The Perfect Fit

Employment Opportunities Will Improve in 2012

The headline in the New York Times this morning:  "U.S. Economy Gains Steam As 200,000 Jobs Are Added "!  It seems that finally, we have some momentum starting to build on the employment front.The Times' article went on to say:

"The United States added 200,000 jobs in December, the Labor Department said Friday, in a sign that the economic recovery has built up a head of steam.

The nation’s unemployment rate fell to 8.5 percent from 8.6 percent in November, the government said. The employment report built on a flurry of heartening economic news in December, when consumer confidence rose, manufacturing came in strong and small businesses showed signs of life. It was the sixth straight month that the economy has added more than 100,000 jobs." 

Obviously, that's great news and it comes on the heels of other interesting statistics (thanks Ted Konnerth):

• "The NEMA Business Confidence Index is solidly positive at 56 (greater than 50 is considered a growth condition)
• Anywhere from 40% to over 75% of current employees are ready to leave their current employer for a better or simply different job. (Multiple sources)
• Employment hiring stats have been positive for 13 consecutive months (BLS)
• And in the 'curious' category: 2/3's of HR employees are female, 92% of HR employees are white, their average age is 47 and 72% earn more than $90,000 (household). The very bastion of power for ensuring and developing diversity within our companies is in fact... very homogeneous, and relatively young.
• Education is highly correlated with employment. High school dropouts have over 15% unemployment, HS diploma is roughly 10%, some college is 8% and college degree (all) is under 4%. (BLS)
• And, baby boomers have officially begun their slog to retirement."

One of the things all these statistics indicate is that there's likely going to start to be a rush for employees looking for new opportunities.  For any number of reasons, they're unhappy with their current employer and will start looking for that new job.  At the same time, there continues to be a paucity of

Recruiters: Pimp or Coach?

I'm proud and flattered to have been featured in this post . . . thankfully, on the right side of the issue!  You can check out Uwe Hook's blog here.  You can find his bio here.  Thanks very much Uwe!

"The majority of recruiters don’t deserve a dime.  

There, I said it. 

Recruiter: Are you a pimp? Or a coach?  

A few years back, my wife and I decided it might be time to leave Los Angeles.

We just had a kid. Los Angeles didn’t feel like the perfect place to raise our precious miracle.

Maybe we should move to the Mid-West.

Or up North.

East Coast.

I was contacted by tons of recruiters.   

Big agencies. Small agencies. Start-ups.

Recruiters were falling all over themselves to offer opportunities.

In a very short period of time, I realized there are two kinds of recruiters:

Pimps and coaches.

The Pimp

The pimp doesn’t care about you.

They just care about their own bank account.

They pimp you out to any employer with an opening.

Not a perfect fit? We’ll make it fit.

Not the right position to achieve your goals? As long as you achieve their goals, who gives a damn?

Pimps don’t care about candidates, they only care about themselves. Their goals, their objectives.

They don’t give you feedback, they don’t prep you, and they’re just there to collect money.

Their goal is to get more business from the client.

When an opportunity doesn’t work out, they never call you back.

They disappear.

They have other people to pimp out.

The Coach

Coaches have a different mindset.

We’re all in this together.

REBUS Presents: Shinola II, Self-Branding And Presentation

After much technical difficulty, I'm thrilled to be able to announce the second annual Shinola event.  The event will be at the FK Studios the evening of June 14th.  As usual for a REBUS event, doors open at 5:30 PM for food, beverages and networking, with the event starting at 6:30 PM. RSVP on the REBUS Facebook page!

The first 25 paid RSVPs will be guaranteed a one on one portfolio review with a senior level professional, in their area of expertise.  We'll have portfolio reviewers/interviewers with specific experience like art direction, writing, online design, etc..

The evening will start with a short keynote address my Mark Schupp.  There will additionally be short presentations from leaders of St. Louis advertising and marketing communications agencies:

David Johnson, President; Coolfire Media
Melinda Love, Sr. VP and Sr. Partner (Head of the Creative Department); Fleishman-Hillard
Jennifer Oertli, VP of VP and Director of Human Resources; Rodgers Townsend
Jennifer Simler, Account Director; Switch
Jeff Stevens, Executive Creative Director;  Momentum

Each of these leaders will deliver a 10 minute presentation on what they look for when hiring new employees.  They'll discuss what impresses them, and what doesn't when determining who to hire for their organizations.  They'll have ideas, thoughts and suggestions about how to refine your own presentation to deliver impact and separate yourself from your colleagues. 

These presentations will deliever insights whether you're just getting started, or polishing your book for a promotion or job change after years in the business.  We're including all the functional skills in the business from Jr. AE, to Senior Creative Director.  Attendees  will learn more about how to present themselves effectively, and with impact.  Last year's event was so successful, we decided to make it an annual event!  Check out the video re-cap of last year's event at the REBUS blog.

This is a unique opportunity to get access to St. Louis marketing and advertising leaders.  We're limiting the attendees to 75, so that everyone will have a superb experience.  Bring a friend with you and register promptly so you're not left out!  I'll look forward to seeing you there.

I encourage you to follow REBUS @REBUS_STL for event and organization updates!

The Newest St. Louis Certified Recruiter With CPC Title

 Over the past few weeks, I've voluntarily subjected myself to the anxious anticipation of having to take a test . . . I'm pleased and proud to tell you that I have passed a two and a half hour examination to become a "Certified Personnel Consultant", or CPC.  This certification is administered by the National Association for Personnel Services, or NAPS. 

My goal was to take one more step in separating myself from other recruiters who have not spent the time and money necessary to achieve this certification.  Over the past weeks, I've really felt like I was back in school learning the details and intricacies of Federal laws like The Civil Rights Act of 1964, The Age Discrimination Act of 1967, The Equal Pay Act of 1963 and others, not to mention various Executive Orders and employment case law, all affecting the relationship between an employer or recruiter and a candidate.  I never realized that recruiters are literally treated just like employers in the eyes of the law.

There are generally four categories of readers of this blog, clients, candidates, colleagues and friends.  There is no longer any doubt in my mind that getting certified was worth the time and effort and will be beneficial as time goes on.  There is no question that I can better consult, and recruit for the benefit of both my clients and candidates.  I can now confidently say that you, as either a candidate or client should deal with certified recruiters.  If you don't deal with Bishop Partners, you can consult the National Registry of Certified Staffing Industry Professionals to find other certified recruiters.

For almost 10 years, I've conducted myself and my business with what I considered to be the highest ethical standards.  In becoming certified as CPC, my peers and NAPS have put additional responsibility and now, accountability on my conduct.  I'm proud to be continue to strive to live up to the ethical standards of the certification.

Some of NAPS Standards Of Interest to Consumers include:

Relations between Recruiters & Employers/Clients:

   1. A candidate's employment record, education, qualification and salary requirements shall be stated to the employer/client as accurately and fully as possible. Clients shall be advised by the recruiter if the recruiter disclaims liability for the accuracy of any information it transmits to the client.

   2. A candidate shall be referred to the employer/client for interview only with prior authorization of the employer/client, which may be given verbally.

   3. Confidential information relating to the business policy of employer/clients, which is imparted as an aid to the effective handling of their job requirements, shall be treated accordingly.

   4. In the absence of an agreement to the contrary, a recruiter shall not attempt to recruit candidates for placement who are still employed by the company with whom they have been placed by the recruiter's firm, unless the candidates directly request the recruiter's assistance in seeking new employment.

   5. Direct mail, bulletins and resumes of candidates presented to employer/clients shall represent bona fide candidates.

   6. In the absence of an agreement to the contrary, a recruiter shall not attempt to recruit for placement candidates employed by a client company within one year of the most recent placement with that client company at the same location, unless the candidates directly request the recruiter's assistance in seeking new employment.

Relations between Recruiters and Candidates:

   1. Candidates shall be referred to employer/clients for interviews only on job openings for which at least verbal authority has been given by the employer/client.

   2. Representations made to candidates about the duties, probable length of employment, hours, benefits and salary of prospective positions shall be in conformance with the best knowledge of the recruiter.

   3. Precaution shall be taken against referring any candidate to employer/clients who are known to engage in illegal or questionable business practices which might jeopardize the safety of the candidate.

   4. Information about a candidate will be used only for the purpose of finding employment for that candidate. Confidential information shall be treated accordingly.

   5. A candidate shall be aware of charges, if any, before being permitted to incur any obligation for services rendered. Any monetary obligations, including interest charges, shall be fully disclosed in a written agreement, a copy of which shall be provided to the candidate, and it shall set forth any circumstances in which a candidate must pay for services.

   6. No candidate shall be referred to any employer where a strike or lockout exists or is impending (according to the best knowledge of the recruiter) without being notified or such condition.

Over the next few weeks, I intend to share some of the knowledge I gained as a result of studying the Manual and spending a full day in class.  There's some specifics and nuance to the Federal law, that frankly isn't common knowledge.  The fact that you don't know the law does not excuse you from having to obey the letter of it.  Federal employment law can have serious, and severe penalties.

Just to give you an idea of something you might not expect;  Did you know that it's illegal for a recruiter to send a resume to our client, if that resume has a picture?

New Search: Associate Creative Director-Art #10084

We’re looking for ACD candidates with a related degree and 5-7 years’ experience.  We’re looking for candidates who have leadership capabilities, superb design skills and an approach to innovative, contemporary marketing  (across all channels) that can reach and impact customers in that targeted 18-28 demographic.  We only want candidates with national CPG food and beverage experience (including packaging), who are ambitious and who want increasing opportunities and responsibilities in their career growth.  Here’s an opportunity for your next step forward.

Our client is winning new business and consistently growing.  They want creatives who “live the lifestyle”, can “be the consumer” and know what resonates with that demographic.  Your portfolio should show novelty, risk and success for the client.  You must understand and embrace the emergence, proliferation and evolution of online, mobile and virtual tools, blurring the boundary between one’s professional and personal life.  We want enthusiasm and evidence that you’re embracing the confluence of the internet, broadband and mobile.  It’s likely you also have a significant online personal brand.  We want to see it!  Experience with traditional tactics is assumed.

We want a voracious learner, someone who’s not content with the status quo but is looking towards and playing with, the future.  You need to have worked closely with colleagues by contributing,  collaborating, enhancing and presenting to both internal and external stakeholders.  You should be sensitive to helping your colleagues grow.

Our client is offering a compensation package including a base salary and outstanding benefits.  Your starting salary will be based on experience, expertise and is designed to intrigue premier candidates. The benefits package includes medical insurance (dental and vision), a 401K, Disability and Life insurance.  EOE


If you’re intrigued and want to learn more, apply through our website and we’ll respond promptly.  As a part of your application process, send links or electronic samples directly to Bob@Bishop-Partners.com.

Executive Recruiters and Unemployment

I'm going to share some thoughts from a retained recruiter and colleague of mine from the International Retained Search Associates, Ted Konnerth.  Along with his superb golf game, Ted is a thoughtful guy and the leading recruiter in the electrical manufacturing and distribution industries.  You can learn more about his company Egret Consulting here.  I've done a bit of editing to apply these thoughts to the marketing/advertising industry.

Most people assume that with high unemployment, the availability of quality talent is as easy as posting an opening and waiting for the flow of hundreds of well-qualified applicants. Let’s disabuse you of that notion and begin by using facts:

1. Unemployment is 9.5% of the working population

2. Unemployment for those with a college degree is 4.8%

3. Baby boomers have begun to retire, with estimates of that pace predicted to quicken as the stock market and therefore retirement accounts return to levels prior to the Great Recession.

4. Emerging markets in the marketing industry are attracting experienced talent away from traditional employers, thereby depleting the available pool.

5. Levels of employee engagement are at record low levels, which will drive employers demand for more replacement talent*.

The majority of the unemployed are laborers; skilled or unskilled. Their plight is unlikely to dramatically improve going forward as many of their jobs have been shipped offshore. Additionally, the talent skills that the emerging companies need today require far more education than traditional laborers. College or technical school diploma-level attributes in IT, computer sciences, electronics and semi-conductors are in high demand.

The US already has a shortage of technology professionals, and the same is true as technology relates to the changing marketing methodology and expanding channels.   We’ve seen the demand and wages increasing dramatically for online, mobile and social media marketing even in the past two years.  Those who are expert in those new media areas, those who are leaders and/or innovators are scarce and not easily hired away from existing employers: relocation, signing bonuses, vacations, etc. are being offered to the premier players to try to attract them.

The war for talent issue has been moving forward for the past ten years. We were all forewarned this day was coming, but in the teeth of a deep recession it’s difficult to rationally increase hiring to prepare for the imminent shortage. Leading companies are already doing exactly that. Others are making a renewed effort to retain their own top performers and offering them professional training as part of a succession plan.

If there is a call to action, I would suggest three specific actions:

1. Enact retention strategies for your top talent immediately. Losing a key contributor is extremely costly, not just in the replacement costs, but in the lost down time to ramp up the replacement.

2. Implement succession plans for the top talent. A recent study found that less than 50% of corporations have a defined succession plan for their CEO’s (or any of their management team).

3.  Create a recruitment plan that addresses three issues:a. Building a bench. Start a college recruitment program.

a. Building a bench. Start a college recruitment program.

b. Direct recruitment department. Focused on the college recruiting and the lower level positions that experience higher turnover rates, an internal recruitment organization can effectively meet these needs.

c. Sourcing partnership. For critical talent, that can only be identified through direct recruitment processes, identify a third party firm who can partner with your organization, acting as a pure recruitment organization and as a talent scout for opportunistic hires when ‘best athletes’ become available.

The next ten years will be exciting on so many levels: new technologies, new markets of growth and a melding of technology and devices into changing channels. There will be winners and losers in this battle as always, but for those who view the path to winning through attraction of qualified talent, the odds will be significantly higher.

* Global Employee Engagement Declining

New Retained Search: Prepress Production Manager #10033

Location: St. Louis Metro

General Description:
This is a new position resulting from our client’s growth.  The Production Manager is responsible for all components of digital prepress production including the scheduling of all day-to-day production and delivering quality work on time, to our client’s flexo and offset presses.  The role requires contact with clients and other vendors on a regular basis. It also requires an acute ability to troubleshoot day-to-day business challenges, from color and technical job related concerns to managing department personnel.  The purpose of this position is to plan, facilitate, and deliver job information to production in the most efficient and profitable manner possible, while offering support to graphic artists and making recommendations on production and quality improvements wherever possible. You’ll work with senior management to expand the capabilities and efficiencies of the department over time.

Primary Responsibilities:
•    Assign workloads to personnel for production scheduling needs, oversee departmental estimating and billing and facilitate communications with production, customer service and clients.
•    Create and maintain the highest quality approach to the department resulting in 100% customer satisfaction and loyalty.
•    Identify, develop and establish “best practices” in workflow and color management, including profiling of all in-house hardware (including presses), proofing devices, monitors, etc.
•    Establish and maintain an automated workflow documenting hours/billing, production scheduling and digital file archiving systems.
•    Quality Control review of digital and analog deliverables for accuracy and completeness.
•    Training and professional development of department employees.
•    Review, refine and upgrade as necessary, department knowledge of technical concepts and theories, as well as hardware and software used by department professionals.
•    Communicate with senior management regarding the growth and profitability of the department.
•    The overall quality, efficiency and profitability of the department, including staff hiring, training, mentoring and performance reviews.

Experience:
We think a related degree and a minimum of 10 years of prepress production experience in a flexo and offset press environment, with at least three years of supervision of employees is about right.  You must be fluent in the latest versions of appropriate software, hardware and color management tools for multiple presses and proofing devices.  We’re looking for a leader with very strong written and verbal communications skills, able to manage a fast moving department that’s driven by quality and customer service.  You should be able to anticipate and resolve production issues.  Specific experience with flexo printing, Kodak and DuPont plate making equipment, and process dot and solid ink density knowledge are critical.  Flexo packaging experience is ideal.  We’re looking for a self-motivated hard working leader with experience keeping a digital prepress department on the leading edge of technology, quality, efficiency and profitability.

Compensation:
Our client is offering an outstanding compensation package, designed to intrigue premier candidates.  In addition to a base salary with the possibility of bonus based on performance,  the package includes medical benefits (dental and vision options), a 401k with Company match, and short and long term disability.

About Our Client:
Our client is over 25 years old and consistently growing and improving their technological and hardware production capabilities.  They are known as an industry leader in technology solutions for delivery of flexo printing for packaging.  They have a large, new facility in the metro St. Louis area with some of the most modern flexo and offset presses (literally) in the world.   Every level of management is accessible, helpful and supportive.  Every employee is given the tools they need for success, without micro-management.  They hire the best and expect superior performance and results.  There is very little employee turnover.  They have long term loyal customers who have come to trust our client’s ability to consistently perform above expectations.  Our client is ready to hire right now!  EOE

Social Media Can Propel Your Career Growth

While that headline seems ridiculously obvious, apparently not everyone gets it yet.

It's amazing to me how few marketing professionals really take advantage of the possibilities that social media provides.  These are the people who are supposed to be learning how to utilize social media for the benefit of their clients.  I have to wonder if they're qualified to give that advice, when they apparently don't have any idea how to use it themselves.

I'm in the preliminary stages of conducting a search for mid-level designers and Sr. level account people with packaging experience.  I've just found two potential designers, and one account person that I wanted additional information on, beyond what's already in our database.  Neither designer had a portfolio online (that I could find), and neither had provided me with portfolio samples when they originally contacted Bishop Partners.

My first step was to go to their LinkedIn profiles.  While all three had LinkedIn profiles, they were not detailed enough to be of any real value.  Only one of the three had a personal email available. One of the designers had a dead link to a Creative Hotlist portfolio, and the other had an Etsy portfolio page with nothing on it!!  Between the three of them there was only one LinkedIn recommendation.  These "professionals" are missing an opportunity to be "found" for a potential career opportunity.  Believe me when I tell you, I'm not the only person searching.

The point is, if you're going to spend time on professional social media (LinkedIn, Plaxo, any number of others) do yourself a favor and add some detailed information that tells the reader what you've accomplished, what your passions are and why/how you're adding value to your employer and/or your clients, your community, etc..  You should have recommendations.  When you're complimented by a client, co-worker or boss, ask that person to "put it in writing for you" (and add it to LinkedIn for you).

I know you've heard this before, but headhunters and employers really do use online resources as means to identify specific professionals for job opportunities.  The better "face" you put on your online social media efforts, the better it will be for you.  Make it easy to be found by detail (and keywords) in your profile.  I think letting the public see a gmail or hotmail account is a reasonable thing to do.  If you're going to network, allow (help) someone to contact you.  A weak effort is almost worse than none at all.

Marketing Headhunter Gets Smarter with Twitter

I'm starting to embrace Twitter more and more enthusiastically, as I use it more and become comfortable with it.  I'm an advocate of continuing education and staying abreast of industry news, trends and new ways/ideas for doing something.  I'm finding Twitter to be extremely helpful in that pursuit.

I still read about six or eight trade and professional publications a month.  That has always been my way to know what was going on, hear about new ideas and the like.  I'm starting to find that the lead times for publication make that media almost dated by the time it's published.  Even weeklies like AdWeek and Ad Age print content that I've already seen or actually read through with all the electronic updates I now receive.

I created my Twitter account maybe two or so years ago with the username @HeadhunterBob (I encourage you to follow me!).  I had no idea what to do with that account for the longest time, yet I kept having people follow me.  I couldn't figure it out, I'd never sent one tweet, yet I had followers!

Over the past few months, I've started tweeting more frequently and I'm feeling very good about that for two reasons.  One, I feel like I'm "giving something back" . . . I've been told that followers appreciate the content of my tweets and enjoy reading many of them.  Second, I read more . . . a lot more.  I now read articles from literally scores of sources, including blogs, and articles of others I follow on Twitter.  It's enlightening.  I feel like I have a much better idea of what's going on, much sooner.

I'm sure you know that Twitter now integrates with the LinkedIn update box in your profile.  You can send tweets right from LinkedIn!

I tweet about issues related to recruiting, employment, employee retention, employer culture, marketing and advertising trends, etc.. In short, content that should be of interest to most in our marketing/employer/employee communities.  There are several other applications that have grown up around the world of Twitter, that I've found very useful.  I'd like to share some of those.

The most important is probably Tweet Deck.  Tweet Deck pushes the tweets of those you follow.  On Twitter.com, you have to refresh the page to see new Tweets.  Tweet Deck also allows you to follow several of (your own) accounts at the same time, as well as notifying you of any "direct tweets", or mentions of your username.  It's flattering to be "re-tweeted" and Tweet Deck tells you when that happens.

TweetChat is an application that lets you use the #(hashtag) to find people to follow in particular categories of interest . . . in my case, marketing, advertising, media, etc..  Twitter itself has an advance search capability that isn't so easy to find (you could look for users in your city).  If you'd like to tweet a photograph, use Twitpic.  Twellow is a directory of public Twitter accounts, with hundreds of categories and search features to help you find people who matter to you.

The last tip I have goes beyond Twitter.  It's a preferred method for shortening urls.  The reason it's preferred is that bit.ly tracks the number of times a particular url that you've sent has been clicked.  It's very cool and far superior to tinyurl, for example.

Go to Twitter, create a username and profile and get out into the Twitterverse!  It's fun and you'll actually learn something!

For those of you already using Twitter, do you have any stories of it's benefits?

The Next Six Months . . . Emerging Employment Trends

I had the opportunity to listen in on a webinar last week, presented by Kevin Wheeler founder of The Future of Talent Institute and respected author and lecturer on employment and recruiting issues.  He made some very insightful comments about where he thinks the employment market is headed, especially in the near term of the next six months.  You can listen to the entire webinar here.  Here are some of the highlights I thought you'd find interesting, with my thoughts interspersed.

We all know that the unemployment rate is currently 10.2%, suggesting that there are loads of potential employees on the market.  While there are in fact too many hard working Americans who can't find a job, there are still going to be shortages of potential employees in many highly skilled positions.  Why?  Because as a result of downsizing, layoffs and the like, many top performers (especially in the marketing community) have decided to start their own businesses.  "Self employment grew seven times faster than wage and salaried employment from 2002-2006."  We're becoming a nation of entrepreneurs.  There are currently over 4% of contract workers, the highest number in years.  Another illustration is www.elance.com has recently passed the $200 million mark for freelance work delivered. 

Women are overtaking men in the workforce.  Manufacturing and construction jobs are down, traditionally employing men.  At the same time, healthcare jobs are up, traditionally employing more women than men.  Women are graduating from college in much higher numbers than men.  Women are moving into more management roles, and as a result will change the culture of work substantially.

Kevin points out that there is a rising "culture of sustainability".  There's more thinking for the future, more thoughts of "sustaining" . . . everything.  Growth rates will slow, including spending.  There will be more savings, the idea that "simple is good" will prevail, "just enough" will be enough.  The focus will turn to Reuse/Recycle/Retain/Refresh . . . instead of more and more, newer and newer.

"The idea of Retrain/Redeploy/Refresh will be the hallmark of employment."  One of the things employees want most from their employer is "training" or "education" . . . professional growth which supports personal growth and happiness in the workplace.  Employers will take existing employees and train them for the future, rather than replace them.  There could be more promoting from the inside (even if they're not the "perfect fit") re-training where necessary.  Retraining will be much more commonplace.  Barriers to internal movement (either upwards or laterally) will be removed.  E.g. Internal candidates will no longer have to "apply" for a position as if they were an external candidate, thus removing a "barrier".

Employers and recruiters will seek fewer, better candidates.  There will be more effort (assessment) to find great cultural fits, then training the person for specific skills.  Once internal recruiters have determined that the right candidate is not within the company, outside recruiters will be used more frequently to find those exceptional performing candidates.

Technology obviously is going to play more of a role in recruiting and hiring.  Kevin believes that social communities will develop and flourish in narrow vertical categories.  There will be video "everything", including as it relates to an employers online "brand identity".  There will be virtual tours, online interviews, video assessment and simulations to help determine degree of fit and skills.  Both employers and employees (candidates) will build online identities and then relationships.  Resumes will be replaced with "Profiles".

The idea will be for the best employers to "attract" the best employees through effective communication of a culture that's supportive and nurturing for the long term.  I started telling my clients years ago that they need to spend more time and effort retaining existing employees. 

The workplace is changing.  Savvy employers are planning for the future, and how to identify and hire those employees who can help them succeed in the future.  Savvy employees are participating, communicating and growing . . . always.  Being content (and complacent) is not enough.  The world's changing, we all need to find a way to keep up with it.

New St. Louis Position: Web Application Developer

Web Application Developer #9105
Location:  St. Louis


General Description:
The Web Application Developer is experienced in the design, development, and support of multi-tiered web applications for high-profile, national clients.  Experience with Microsoft technologies and languages are required with a strong desire to learn new and leading edge technologies a must.  Web Application Developers are expected to work with a high level of autonomy as a development lead on specific projects while reporting to the Director of Interactive.

Primary Responsibilities:
•    Work collaboratively with creative and project mangers during projects.
•    Be self directed in your ability to complete projects on time and within the timeframe allocated.
•    Contribute to each project by proactively making suggestions about how to make it better.
•    Work cooperatively with your peers and colleagues to help solve problems and upgrade your base of       knowledge.
•    Be self-directed, organized with exacting attention to detail, and passionate about doing the best          job you possibly can on every project.
•    Stay abreast of (in front of) industry trends, processes and methodology to contribute at as high a          level as possible

Experience:
We’re looking for exceptional candidates with a related degree and around three to five years of experience in development for the web. And now, the alphabet of qualifications:  ASP.Net 2.0+, ASP.Net 3.5, MVC, and/or AJAX a plus, Query and stored procedure development in SQL Server 2000+, Visual Studio .Net, Visual SourceSafe, Client-side scripting including JavaScript needed with Photoshop and Flash design/actionscripting a plus, as is Windows Server 2003.2000.  If you have “front end” design skills, we’d like that a lot.

Compensation:
There is a significant compensation package designed to support this position, including a salary commensurate with experience, comprehensive benefits package including medical, life insurance and 401K plan. 

About Our Client:
The client is a full service marketing resource.  They have a reputation for succeeding for their clients with creative solutions that other agencies were afraid of (or didn’t think of).  They have financial strength, sensational creative, account service that understands clients and how to keep them loyal, and a national client base and reputation for consistent excellence.  They have an ongoing desire to refine and maximize their value to their clients.  This is a career opportunity.  They hope to fill this position immediately.  If you’re qualified, we want to hear from you now!  You’ll work with a team of colleagues who are proud and consistently strive to be the best.  We love the positive attitudes in our employees, as well as their optimism and can-do attitudes.  They are interested in hiring the best and the brightest for our continued growth. EOE

To apply, please upload a resume to our website www.Bishop-Partners.com.  We'll respond promptly.

Account Supervisor in St. Louis for Direct Marketing #9102

General Description:
As a result of growth, our full service agency client needs a Account Supervisor for their direct marketing efforts.  This opportunity will utilize your history of strategic concepting and efficient production skills for national clients to deliver innovative work across a variety of media.  This person will work in partnership with the mass media counterpart, and will have cross functional management responsibilities (creative, production, analytics, etc). The position reports directly to the Executive Director of Direct Marketing.

Primary Responsibilities:
•    Client management including developing strategic relationships
•    Lead while collaborating with the creative team for client satisfaction and successful responses.
•    Work with other members of the creative and account service team to ensure strategically sound           work, delivered on time and within the budget.
•    Be responsible for strategic data analysis of direct programs.
•    Be conscious of and committed to creating high quality work every time. 
•    Present creative work internally and to clients.

Experience:
We’re looking for an account service pro with around seven to 10 years of agency experience.  We need someone who understands the capability and value of communicating directly to the consumer and has succeeded in that task for national clients.  We want a confident, motivated and successful person who needs the challenge of that next level. Ideal candidates will have broad and deep experience across multiple communications channels  We need someone who can show how they’ve collaborated with and contributed to their colleagues and their clients’ success. We want candidates with a high level of motivation and a strong belief in your creative ideas, with the confidence to express that belief persuasively. 

Compensation:
Our client is offering an excellent compensation package with a base salary commensurate with your experience and expertise.  There is bonus potential based on performance.   Additionally, there is outstanding  medical coverage, a 401K with company match, life insurance and disability. 

About Our Client:

The client is an integrated advertising communications agency who is expert in delivering the marketing message directly to the targeted consumer.  They are a modern agency with a roster of national and regional clients and brands you respect.   They have a spectacular reputation and have continued to grow since their founding.  The atmosphere is casual, yet professional with co-workers who love having fun as much as contributing to their clients’ success.  You’ll be supported and be an essential part of the team.  This is an outstanding career opportunity and our client wants to hire this Account Supervisor right now!   EOE

Check out our Bishop Partners' website for additional information.

New St. Louis Search: Copywriter, Direct Response #9104

General Description:
As a result of growth, our full service agency client needs a Copywriter  for their direct response efforts.  This opportunity will utilize your history of strategic and clever concepting and efficient production skills for national clients to deliver innovative work across a variety of media.  We’re looking for  ambitious pros who feels the need and desire to move to a next level in their career growth.  The position will offer the potential for additional responsibility as a result of consistently successful performance.  This is a career opportunity!

Primary Responsibilities:

• Generate innovative concepts across all appropriate marketing media (advertising, direct mail, web, alternative media, DRTV, etc.) to fulfill client needs.

• Develop tactical execution of concept to “touch” the clients’ customers directly, and motivate a response.

• Work with other members of the creative and account service team to ensure strategically sound work, delivered on time and within the budget.

• Be conscious of and committed to creating high quality work every time. 

• Present creative work internally and  to clients.

Experience:
We’re looking for a  writer with around five to seven years of agency experience.  We need someone who understands the capability and value of communicating directly to the consumer and has consistently succeeded in that task for national clients.  We want a confident, motivated and successful person who needs the challenge of that next level.  Your portfolio must show innovation and an ability to concept and sell the unusual solution.  There should be a diversity of work including advertising, POS, new media and direct mail. Experience with DRTV preferred.  We need someone who can show how they’ve collaborated with and contributed to their colleagues and their clients’ success. We want candidates with a high level of motivation and a strong belief in your creative ideas, with the confidence to express that belief persuasively. 

Compensation:
Our client is offering an excellent compensation package with a base salary commensurate with your experience and expertise.  There is bonus potential based on performance.   Additionally, there is outstanding  medical coverage, a 401K with company match, life insurance and disability. 

About the Client:
The client is an integrated advertising communications agency who is expert and award winning in delivering the marketing message directly to the targeted consumer.  They are a modern agency with a roster of national and regional clients and brands you respect.   They have a spectacular reputation and have continued to grow since their founding.  The atmosphere is casual, yet professional with co-workers who love having fun as much as contributing to their clients’ success.  You’ll be supported and be an essential part of the team.  This is an outstanding career opportunity and our client wants to hire this writer  right now!   EOE

"Recruiters are driving me nuts. What should I do?"

I know from being a marketing and advertising recruiter for over eight years now, that candidates rarely hear back from employers.  It's an annoying fact of life that I just don't understand.  I believe that recruiters, especially retained recruiters have to be held to a higher standard.  My job is to develop a relationship with those candidates I'm working with for the benefit of the clients I'm working with.  My job is also to respond to candidates' inquiries and to do my best to manage their expectations.

I also know that most candidates just don't understand how retained recruiters work.  I've blogged about the difference between retained and contingency recruiters in the past and I know I'm going to be doing it again in the future.

I ran across another blog posting in one of the online recruiter forums I stay in touch with.  This blog is written by Sarah Welstead and I think has an interesting approach to answering the question in today's headline.   Retained recruiters should NOT be driving you nuts!  Let me know what you think . . .

"Because I've worked in the recruiting industry for a while now, but am not actually a recruiter myself, scarcely a week goes by that I don't get an email from someone - a friend-of-a-friend, a spouse-of-a-friend, a child-of-a-friend - telling me that they're having unsatisfactory interactions with recruiters, and asking what they should do about it."

via community.ere.net

Who's Hiring? What's Hot? Marketing Hiring Trends . . .

I've had three candidates this week ask me for my opinion on the "hiring environment", regionally.  After answering each of those inquiries individually, I've just received a fourth and decided to respond here.  The questions most frequently asked are:  Are many (any) places hiring?  What types of jobs are being hired for right now?   I'll take them one at a time.

Whether or not "many" places are hiring is relative.  Companies and agencies are hiring, but obviously on a very conservative, selective and thoughtful basis.  Both agencies and corporations have opportunities.  It's safe to say that employers are looking for absolutely top-notch candidates.  Every company is running as "lean" as they can possibly afford to.  Any new hire has to be able to add significant value, if not generate revenue, right away.

The hiring environment is improving.  I've seen improvement in activity since the middle of the summer.  Activity is continuing to increase.  Industry wide, temporary and/or contract positions are seeing more action, which is a recognized precursor to hiring for permanent positions.  If a company loses a valuable employee through attrition, that position might have to be replaced simply because staffing is so "lean" that there is nobody else who will have the time to be able to also do the work of the lost employee. 

There are agencies and corporations who are taking this opportunity to aggressively hire new employees.  They're looking to take advantage of top notch talent to grow for the future, wanting to be perfectly positioned when the economy starts really humming again.  Many are replacing existing employees with new employees who they feel can better deal with the marketing communications evolution into the future.  (If you're not enhancing your own knowledge and skill set, you're quickly becoming obsolete.)  Companies are "top-grading" from the Board level to entry level.  No company can afford to have someone who is not contributing and adding value.  If they're (you're) not, they (you) could be gone.

In both corporations and agencies, new business development is a sought after skill set.  People who have consistently demonstrated success at sales are in demand . . . and probably always will be.  People who understand how to go beyond what's expected to add value, wear multiple hats, and contribute beyond their literal job description . . . top performers (at every level) . . . will always have opportunities.

It's not surprising that new media, online marketing, electronic communications . . . call it what you will, is changing rapidly.  Almost every position I've recruited for over the past year, on both the client and agency side, had a new media component to it.  Whether a VP of Marketing, or a Group Account Director, fluency in online marketing (as evidenced by participation) is becoming an essential component of every marketing functional position.  It's a very good idea to have a professional presence online.

My suggestion is to always be ready for whatever the future may hold.  You should have all appropriate materials (resume, portfolio, online profiles/presence) updated and ready to go.  The economy is not necessarily out of the woods yet, and it's likely that unemployment is going to continue to increase.  You need to be ready to start a job search should you find yourself laid off.  You should be ready to respond to a new opportunity, professionally and promptly. 

Start positioning yourself as a thought leader and top performer in whatever your function is.  Be proactive!

You Can't Just "Retrain" Creatives to Communicate Effectively

I received an email from a friend and former client of my from my days as a commercial photographer.  He's probably in his mid-40s now, and when I worked with him he was a young art director at the hottest creative shop in town, if not the midwest (or even arguably the US).  He was pretty good at what he did.

I thought his email had value for more creatives than just him, so I'm going to publish my responses to him.  The reality is that if "veteran" art directors, writers or even account people don't expand their awareness about how to communicate with a targeted audience beyond the traditional "mass" means of doing so, or through print collateral, POS and the like, they're dead . . . and unemployable.  Sad but true.  Great ideas and mastery of the Adobe Suite are no longer all it takes to get hired and be a valuable asset to your agency and clients.

"I hope you guys are keeping busy and pushing unemployed creative types into job openings all over town with reckless abandon.

I've been hearing about funding out there for unemployed people which provides education for 'retooling' people's careers. From your vantage point, what would you suggest an overly experienced art director/creative director/occasional copywriter to do to make him more instantly hirable by generous and adoring employers?

I'm guessing web design is high on everyone's list of things they want - right along with "knows every program ever created, washes windows and bathrooms and speaks twelve languages." I've worked with a web designer and know how to design for the web but never got into the programming aspect of it.

If you're ever lounging around, give a yell and perhaps we can grab a drink sometime."

I'm going to ignore the part about "pushing unemployed creative types into job openings", because that is so far away from what retained recruiters do, that it's another whole blog post.

The questions posed in my friend's email could be written about in depth and detail.  I'm going to take a "blogger's approach" and keep it simple, realizing there's just a lot more that can be said about this.

I don't think web design is high on a list  . . . it's a given.  So is online communication.  The days of drawing a hard, bold line between design and programming is fading quickly too.  While creatives might not be able to completely program a website, there's no question that the more you know about it, and I'm talking beyond simple "design", the better off your're going to be.  There has to be a basic understanding of html, user interface and information architecture.  You have to know the basics about SEO and designing a dynamic website . . . not just a pretty one.  And yes, if you have a familiarity (at least) with other apps like Flash, Dreamweaver, After Effects, JavaScript and the like . . . there are dozens . . . you're also more valuable. 

Layoffs and still more layoffs . . .

It’s been another difficult week in the advertising, marketing and graphic design community.  There are multiple agencies, marketing resources and design firms being forced to reduce their staffs.  I’m aware of Groove, ProWolfe Partners, Rodgers Townsend and Group360.  It’s possible (sadly, likely) there are others.

I know that every advertising and marketing President, CEO, COO, CFO (and their company leaders), along with their clients are all trying to figure out what’s next.  Clients are cutting back projects., or canceling them altogether.  Clients are asking agencies to do the same amount of work, for less money. 

The unfortunate but real result of that is that employees have to work harder for the same amount of pay . . . and they will, because they’re thankful that they’re still among the ranks of the employed.  If there’s any internal grumbling going on because of the additional work, I suggest they read my thoughts on “becoming indispensible . . . rather than vulnerable”.

One of the most unfortunate results of all the layoffs everywhere is that companies are having to cut workers who they value highly, but simply can no longer afford.  It’s one of the cold realities of business that under the prevailing circumstances, staffs are necessarily shrinking.  Employers are in some cases cutting those people who they were training for additional future responsibility.  They’re cutting employees that they worked hard and spent money to find and then train.  I know this, because for the first time people I’ve recruited into agencies, have had to be laid off.

I will say that I’ve never seen employers making such an effort to provide the most fair severance packages they possibly can.  Severance packages historically rarely existed for employees under Director level.  Not only am I seeing Company principals doing everything they possibly can from a strict monetary perspective, but they’re making an effort to help in other ways too (in every way they can). 

I know examples of employers letting the laid off employee continue to use the Company’s laptop, so there’s a possibility of generating freelance income.  I know that employers are working deals to help the laid off employee purchase the Blackberry they’ve been using at a reduced cost.  Employers are making sure that art files or other relevant (and non-proprietary) information is available for the creation of portfolios.  Employers are trying to refer those laid off employees to other sources of possible employment . . . my website for one (I’ve heard from several and I appreciate the trust that indicates) and/or outsourcing firms for advice and support.  They are willingly providing enthusiastic and in some cases, emotional recommendations of the person they just had to fire.

The Employee feels terrible.  Employers feel terrible.   The spouses and families of the employee feel terrible.  The reality is there is no choice.  Revenue gets reduced and responsible employers have to reduce staffing levels for the security of their other employees and the company itself.

This is a brutal responsibility that quickly reduces the “glamour” of owning a business to the grim reality of having to take someone’s livelihood away from them.  You’ve all heard “it’s business . . ." and it is.  Sadly.

Technisonic is Gone . . . !

. . . as we knew it.  Technisonic Studios lost several key employees last week, who left to start a new St. Louis production facility called 90 Degrees West.  90 Degrees will be located in the Lafayette Square area.  There were layoffs of other Tech employees as a result of the lost clients.  Technisonic will continue in it's existing location while attempting to replace the lost business. 

The bomb was dropped la week ago today, at about this time of day.  Tech lost key personnel including editors who had long established and close relationships with many of Tech's clients.  As a result, an important amount of business was lost to the new firm.

This comes on the heels of more uproar locally with CORE laying off employees and rumors about Drive being on the edge as well.  It's apparent that after a rough summer of layoffs at the big three public agencies, RT, Fleishman and Momentum the local advertising and marketing industry hasn't finished its shake up.

I'm sure we'll be hearing more in the near future. 

Fear & Loathing . . . Recession and Layoffs

Fleishman-Hillard, 10.  Rodgers Townsend five.  Momentum six (there are conflicting reports).  There are more layoffs coming at some of our “smaller” agencies.  It’s interesting that the local agencies who are part of holding companies seem to act more quickly.  Seems improbable that the larger agencies are more nimble, but their actions speak volumes.  Or maybe they just have more resources and people doing financial and business forecasting . . . or maybe the smaller agencies are more reticent to let their people go.

Larger agencies try to make the necessary staff adjustments at one time.  As long as business continues at the existing (albeit slower) pace, staffing is probably set through the end of the year.  In the planning and execution of staff reductions, it’s better to get it accomplished at one time, rather than have a slower course of action over months, which would affect the bottom line of revenue and morale adversely. 

It’s sad to say there are going to be additional layoffs.  But while some are laying off, the overall climate still seems positive, but admittedly reserved.  There are agencies who are knocking down new business and adding staff.  All is not lost.  There’s hiring going on out there too!

All you have to do is take a look at the Ad Club job listings and you can see there’s plenty of new opportunities.  If you’re concerned about your own job security, there’s no time like the present to make sure you have your resume and portfolio (yes, a portfolio even for you “non-creative” folks) updated and ready to present.

We’re coming into the clients’ planning season.  They are doing the planning and creating of budgets for 2009.  It’s not hard to see that many clients are being conservative.  Nobody seems to know if the slow economy has “bottomed out” and are conducting themselves appropriately.  It’s safe to say that the heady growth originally predicted for 2009 will not materialize.

The solution to this near term issue is to focus on what you’re doing and excel for your employer and your clients.  Be positive, contribute and go beyond what’s expected of you.  Surprise everyone with your attitude, energy and work.  You’ll feel wonderful and you’ll be able to say that you’ve worked hard for your benefit, and for the benefit of those around you.

The Adventure Begins!

The adventure begins . . . It’s with excitement, anticipation and trepidation that I start my blogging effort.

I’ve decided to create this blog in an effort to give back to my community; my friends, network, colleagues, candidates (many of whom, I’m pleased to say become my friends) and my industry. I’m thrilled to be able to make a living in the worlds of advertising, marketing and creativity.

I’ve been a headhunter now for eight years. During that time, I can’t help but to have learned some tricks, techniques and approaches to marketing and/or enhancing your career growth and development. My goal is to try to give some of that information back. I want to help and support those who come to Bishop Partners for advice and career opportunities.

In a similar way, I want to contribute to those clients who have trusted me with helping them grow their companies. I’m proud of the trust I’ve established with both clients and candidates. It’s that ongoing trust that best allows me to become involved and contribute in ways beyond the obvious.

Many of these postings are no doubt going to be the result of my daily interactions. I decided that rather than just say something to one person, I can say it to many through this blog. So, as I react to things that happen on a daily basis, I’ll talk about it here. I’ll always be trying to help my clients and candidates do a better job of hiring and being hired. I’ll also have thoughts on how employers can do a better job of retaining their employees.

I also hope that I can inject some humor into our daily multi-taking and focused professional efforts. We’ve gotta have some fun! There will be the occasional rant, reaction to a pet peeve and probably some attempt at philosophical musings. There will be content I run across that I want to share . . . and hear your comments.

I just hope someone reads this!! The fear of course is that this is just one more blog in a world of blogs and interactive online content. I hope I can contribute something of value to each of my readers. I hope that you’ll always want to come back for more. That will always be the goal.