you will come in to interview fully prepared - with a clear understanding of the job you are interviewing for, the company,the industry, competitors, etc. Employers want to see a passion for the work you do, a high level of enthusiasm and a commitment to excellence. </em><br />
<em></em><br />
<strong>REALITY: </strong><em>Jobseekers often fall short in a few areas. Candidates need to do a better job of communicating what experience, qualities, traits and skills truly set them apart. You MUST SELL WHAT AN EMPLOYER IS BUYING. This means you must listen to understand their needs and craft your responses accordingly. What is important to YOU - is not necessarily important to THEM. When it comes to ENERGY - ENTHUSIASM - PASSION --- this is just not something I can coach... and remains the one way to "tip the scales" in an otherwise even competition. Being prepared is the ultimate key to success in the interview process. KNOWLEDGE IS POWER! when you are prepared - you will speak from a position of power and exude confidence. when you can combine this confidence with humility --- you have a winning combination! </em><br />
<em></em><br />
<strong>EXPECTATION: </strong><em>Jobseekers expect to get FEEDBACK --- in a timely manner ---that will provide details and solid information that relates to an employer's decision making process</em><br />
<br />
<strong>REALITY</strong><em>: Recruiters and Jobseekers alike -- are perpetually WAITING for feedback. There are a number of contributing factors for this. For me... I follow up REGULARLY... just below the point of STALKING :)! However, many of my HR contacts are stuck --- sending emails and leaving voicemails for Hiring Managers who are simply unresponsive --- or who are just so busy & overwhelmed -- that feedback is SLOW. I think it is even more difficult for those interviewing on their own --- directly with an employer. Then -- when feedback does finally come --- it is usually AMBIGUOUS at best! The most common feedback get is "We found someone we felt was a better fit . "The other is "We found someone who we just felt was a stronger candidate." Most employers are reluctant to share REAL FEEDBACK --- for fear of some kind of backlash. Frankly, when I get feedback like "Jim is very smart- but frankly he had bad body odor and we found socially awkward" --- it is a TOUGH CALL --- whether I share that. Although people crave the TRUTH... the reality is -- I am certain many do NOT want to hear it. </em><br />
<em></em><br />
<em></em><br />
The take-away from all of this is to really understand that this whole process requires PATIENCE - PREPARATION + A SENSE OF HUMOR. By managing your own EXPECTATIONS of employers, recruiters, interviews, job descriptions, etc --- you can have a more positive experience.<br />
<br />
Treat your interactions with recruiters with the same sense of urgency and professionalism that would any prospective employer -- as they are the key to getting you in front of many of the employers you seek opportunities with!<br />
<br />
Be PREPARED! Focus on SELLING WHAT AN EMPLOYER IS BUYING. By fine-tuning your resume and interview approach - you will more effectively position yourself as the logical CANDIDATE OF CHOICE!<br />
<br />
<br />
"The way a team plays as a whole determines its success.<br />
You may have the greatest bunch of individual stars in the world,<br />
but if they don't play together, the club wont be worth a dime."<br />
<strong>-Babe Ruth</strong> Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-10680717852228646932012-08-30T22:24:00.002-04:002012-08-30T22:32:46.673-04:00What Contributes To Your Personal Brand And How Does It Relate To A Career Move? <span style="font-family: inherit;">Given that this is being written during the Republican National Convention... and the news media is filled with the rhetoric of our political "leaders" -- all of whom have their own brand; I thought it would be a good opportunity to take a look at PERSONAL BRANDING.</span><br />
<span style="font-family: inherit;"></span><br />
<span style="font-family: inherit;"><strong>Dan Schwabel</strong> is considered an expert on the the subject of Personal Branding and defined it as follows: </span><br />
<span style="font-family: inherit;"></span><br />
<span style="font-family: inherit;">"Personal branding describes the process by
which individuals and entrepreneurs differentiate themselves and stand out from
a crowd by identifying and articulating their unique value proposition, whether
professional or personal, and then leveraging it across platforms with a
consistent message and image to achieve a specific goal. In this way,
individuals can enhance their recognition as experts in their field, establish
reputation and credibility, advance their careers, and build
self-confidence."</span><br />
<span style="font-family: inherit;"></span><br />
<span style="font-family: inherit;">He goes on to state that your Personal Brand consists of 3 elements:</span><br />
<span style="font-family: inherit;"></span><br />
<strong><span style="font-family: inherit;">- Value Proposition: What do you stand for? </span></strong><br />
<strong><span style="font-family: inherit;">- Differentiation: What makes you stand out? </span></strong><br />
<span style="font-size: x-small;"><span style="font-family: inherit;"><span style="font-size: small;"><strong>- Marketability: What makes you compelling?</strong></span> </span></span><br />
<span style="font-family: inherit; font-size: x-small;"></span><br />
<br />
<span style="font-family: inherit;">
The above definition is a great one for entrepreneurs like me - but there is a lot more to "building your personal brand" that takes into account a vast array of information including: <strong>QUALITIES, TRAITS, ACTIONS, BELIEFS, COMMUNICATION STYLE, PHYSICAL APPEARANCE, THE QUALITY OF YOUR WORK, EDUCATION, EMPLOYMENT HISTORY</strong>...<em>and potentially a host of other criterion that ultimately comprise your</em> <strong>PERSONAL BRAND.</strong></span><br />
<strong><span style="font-family: inherit;"></span></strong><br />
<span style="font-family: inherit;">To me... it is how ALL of those things play a role in shaping someone else's <em>PERCEPTION</em> or <em>EXPECTATION</em> of what you <em>REPRESENT</em>. It is important to note that this brand is created over time -- as people experience working with or interacting with YOU. Your brand will always be shaped by your <strong>ACTIONS</strong>... as what you do... the quality and style with which you do it...will have far greater impact than the way you <em>COMMUNICATE </em>you do those things. In other words, your brand is built by <strong>WALKING THE TALK!</strong></span><br />
<strong><span style="font-family: inherit;"></span></strong><br />
<span style="font-family: inherit;">Paying attention to establishing a consistent --- BRAND MESSAGE can begin with your first job --- right out of school. In fact, this brand building can begin long before that - for those who have a clear vision of <em>WHO THEY ARE... and HOW THEY WANT OTHERS TO PERCEIVE THEM.</em></span><br />
<em><span style="font-family: inherit;"></span></em><br />
<span style="font-family: inherit;">It is important to understand that that ultimately -- your brand is not what you say it is -- but what others say it is. It is this fact that you must keep in mind and therefore rigorously apply 3 principles that are the foundation to any successful brand: <strong>CONSISTENCY, QUALITY + INTEGRITY.</strong><em> </em>Your behavior, actions and performance must be consistent time and time again --- to establish credibility. Your "audience" needs to see that the work you do is of a higher caliber than most --- and come to expect and associate this superior quality with YOU. Last...but likely most important is the moral compass you bring to the manner in which you conduct business. This needs to never be compromised and must reflect accountability, empathy and genuine partnership.</span><br />
<span style="font-family: inherit;"></span><br />
<span style="font-family: inherit;"> </span><br />
<em><span style="font-family: inherit;"><strong>What does your Personal Brand have to do with the INTERVIEWING & JOB SEARCH process?</strong></span></em><br />
<strong><em></em></strong><br />
I chose to address this topic because it is often not until people look to make a career move that they give thought to... or become aware of their PERSONAL BRAND. Ironically, some of the most brilliant marketers in the country... have the most difficult time... marketing themselves. If you are first giving thought to the way <strong>CLIENTS, CO-WORKERS, SUPERIORS, COMPETITORS, PREVIOUS EMPLOYERS, PEOPLE YOU MANAGED, VENDORS</strong>... <em>SEE YOU, EXPERIENCE YOU, AND WHAT QUALITIES THEY ASSOCIATE WITH YOU</em>...when you go to make a "career-move" --- you have likely not done much to develop your brand.<br />
<br />
In the JOB GAME -- these key factors also play in role shaping your brand:<br />
<br />
<strong>SALARY HISTORY</strong> (negative assumptions are always weighted toward those who appear to have been underpaid - maybe they settle? are not worth more? there's a reason they weren't given a raise...)<br />
<br />
<strong>EDUCATION </strong>(where you went to school helps shape the overall perception)<br />
<br />
<strong>UNIQUE SKILL SET </strong>(Are you an "expert"? Do you bring something to the table that truly sets you apart?)<br />
<strong></strong><br />
<strong>EMPLOYMENT HISTORY</strong> (Do your employers have "brand recognition"?)<br />
<br />
<strong>SIGNIFICANT CONTRIBUTIONS </strong>( Has your employment made an impact or change that is measurable? Did you bring"added value" that changed the way they did business in some way?<br />
<br />
<strong>WORD ON THE STREET </strong>(more so than REFERENCES... my clients discretely reach out to previous co-workers, business associates and others to get a sense of how you treat people) <em>THIS ONE HAS COST MORE CANDIDATES OFFERS - THAN ANY OTHER...</em><br />
<br />
<br />
When all is said and done --- this whole branding thing hearkens back to things we were told as a child. <br />
<br />
1- Treat others as you would want to be treated<br />
2- Treat everyone regardless of their title/position with the same measure of respect<br />
3- Take pride in the quality of work <br />
4- Practice what you preach --- if you say you are going to do something -- DO IT<br />
5- Make sure you understand what skills and qualities you wish others to associate with you<br />
6- Birds of a feather... --- protect your brand by being selective and understand those who you associate with impact yours<br />
7- Do the LITTLE things... responding in a timely manner to calls & emails, showing empathy for those obviously struggling, offering criticism ONLY when it is constructive<br />
8-Be consistent with your ACTIONS and your MESSAGING<br />
9- Constantly look to gain knowledge and for areas where you can improve<br />
10- Present yourself with a potent combination of CONFIDENCE + HUMILITY<br />
<br />
<br />
<strong>* DISCLAIMER</strong>: This has been written by the guy that has branded himself ...not only THE TALENT MAGNET... but "the 4th Beastie Boy" ... and the likely product of a morphing of Tony Robbins & EMINEM... so what do I know ;) <br />
<br />
<span style="font-family: inherit;"></span><br />
<br />
<span style="font-family: inherit;"><strong>"True leadership is seen in those who have the ability to raise the level of performance of those around them simply by the example of their own commitment to excellence." SK</strong></span><br />
<span style="font-family: inherit;"></span><br />
<span style="font-family: inherit;"></span><br />
<br />
<br />
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<span style="font-family: Verdana, sans-serif;"> </span>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-23317233472875492232012-07-17T16:17:00.002-04:002012-07-17T16:23:20.457-04:00If you can't take the heat...My response to "If you can't take the heat" --- would be to find some place with really good AC...because it feels more like Arizona --- than NYC... here in The Big Apple!<br />
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The heat is on in a number of ways though --- for many of us. There are those of you who have been dedicated to your job search -- since some type of downsizing or restructuring --- left you without a job between 2008 - now. Then, there are those of you who stuck it out --- on understaffed teams --- in companies with bad morale --- without a salary increase... who are READY to move on! There are yet others --- who "anticipate" changes that may occur -- that will not be in their favor... and want to be proactive in their search. <br />
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<strong>Here are some FACTS about the job market in NYC:</strong><br />
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<strong>- There have been more SEARCHES conducted and OPENINGS posted in 2012 than there were in 2011...however; I have placed FEWER people</strong><br />
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<strong><em>Counter-Offers, Turn-Downs and "Unrealistic Expectations" are the primary factors </em> </strong><br />
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<strong>- Employers across an array of industries including: RETAIL, ADVERTISING, BEAUTY, PUBLIC RELATIONS, ENTERTAINMENT + LUXURY are HIRING!</strong><br />
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<strong>- Both EMPLOYERS + CANDIDATES have been so "picky" -- that each has been missing out on wonderful "possibilities"</strong><br />
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<strong>- DIGITAL, E-COMMERCE, SOCIAL MEDIA + MOBILE MARKETING expertise/exposure are driving many of the NEW JOBS companies are hiring for</strong><br />
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<strong>- EVERYONE + their mother is now on LinkedIn --- so it has become more difficult to identify which CONNECTIONS have REAL VALUE </strong><br />
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<strong><em>PLEASE... for the love of GOD...DO NOT LABEL YOUR RESUME --- "RESUME" or "CV" when applying for a job! Please label your RESUME with your NAME to make it easy for folks like me --- who receive hundreds -- to quickly identify you. </em></strong><br />
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<strong><em>THANK YOU NOTES:</em></strong> I believe that by the time your "special" handwritten note on beautiful stationary -- arrives on my client's desk --- he has likely met 3 of your competitors. Send a BRIEF THANK YOU via email within 24 hours of your interview. If you wish to FOLLOW UP (in a more lengthy process - with multiple interviews --- over a few weeks) with a handwritten note... I would suggest -- dropping it off in the lobby (IN NYC). <br />
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<strong><em>THE TALENT MAGNET IS ALWAYS LOOKING FOR PROFESSIONALS WITH EXPERIENCE OUT OF:</em></strong><br />
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<em><strong>BEAUTY/LUXURY: </strong>Brand Management, Product Development, E-Commerce, Global Marketing, Public Relations, Trade Marketing, Consumer Insights, Operations, Production</em><br />
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<em><strong>ADVERTISING: </strong>Account Management (AE - VP-AD), Media Planning (all levels), Search Strategy</em><br />
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<em><strong>PUBLIC RELATIONS: </strong>Agency & In-House --- Luxury, Beauty, CPG, Fashion</em><br />
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<em>EXECUTIVE ASSISTANTS & HUMAN RESOURCES PROFESSIONALS OUT OF EACH OF THE INDUSTRIES LISTED ARE ALSO ENCOURAGED TO REACH OUT...</em><br />
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<strong>"Do not allow negative people to rent space in your brain...they cannot afford!" -EDK</strong><br />
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**** FOLLOW THE TALENT MAGNET ON LinkedIn & Twitter **********<br />
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<a href="http://www.linkedin.com/in/koppelmantalentmagnet" rel="nofollow"><span style="color: #0161b2; font-size: 16px;">http://www.linkedin.com/in/koppelmantalentmagnet</span></a><br />
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<a href="http://twitter.com/talentmagnet" rel="nofollow"><span style="color: #0161b2; font-size: 16px;">http://twitter.com/talentmagnet</span></a>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-62810335118487756862012-04-19T09:14:00.002-04:002012-04-19T11:19:05.758-04:00The "NEW" Job Market... NEW Grads...And I'm Still Old-SchoolSo...it has been a little while since I have put pen to paper --- or in my case -- put furiously fast index finger to dusty keyboard.<br /><br />And my --- how things have changed....<br /><br /><strong><em>NEW JOB MARKET</em></strong><br /><br />We went right from a mild winter -- into what feels like summer -- and from months of rhetoric about a dismal economy/job market --- to a NYC market rich with job openings. I am puzzled by the "experts" I continue to hear on the local news who speak about how bad the economy is. Here I am --- one Recruiter --- in a big city --- working across several industry verticals --- and I currently am working on <strong>37 </strong>active searches.<br /><br />The greatest indicator of job market STRENGTH is that the demand for TALENT is not restricted to one industry or skill set. My clients in <strong> Advertising, Beauty, Entertainment, Public Relations + Fashion </strong>are all hiring --- at different levels --- in different areas of their organization.<br /><br />Currently; my searches are extremely diverse and range from <strong>Entry Level Media Planners to Executive Assistants to Vice Presidents of Marketing. </strong><br /><br />Companies are once again making an investment in "core structure" and "support roles". In times of <span id="SPELLING_ERROR_0" class="blsp-spelling-error">economic</span> challenge --- positions in Administrative Support, Human Resources and Marketing -- are viewed as "Cost Centers" that do not directly relate to revenue generation...and are usually amongst the first to be downsized.<br /><br />So...when a Recruiter is going to be paid a fee --- to search for an Executive Assistant --- this is surely a sign that the economy is strong...and that "exceptional" candidates are still HARD TO FIND!<br /><br />The flip-side to this "new market" is the competition for TALENT. Employers have been accustomed to this being an EMPLOYER'S MARKET. They are finding out recently however; that they no longer "call the shots" -- or have the luxury of taking their time to make decisions. Why? Because "top-tier" candidates have a "shelf-life" of 4-8 weeks once they are ACTIVE in their search. In this time period -- an exceptional candidate is likely to meet with several interested "prospective employers" and IF YOU SNOOZE -- YOU LOSE! I can tell you that I have lost 6-7 candidates to offers that came more quickly from other processes they were involved with -- than my client was able move -- despite having interest.<br /><br />Now -- along with this competitive market --- comes a NEW ATTITUDE... a sort of puffed up CONFIDENCE/ARROGANCE that comes with being WANTED. I have noticed a shift from the very "bohemian" -- "I am just looking for a better work-life balance... good people... new challenges" to <strong>SHOW ME THE MONEY - WHAT ELSE DO THEY OFFER? - WHAT ARE THE PERKS? WHAT ARE THEY WILLING TO GUARANTEE ME</strong>? I am not <span id="SPELLING_ERROR_1" class="blsp-spelling-error">saying</span> I blame these folks. Many of them have been in jobs where they have been working 70-80 hours/week --- without a proper salary bump --- on under-staffed teams... and they are now going to make sure they get theirs... UP FRONT. <br /><br />I have even begun to hear terms that I have not heard since 2007 like: <strong>SIGN-ON BONUS + SALARY NEGOTIATION + COUNTER-OFFER</strong><br /><br /><br /><strong>COUNTER-OFFER (DEFINITION): This is the "mystical" sum of money and/or title change you had been requesting - respectfully --- for some some time --- have worked hard to EARN --- but was not offered --- UNTIL YOU THREATENED TO LEAVE YOUR CURRENT EMPLOYER! This is given be-grudgingly and will not soon be forgotten. In addition, this does not dismiss any of the other factors that may have impacted your decision to leave in the first place. </strong><br /><strong></strong><br /><br /><strong></strong><br /><strong><em>NEW GRADS</em></strong><br /><br />Despite being 43 --- I would like to think of myself as a cool --- fairly relevant/current guy. I have to say --- spending the past few weeks interviewing 2010/2011 grads for some entry level roles has made me feel OLD. It's not that I can't relate from a current events, technology, social media, pop-culture, music perspective --- I GOT THAT. It's my inability to connect with what appears to be a group of young people --- who are not the slightest bit MOTIVATED, ENTHUSIASTIC, REALISTIC OR PREPARED to enter the "real world". Somehow --- having "amazing SOCIAL MEDIA skills" has become -- in their minds -- the ticket to a career path. Somehow, the lack of internships related to the field they want to pursue --- just did not occur to them. Somehow... since I graduated --- college has become so stressful --- that these kids need to "just take some to time re-group, chill, travel and perpetually intern" before actively looking to begin their career. The vast majority of <span id="SPELLING_ERROR_2" class="blsp-spelling-error">recent</span> grads come into my office not dressed professionally --- without a copy of their resume --- not having <span id="SPELLING_ERROR_3" class="blsp-spelling-error">done</span> any research on the company I am presenting an opportunity to them for...and with a general LACK OF ENERGY & ENTHUSIASM. It's actually so bad --- that when I get a new grad in my office who is HIGH ENERGY... DRESSED PROFESSIONALLY - THAT HAS DONE SOME HOMEWORK ON MY CLIENT/THE JOB THEY ARE INTERVIEWING FOR... I send them immediately for an interview...because they are so rare. This lack luster attitude extends beyond when they come to see me. I see typos on resume REGULARLY (I mean <span id="SPELLING_ERROR_4" class="blsp-spelling-error">c'mon</span> - spellcheck it) --- no follow up after interviews --- typos on THANK YOU NOTES to clients after interviews...and the list goes on. I know it sounds like a rant --- but frankly --- it's frightening -- that out of MAJOR SCHOOLS --- so many young people are coming out --- SO UNPREPARED --- with such bad attitudes --- and frankly --- no sense of urgency or desire to land a job. I am counting on<strong> MAY 2012 </strong>grads to turn this around and break the cycle of APATHY. OK... now I'm done.<br /><br /><br /><strong>I'M STILL OLD-SCHOOL</strong><br /><br />Maybe it has something to do with the way I was raised? I still hold the door open for others --- give up my seat for a lady or elderly person --- address older people with a certain amount of respect/<span id="SPELLING_ERROR_5" class="blsp-spelling-corrected">reverence</span> --- and look to treat ALL people regardless of TITLE or RANK with the same measure of respect. This is what makes me vulnerable. I often battle my expectations --- for others to behave the way that I do. However, I know that this is unrealistic -- so I do try hard to accept that everyone is basically --- just doing the best that they can...and realize that MY WAY... is not the ONLY WAY...and may not even be the BEST WAY to do things. All I can hope is that I inspire those I interact with to treat people with the same HONESTY, INTEGRITY + DIGNITY that I show them...to inspire people to maximum effort into whatever they are pursuing... to show kindness and empathy to others... to take pride in the quality of your work... to do the RIGHT THING when nobody else is looking and because it makes YOU feel good - not just because it is the right thing to do. <br /><br /><br /><br /><strong>"I'M A MOVEMENT BY MYSELF - BUT I'M A FORCE WHEN WE'RE TOGETHER" ---<span id="SPELLING_ERROR_6" class="blsp-spelling-error">FABOLOUS</span></strong>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-25995664199950175252012-01-14T14:28:00.002-05:002012-01-14T15:34:56.708-05:00Is 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 <span id="SPELLING_ERROR_0" class="blsp-spelling-error">frontrunner</span>... it's gotten colder ---- but WHAT HAS REALLY CHANGED?<br /><br />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.<br /><br />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.<br /><br />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.<br /><br />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 <span id="SPELLING_ERROR_1" class="blsp-spelling-error">jobseekers</span>, HR execs and other recruiters --------- perhaps more even patient than I :).<br /><br />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.<br /><br /><strong>Here's a few contributing factors:<br /><br />- 4<span id="SPELLING_ERROR_2" class="blsp-spelling-error">th</span> quarter budgets often are tapped by mid November<br />- people decide NOT TO QUIT until their annual review/bonus<br />- many <span id="SPELLING_ERROR_3" class="blsp-spelling-error">jobseekers</span> and decision makers taking vacation - combined with holidays leaves a lot of DEAD time<br />- 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)<br />- many passive <span id="SPELLING_ERROR_4" class="blsp-spelling-error">jobseekers</span> sat on the sidelines --- because of an expectation of MANY MORE opportunities in 2012<br />- 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)</strong><br /><p><em>SO...WHAT HAS CHANGED?</em></p><p><em></em> </p><p><strong>IT IS NO LONGER AN EMPLOYER'S MARKET! </strong>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! </p><p>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.</p><p> </p><p><strong>THE GOOD NEWS</strong>:</p><p>- The Talent Magnet currently has active searches in BEAUTY, ADVERTISING, PUBLIC RELATIONS, DIGITAL STRATEGY, E-COMMERCE, CONSUMER GOODS, LUXURY + MORE!</p><p>- There are JOBS --- many more jobs than there were --- just a <span id="SPELLING_ERROR_5" class="blsp-spelling-error">few</span> months ago ---- across the b<span id="SPELLING_ERROR_6" class="blsp-spelling-error">oard</span> --- in many industries ---- in a wide array of disciplines --- at ALL LEVELS</p><p>- 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!</p><p>- 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</p><p>- 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 <span id="SPELLING_ERROR_7" class="blsp-spelling-error">LOKOS</span> - Patience - The Art of Peaceful Living <a href="http://www.amazon.com/Patience-Peaceful-Living-Allan-Lokos/dp/1585429007">http://www.amazon.com/Patience-Peaceful-Living-Allan-Lokos/dp/1585429007</a></p><p> </p><p> </p><p><strong>HERE'S A SNAPSHOT OF THE "HOTTEST" OPENINGS:</strong></p><strong><p>- DIRECTOR - GLOBAL MARKETING (Luxury Beauty Brand) </p><p>- DIGITAL ACCOUNT EXECUTIVE (Global Ad Agency)</p><p>- ACCOUNT EXECUTIVE - FINANCIAL SERVICES (Public Relations Agency)</p><p>- EXECUTIVE ASSISTANT TO CEO (Boutique Media Firm)</p><p>- FASHION DESIGNERS - <span id="SPELLING_ERROR_8" class="blsp-spelling-error">WOMENS</span>/WOVENS/KNITWEAR (Major Fashion House)</p><p>- ASSOCIATE BRAND MANAGER (Global Beauty/<span id="SPELLING_ERROR_9" class="blsp-spelling-error">CPG</span> Co.)</p><p>- MARKETING COMMUNICATIONS MANAGER (Major Beauty Brand)</p><p>- VICE PRESIDENT - BRAND DESIGN/CREATIVE SERVICES (Luxury Beauty Brand)</p><p>- VICE PRESIDENT - CONSUMER ENGAGEMENT (Global Beauty Co.) </p><p> </p><p>FOLLOW THE TALENT MAGNET ON <span id="SPELLING_ERROR_10" class="blsp-spelling-error">LinkedIn</span> & Twitter<br /><a href="http://www.linkedin.com/in/koppelmantalentmagnet">http://www.linkedin.com/in/koppelmantalentmagnet</a><br /><a href="http://twitter.com/talentmagnet">http://twitter.com/talentmagnet</a></p><p> </p><p> </p><p>"IN A CULTURE WHERE EVERYTHING IS MEASURED BY ROI...I AM JUST DOING MY BEST TO ENJOY THE RIDE" SK </p><p> </p><em><p> </p></em></strong>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-72976548995336431142011-11-17T08:33:00.003-05:002011-11-17T09:47:33.464-05:00Hiring Trends In Beauty...So...somehow the guy who is far from "<em>metrosexual</em>"...became <strong>THE BEAUTY RECRUITER</strong>!<br /><br />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 <strong>BRAND MANAGEMENT, PRODUCT DEVELOPMENT, GLOBAL MARKETING, PRODUCT MANAGEMENT, PUBLIC RELATIONS, E-COMMERCE, DIGITAL MARKETING, TRADE MARKETING, CUSTOMER MARKETING, MARKETING ACTIVATION...and more!<br /></strong><br />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 <em>BRAND MESSAGE, BRAND IDENTITY + BRAND POSITIONING</em> we come to see as consumers - FROM THE TALENTED PEOPLE WHO CREATE IT!<br /><br />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.<br /><br />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.<br /><br />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.<br /><br />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.<br /><br />So...what is "ON-BRAND" ---- has changed --- a bit.<br /><br />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.<br /><br />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.<br /><br /> 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.<br /><br />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.<br /><br />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.<br /><br />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.<br /><br />This is how to miss out on a great match ---- professionally + personally.<br /><br />In 2012; the need for the following will be strong:<br /><br /><strong>e-COMMERCE<br />BRAND MANAGEMENT (MASS DISTRIBUTION)<br />GLOBAL MARKETING (LUXURY + MASS)<br />DIGITAL MARKETING/MEDIA<br />PRODUCT DEVELOPMENT<br />TRADE MARKETING<br />PRODUCT MANAGEMENT</strong><br /><br />WITH <strong>SKIN CARE + FRAGRANCE </strong>LEADING THE WAY.....<br /><br /><br />As we head toward THANKSGIVING ---- let's be thankful for what we have + remain optimistic about what lies ahead!<br /><br /><br /><strong>"When we have realistic expectations of ourselves and others - we can avoid much disappointment and resentment" - SK </strong>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-48224657973700364302011-10-13T21:02:00.004-04:002011-11-17T09:45:04.937-05:00You Want The Truth? You Can't Handle The Truth!<div><div>The kind folks at Business News Daily asked me for my take on "The New Job Market"...<br /><br />So...this is what I told them <a href="http://http://www.businessnewsdaily.com/new-job-market-requirments-1879/">http://http://www.businessnewsdaily.com/new-job-market-requirments-1879/</a><br /><br />Stay tuned...for more TRUTH :)</div><div> </div><div> </div></div>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-27027155012349104662011-08-29T12:49:00.005-04:002011-08-29T15:10:24.315-04:00Searching 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?
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<br />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 --- <span id="SPELLING_ERROR_0" class="blsp-spelling-corrected">irresistible</span>!
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<br />However, it is important to make sure you are doing some interviewing too!
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<br />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:
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<br /><strong>1- These are people you see yourself enjoying being around...they are people that you genuinely LIKE </strong>
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<br /><strong>2- They seem HAPPY - in general...and more specifically with "the group" or "the company"</strong>
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<br /><strong>3- You have things in common (that's a lot of time to spend - just exchanging pleasantries)</strong>
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<br /><strong>4- They have strengths that compliment your own </strong>
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<br /><strong>5- There is a COLLABORATIVE SPIRIT & not an "every man for himself" attitude</strong>
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<br /><strong>6- Some TRACK RECORD --- hopefully, there are people on your prospective team - that have been there for a while...and can share WHY</strong>
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<br /><strong>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? </strong>
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<br />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.
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<br />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.
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<br />Mentors are people who embody many/if not all of the following characteristics:
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<br /><strong>1- They are "EXPERTS" in their field who enjoy the respect of many</strong>
<br /><strong>2- They are generous with their time and knowledge</strong>
<br /><strong>3- They seem to notice some quality in YOU that reminds them of THEMSELVES</strong>
<br /><strong>4- They treat EVERYONE - regardless of their rank, education or <span id="SPELLING_ERROR_1" class="blsp-spelling-error">socio</span>-economic profile - with the same measure of respect</strong>
<br /><strong>5- They share stories of DEFEATS and challenges encountered - along the way to achieving success</strong>
<br /><strong>6- They express a GENUINE CONCERN FOR YOUR BEST INTERESTS - without <span id="SPELLING_ERROR_2" class="blsp-spelling-corrected">expectations</span> of how it will serve them</strong>
<br /><strong>7- They take tremendous pride in the quality of their work - regardless of the task</strong>
<br /><strong>8- They take credit ONLY for work they themselves have done</strong>
<br /><strong>9- They see "THEIR WORD" as being as important as any contract</strong>
<br /><strong>10- By leading by example - they consistently raise the level of performance of those they come in contact with </strong>
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<br />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!
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<br />BTW- Searching for a MENTOR should not be impacted on where you are in your career! The moment that you close yourself to <span id="SPELLING_ERROR_3" class="blsp-spelling-corrected">benefiting</span> from the knowledge/guidance of others...is the moment you stop growing!
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<br />Even <span id="SPELLING_ERROR_4" class="blsp-spelling-error">CEOs</span> have MENTORS!
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<br />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!
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<br /><strong>"IT DOESN'T MEAN THAT MUCH TO ME - TO MEAN THAT MUCH TO YOU"</strong>
<br /><strong>(I'm lying) - NEIL YOUNG</strong>
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<br />Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-4787624977182660462011-08-08T12:55:00.003-04:002011-08-08T14:14:46.115-04:00What 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".
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<br />Since I am responsible for <span id="SPELLING_ERROR_0" class="blsp-spelling-corrected">choreographing</span> 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.
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<br />Here are some things you can do to be INTERVIEW READY:
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<br /><strong>1- Have a clear understanding of the job you are interviewing for (review the formal job description several times)</strong>
<br /><strong>2- Research the company - find out about any recent events that may impact the way they are doing business</strong>
<br /><strong>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</strong>
<br /><strong>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 </strong>
<br /><strong>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 </strong>
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<br />Oh...and just in case you were thinking "I sent them my resume - so I don't need to bring a hard copy" ----- <strong>YOU NEED TO</strong> <strong>BRING SEVERAL CLEAN/CRISP COPIES OF YOUR RESUME TO ALL INTERVIEWS!</strong> 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!
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<br />Then there is the OFTEN OVER-<span id="SPELLING_ERROR_1" class="blsp-spelling-error">CONTEMPLATED</span>...<strong>"HOW SHOULD I DRESS?" </strong>
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<br /><strong>DRESS LIKE YOU WANT THE JOB - NOT LIKE YOU ALREADY HAVE IT! </strong>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!
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<br /><strong>WHO GETS HIRED & WHY?</strong>
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<br />This is a question everyone who is exploring new career opportunities SHOULD be asking.
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<br /><strong>- 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.</strong>
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<br /><strong>- 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</strong>
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<br /><strong>- 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</strong>
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<br />How can I start the interview off on the right note?
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<br /><strong>Since everything you heard about FIRST IMPRESSIONS is true...this is what you have to do:</strong>
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<br /><strong>- SHOW UP ON TIME</strong>
<br /><strong>- DRESS APPROPRIATELY</strong>
<br /><strong>- BRING HI-ENERGY</strong>
<br /><strong>- HAVE A SMILE ON YOUR FACE</strong>
<br /><strong>- GIVE A FIRM HANDSHAKE</strong>
<br /><strong>- ESTABLISH AND MAINTAIN EYE CONTACT</strong>
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<br />"I want to make sure I am taken seriously...or appear professional".
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<br />This is the response I get when I ask someone why they seem so STIFF, INTENSE or ROBOTIC!
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<br /><strong>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.</strong>
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<br />Thanks for coming in and meeting with me..."<strong>Are there any questions you have for me</strong>?"
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<br />Just in case you were confused --- the answer to that question should never be <strong>NO!</strong>
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<br /><strong>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!</strong>
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<br />Here are few SUGGESTIONS:
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<br /><strong>- Why is the position open?</strong>
<br /><strong>- How would you describe the culture/personality of the company/group you are interviewing to be a part of?</strong>
<br /><strong>- What do you feel distinguishes <span id="SPELLING_ERROR_2" class="blsp-spelling-error">XYZ</span> from your competition?</strong>
<br /><strong>- What was it about <span id="SPELLING_ERROR_3" class="blsp-spelling-error">XYZ</span> company that attracted you to join?</strong>
<br /><strong>- What skills/qualities do you feel are essential to being successful in this role?</strong>
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<br />QUESTIONS YOU NEED TO AVOID ASKING:
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<br /><strong>- 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 <span id="SPELLING_ERROR_4" class="blsp-spelling-error">timeframe</span> for advancement may be quicker than theirs!</strong>
<br /><strong>-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.</strong>
<br /><strong>- 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!</strong>
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<br />I could go on and on...but I think this info should serve as sort of an overview --- an INTERVIEWING 101 - if you will!
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<br />If all that CONTENT is too much to read or remember - just remember this: <strong>BE PREPARED, BRING HIGH ENERGY, BE POSITIVE, APPEAR HAPPY, SHOW A BALANCE OF CONFIDENCE & HUMILITY...AND MAKE SURE YOU CONVEY YOUR INTEREST!</strong>
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<br /><strong>"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</strong>
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<br />Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-90665953456604042622011-07-22T09:18:00.003-04:002011-07-22T10:58:42.226-04:00Common 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!<br /><br />My Mom would tell me...and still does... "treat people the way you would like to be treated".<br /><br />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.<br /><br />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.<br /><br />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.<br /><br />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?<br /><br />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 <span id="SPELLING_ERROR_0" class="blsp-spelling-corrected">discourteous</span>, 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!<br /><br />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.<br /><br />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.<br /><br />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. <br /><br />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).<br /><br />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.<br /><br />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?"<br /><br />Be RESPONSIVE - BE ENERGETIC - BE EMPATHETIC...NOT APATHETIC!<br /><br />Thank you...I am done PREACHING now<strong>.</strong><br /><br /><br /><strong>"I DON'T WANT TO GO THROUGH LIFE - I WANT TO GROW THROUGH LIFE" - SK </strong>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-86711239550513934912011-06-30T09:31:00.005-04:002011-06-30T10:34:52.793-04:00WHAT'S YOUR DIGITAL IQ?To think that when I started recruiting 17 years ago:<br /><br /><em>-I did not have a computer on my desk</em><br /><em>- I did not have a <span id="SPELLING_ERROR_0" class="blsp-spelling-error">smartphone</span></em><br /><em>- I FAXED resumes</em><br /><em>- I still used "white-out"</em><br /><em>- There were no JOB BOARDS (Monster, <span id="SPELLING_ERROR_1" class="blsp-spelling-error">HotJobs</span>, <span id="SPELLING_ERROR_2" class="blsp-spelling-error">Careerbuilder</span>)</em><br /><em>- I placed ads in HELP WANTED section of the <span id="SPELLING_ERROR_3" class="blsp-spelling-error">NYT</span></em><br /><em>- Social Media DID NOT EXIST -no <span id="SPELLING_ERROR_4" class="blsp-spelling-error">FACEBOOK</span>, <span id="SPELLING_ERROR_5" class="blsp-spelling-error">MYSPACE</span>, <span id="SPELLING_ERROR_6" class="blsp-spelling-error">LINKEDIN</span>, TWITTER</em><br /><em></em><br /><strong>HOW THE HELL DID I FUNCTION :) ?</strong><br /><strong></strong><br />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).<br /><br />The need to acquire a "DIGITAL SKILL SET" has become MANDATORY across almost every industry & necessary to establishing a career path.<br /><br />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.<br /><br />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!<br /><br />In fact; the vast majority of searches I am conducting for my clients (leaders in BEAUTY, ADVERTISING, ENTERTAINMENT & PR) have a significant DIGITAL component.<br /><br />Here is a snapshot of some of the titles I have placed candidates I represent in...just in the past 6 months:<br /><br /><strong>SOCIAL MEDIA STRATEGIST</strong><br /><strong>DIGITAL MEDIA PLANNER</strong><br /><strong>DIGITAL MARKETING MANAGER</strong><br /><strong>MANAGER, E-COMMERCE</strong><br /><strong>DIRECTOR OF INTEGRATED CONSUMER INSIGHTS</strong><br /><strong>SENIOR <span id="SPELLING_ERROR_7" class="blsp-spelling-error">CRM</span> STRATEGIST</strong><br /><strong>DIGITAL PUBLICIST</strong><br /><strong>VP, CONSUMER ENGAGEMENT</strong><br /><strong><span id="SPELLING_ERROR_8" class="blsp-spelling-error">SVP</span>, DIGITAL BRAND STRATEGY</strong><br /><strong></strong><br />These placements were made with my clients in: BEAUTY, ENTERTAINMENT, PUBLIC RELATIONS & ADVERTISING.<br /><br />The interesting piece is that the need for digital expertise reaches <span id="SPELLING_ERROR_9" class="blsp-spelling-error">beyond</span> 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.<br /><br />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 <span id="SPELLING_ERROR_10" class="blsp-spelling-error">MASTERY</span> of <span id="SPELLING_ERROR_11" class="blsp-spelling-error">Facebook</span> & Twitter...and turn that into a CAREER path in SOCIAL MEDIA STRATEGY --- which BTW DID NOT EXIST...just a few years ago!<br /><br />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.<br /><br />************ FOLLOW THE TALENT MAGNET ON <span id="SPELLING_ERROR_12" class="blsp-spelling-error">LinkedIn</span> & Twitter************<br /><br /><a href="http://www.linkedin.com/in/koppelmantalentmagnet">http://www.linkedin.com/in/koppelmantalentmagnet</a><br /><br /><a href="http://twitter.com/talentmagnet">http://twitter.com/talentmagnet</a><br /><br /><br /><strong>"Don't mistake KINDNESS for WEAKNESS...whether extending or receiving it" -SK</strong>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-6892558659493223052011-05-12T08:50:00.000-04:002011-05-13T16:35:32.861-04:00HONESTY IS THE BEST POLICY...UNLESSIt's been a little while - since I put pen to paper...or in my case - typed frantically with one finger!<br /><br />Over the past month or so - the subject of HONESTY has come up frequently in my dealings with clients and candidates.<br /><br />We are all taught from a very young age that lying is wrong and that it is ALWAYS best to tell the truth. However; as we mature and experience life; it becomes apparent that the truth often has consequences. We also learn that many people would just prefer to not know the truth.<br /><br />This is especially true when it comes to employment, job search & interviewing.<br /><br />One of the most popular reasons candidates give (initially) for wanting to leave a job...is what they describe as "not being a good cultural fit". This is really a catch phrase - that encompasses a wide array of subjects...that reveal themselves with further investigation.<br /><br /><strong>TRUTH TRANSLATION: </strong><br /><strong></strong><br /><strong>- I loved the person who hired me. Unfortunately; after 3 months - they left and I hate the person that has replaced them.</strong><br /><strong></strong><br /><strong>- My co-workers don't "pull their weight" and I am stuck doing all the work.</strong><br /><strong></strong><br /><strong>- I am 24 years old -- and everyone who I work with reminds me of my parents' friends. </strong><strong>I need a younger...more energetic environment.</strong><br /><strong></strong><br /><strong>- I thought this would be a "creative" environment - but Pharmaceutical Advertising is the most boring subject on earth.</strong><br /><strong></strong><br />So...after digging...and getting at THE REAL REASONS for wanting to make a move...what do we do? We quickly realize that this information is good for me to know - as their CAREER AGENT. However; we also realize that these TRUTHS are NOT ACCEPTABLE to share with prospective employers.<br /><br />Prospective employers want to hear that despite any "CHALLENGES" you experienced...you are appreciative of the opportunity you had been given by this other employer...that you did your best...and you acquired valuable experience that will assist them.<br /><br /><strong>THIS IS THE "ACCEPTABLE" INTERVIEW INFORMATION EXCHANGE. </strong><br /><strong></strong><br />Why? Because they assume you will speak about them the same way you do about your current/previous employer. There is an assumption made that if you engage in discussing problems...or disconnects...that in some way...you share responsibility for the situation. Frankly; there is an EXPECTATION OF POSITIVITY placed on the candidate. There's little room for sharing anything other than SMILES, HIGH ENERGY, ENTHUSIASM, etc.<br /><br />It's really the same idea that we understand in our personal interactions. When a friend or acquaintance asks "HOW ARE YOU DOING?"...they are generally NOT looking for the truth. Instead; this question is more of a cultural pleasantry - not aimed at starting a deeper conversation about WHERE YOU ARE TRULY AT IN YOUR LIFE. In fact; 99% of us - AUTOMATICALLY reply "GOOD" when asked that question.<br /><br />People are not looking for your TRUTH.<br /><br />They do not want to know:<br /><br /><strong>- your cat died last night and you are heartbroken </strong><br /><strong>- you have a <span id="SPELLING_ERROR_0" class="blsp-spelling-corrected">headache</span> & your feet hurt</strong><br /><strong>- you have a terminally ill relative and it is depressing you</strong><br /><strong>- you are experiencing tremendous financial challenges</strong><br /><strong>- you are arguing constantly with your significant other and it's upsetting you</strong><br /><strong></strong><br /><em>These are all REAL + TRUTHFUL responses...and things we can all relate to...however - it still remains information we are rarely interested in hearing.</em><br /><em></em><br />This principle also applies to CONSTRUCTIVE CRITICISM or feedback I may like to give...or that my clients REALLY WOULD LIKE TO PROVIDE to candidates...but for legal, moral, and ethical reasons cannot.<br /><br />My clients and I would often like to have the freedom to say:<br /><br /><strong>- you have a shitty attitude & over-inflated sense of self worth</strong><br /><strong>- you look like a <span id="SPELLING_ERROR_1" class="blsp-spelling-error">discheveled</span> and disorganized mess</strong><br /><strong>- you have great skills - but appear "socially awkward"</strong><br /><strong>- your track record of "personality conflicts" seems to be largely your fault</strong><br /><strong>- your breath reeks of garlic & your tie is awful </strong><br /><strong>- frankly; I don't understand how you made it... this far </strong><br /><strong>- that was not eye contact...that was staring at me like a mental patient</strong><br /><strong></strong><br />But alas...we too resort to the ALL ENCOMPASSING CATCH PHRASE<strong>..."THEY FELT YOU WERE JUST NOT A GOOD FIT"</strong>. <strong></strong><br /><br />There is something very free-<span id="SPELLING_ERROR_2" class="blsp-spelling-error">ing</span> about speaking the truth. However; in most instances - we are forced to speak this truth in the form of gossip & not directly to the individual.<br /><br />So...the next time you think that you will just tell the interviewer "THE TRUTH"...understand that is likely NOT what they really want to hear.<br /><br />Remember this famous movie quote:<br /><br /><strong>"YOU WANT THE TRUTH...YOU CAN'T HANDLE THE TRUTH!"</strong><br /><br />Interviewing is a GAME...with unspoken rules of engagement & expectations. This is where having Recruiter/Career Agent to <span id="SPELLING_ERROR_3" class="blsp-spelling-corrected">choreograph</span> this dance is invaluable!<br /><br /><br />"DOING THE RIGHT THING IS GOOD...DOING THE RIGHT THING WHEN NOBODY IS LOOKING - IS THE TRUE TEST OF ONE'S CHARACTER - SKTalent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.comtag:blogger.com,1999:blog-9872986.post-68767525123570465582011-03-23T12:48:00.003-04:002011-03-23T13:39:03.829-04:00THE TIDE SEEMS TO BE TURNING...IN THE FAVOR OF JOB SEEKERSWell...it only took 2+ years - but I am happy to report that it appears a STEADY appetite for new TALENT is the trend (at least with my clients in NYC!).<br /><br />There is also a new trend (returning from the past) of....<strong>COUNTER-OFFERS, MULTIPLE OFFERS, ROOM FOR NEGOTIATION, SIGN-ON BONUSES</strong>...and other positive job change news!!<br /><br />Slowly; the companies that were passively meeting candidates for "exploratory" interviews have now stepped up their efforts to <strong>ATTRACT TALENT, EXPEDITE THE INTERVIEW PROCESS & "GO THAT EXTRA MILE" TO CLOSE THE DEAL!</strong><br /><br />There exists a perfect storm of resources being allocated for new "head count", economic recovery/consumer spending + ALL THOSE PEOPLE WHO STAYED IN JOBS THEY WERE UNDERPAID OR JUST UNHAPPY IN....ARE LEAVING...IN BIG NUMBERS!!!<br /><br />You don't need to be an employment analyst to just talk to your friends & see <span id="SPELLING_ERROR_0" class="blsp-spelling-error">how</span> many are actively searching for a new job...or have already made the move. On <span id="SPELLING_ERROR_1" class="blsp-spelling-error">LinkedIn</span>; you can view the number of NEW HIRES + DEPARTURES for companies...and both are increasing!<br /><br /><strong>CAUTION:</strong> This does not mean that you will get an offer for 15-20K more than what you are currently making. This does not mean YOU will get a sign-on bonus. This simply means that there are now OPTIONS....as a result of <span id="SPELLING_ERROR_2" class="blsp-spelling-corrected">competition</span> for TOP TALENT!<br /><br /><strong>***********************************************************************************</strong><br /><strong>SEVERAL IMPORTANT THINGS TO REFLECT ON WHEN CONTEMPLATING A CHANGE:</strong><br /><strong>***********************************************************************************</strong><br /><strong></strong><br /><strong>- REMEMBER WHAT YOUR PRIMARY MOTIVE FOR SEEKING CHANGE IS....$$$ IS USUALLY 3rd or 4<span id="SPELLING_ERROR_3" class="blsp-spelling-error">th</span> ON THE LIST</strong><br /><strong></strong><br /><strong>- KNOW WHAT TITLE, SCOPE OF RESPONSIBILITY & CORPORATE CULTURE ARE RIGHT FOR YOU...NOT WHAT YOUR FRIENDS OR COLLEAGUES TELL YOU</strong><br /><strong></strong><br /><strong>- UNDERSTAND HOW TO MARKET THOSE UNIQUE SKILLS/QUALITIES/TRAITS THAT SET YOU APART FROM YOUR COMPETITION</strong><br /><strong></strong><br /><strong>- WHAT IS YOUR CURRENT WORK/LIFE BALANCE? QUALITY OF LIFE IS WORTH A LOT!</strong><br /><strong></strong><br /><strong>- BRING A POTENT COMBINATION OF CONFIDENCE + HUMILITY...KNOW WHAT YOU BRING TO THE PICTURE - AND THAT YOU CAN IMPROVE/GROW PROFESSIONALLY</strong><br /><strong>____________________________________________________________</strong><br /><strong></strong><br />THE TALENT MAGNET ALWAYS HAS OPPORTUNITIES IN :<br /><br /><strong>ADVERTISING: </strong><br /><strong>Account Management pros - at all levels <span id="SPELLING_ERROR_4" class="blsp-spelling-error">AE</span>/<span id="SPELLING_ERROR_5" class="blsp-spelling-error">SAE</span>/AS/AD/VP</strong><br /><strong></strong><br /><strong>MEDIA PLANNING: </strong><br /><strong>Traditional/Digital/Social Media/Search - all levels</strong><br /><strong></strong><br /><strong>DIGITAL ADVERTISING: </strong><br /><strong>Producers - all levels, Project Managers, Strategists</strong><br /><strong></strong><br /><strong>BEAUTY/<span id="SPELLING_ERROR_6" class="blsp-spelling-error">CPG</span>: </strong><br /><strong>Brand Management, Product Development, Global Marketing, Operations, Production, Trade Marketing, New Product Launch, Digital Marketing, Public Relations, Sales Administration</strong><br /><strong></strong><br /><strong>ENTERTAINMENT: Marketing, Product Development, Sponsorship, Ad Sales, Promotions, Sales Support, Public Relations</strong><br /><strong></strong><br /><strong>The following skill sets are placed in all practice areas....</strong><br /><strong></strong><br /><strong>*HUMAN RESOURCES * ADMINISTRATIVE SUPPORT * ACCOUNTING/FINANCE *</strong><br /><strong>_____________________________________________________________</strong><br /><br /><strong>******** FOLLOW THE TALENT MAGNET ON <span id="SPELLING_ERROR_7" class="blsp-spelling-error">LinkedIn</span> & Twitter ******* </strong><br /><br /><a href="http://www.linkedin.com/in/koppelmantalentmagnet" rel="nofollow">http://www.linkedin.com/in/koppelmantalentmagnet</a><br /><br /><a href="http://twitter.com/talentmagnet" rel="nofollow">http://twitter.com/talentmagnet</a><br /><br />____________________________________________________________________<br /><br /><br /><strong>"I FIND THAT MY WORRY IS DIRECTLY TIED TO MY FAITH...THAT SOMEHOW, SOME WAY - THINGS WILL WORK OUT! </strong><br /><strong>LESS FAITH = MORE WORRY... </strong><strong>JUST HAVE FAITH!" - SK</strong><br /><strong></strong><br /><strong></strong><br /><br /><strong></strong>Talent Magnethttp://www.blogger.com/profile/05193553636455929036noreply@blogger.com