The Perfect Fit

Be Thoughtful, Be Thankful

I like Thanksgiving because it’s an emotional day.  It’s a thoughtful day for me.  It’s a time I consider all those things I sometimes (but not intentionally) take for granted . . . Barbara, my family, my health, my friends, my business, etc., but really understand  I have to be thankful for.  I think about those dear friends and family members who have passed on.  I think about how lucky and how thankful I am to have known them.

I enjoy the warmth and support of being surrounded by family and friends.  I like the effort that most families make to be together . . . at least this one time a year.  We should be thankful we have each other and make the effort to say that in person, at least once a year.  We sit down at one table together, and conduct ourselves as a family . . . sharing thoughts and emotions, food and drink, love and appreciation . . . for each other.  We build our community. 

Thanksgiving inevitably makes me realize how lucky I really am, and how thankful I should really be.  It makes me realize that I should have this realization more frequently (constantly), and tell those people around me who support me, thank you . . . I appreciate you. 

As uncertainly fogs our professional lives and economic future, no one having any real idea what might be next, the one thing we know is what we do have . . . and we know what, and who we have to be thankful for.  Now is the time . . . this is the day to consider our life, acknowledge it and be thankful.

Thank you for reading this blog!

Anonymous Job Postings . . .

Don't you have to wonder why?  Why on earth, would a company who is trying to recruit premier candidates at any level, not say who they are?  Wouldn't it seem like a good idea to leverage whatever brand equity or reputation a company has for the benefit of their recruitment efforts?  Doesn't it seem to make sense for the candidate know who the employer is, so they don't waste time applying to companies they don't want to work for?  I can only think of two reasons . . . the company is lazy, or embarrassed by it's own reputation.

When I say lazy, I mean that the hiring authority doesn't want to bother having to respond to the scores (or hundreds) of responses.  One of the reasons the huge job boards (Monster.com,  Careerbuilder.com, etc.) have lost some luster, is that it's almost impossible to deal with the volume of (unqualified) responses.  If the candidate/applicant doesn't know who they're applying to, they obviously can't expect a response.  The posting company feels absolutely no responsibility whatever to those people who show the interest and expend the time to respond/apply.

It's interesting to me that anyone would respond to an anonymous or blind posting.  I certainly understand that anyone out of work will apply to any and all opportunities in an effort to make ends meet and/or feed their families.  But how can that company who posts an anonymous job really expect to attract the best workers?  If a company has a strong reputation internally with their employees and externally with the public and their customers or clients, they should leverage that reputation for their recruiting efforts . . . and most do.  It's annoying to me that the company disrespects the candidates' time enough to tease them with the opportunity, but not bother responding.

There's a whole other rant I'll probably write shortly regarding the lack of any response to applicants from companies trying to recruit new employees.  I speak to candidates on a weekly basis who are frustrated and angered by the lack of response (respect) they receive, even from companies who put their names on job postings!

I'll admit to once posting a job on Craig's List anonymously.  I never did it again . . . I felt guilty.  I now will sometimes try to strike a balance by saying at the end of the posting: "With respect and our apologies in advance, we can only respond to candidates of interest to our clients."  I'm very interested in hearing feedback on what you think about that approach. 

The Rejection Letter, Email or Phone Call

Nobody ever wants to receive it . . . for anything!  I don't like writing them.  I don't like calling candidates that I've established a relationship with and telling them that our client has decided to go with another candidate.  It's one of the worst parts of my job.

Since having to say no to people is part of what I have to do, I try to do it with respect and understanding.  I try to give reasons why our client has picked one candidate over another.  While it's especially difficult in the later stages of a search, when my candidate knows that they're a finalist,  it can be equally difficult in my response to a first inquiry.  I feel like I have to be delicate enough to be sensitive, but thoughtful enough to let the candidate know that I've considered their candidacy.  I always re-confirm in my own mind that there are good reasons why a particular candidate is not right for my client.

Because I've been in the St. Louis market for so long, I know a lot of people.  When someone gets terminated, or "downsized" or laid off (call it what you will) I'm often one of the first people contacted, especially if I happen to be working on a St. Louis marketing or advertising position that the candidate feels qualified for, like the CD/Writer #8112 position I'm working on right now (and is published below).  It's not easy telling a friend "no".  Especially when they believe themselves to be qualified for the position.

Rejection is part of the business.  It doesn't have to be fun.

Senior Creative Director-Writer, TV #8112

General Description:

Our client’s ECD partner and writer has.  We’re looking for a Sr. CD/Writer with “big brand” experience and a portfolio of big ideas and a TV reel extraordinaire, to prove it.  This writer and thinker will have the opportunity to work on the agency’s biggest accounts, with an ability to touch many others.  We’re looking for a personable leader, thinker and presenter who’s been there before.  Why consider this opportunity when you’re very happy where you are?  Because St. Louis is a spectacular place to live, work and play.  Our client has a great reputation for the way they treat their employees and their culture.  They do work that is consistently awarded, for some of the biggest brands on the planet.  It won’t hurt to find out more.

Experience:

We think a degree and a minimum of 10 years experience, with at least five as a CD/Writer in a fast paced agency is about right.  We need someone with experience in a diverse range of marketing solutions.  Interactive experience is necessary.  We want proven leadership, altruism and the desire to create work that is recognized for its innovative thinking and creative excellence. You need to be able to provide insight leading to concepts providing successful on-strategy solutions to the clients’ needs.  Demonstrable success in client presentations, including the ability to articulate the strategy, concept and execution, budget, timeline and the measurement of success.  We need a hard worker who’s portfolio, personality and attitude will command the respect of colleagues and clients.  We need an engaging personality and an extrovert who can present the strategy and concept to the client in a compelling way.

fREBUS Gets Organized at RT

fREBUS, the pro bono arm of REBUS, both sponsored by the Ad Club had our second organizational meeting on Tuesday evening at RT.  I was thrilled by the enthusiasm shown by the more than 35 young advertising professionals who were interested in hearing more about donating their time and skills for the benefit of St. Louis charities.  RT was in the middle of a huge pitch, but nonetheless made space available for us.  Thanks to everyone at RT for their support.

Sarah Waters, Emily Shearon and Kendra Pennycuick were instrumental in organizing and promoting the program.  Actually, they're the ones who are driving all the projects fREBUS is currently working on for clients like the Gateway Men's Chorus, the Better Business Bureau, Coro and Lydia's House.  fREBUS has also committed to do all the identity, promotion and interactive work for a project next Fall, The World Record Baseball Game.  This group of men aims to play for 48 hours in hopes of claiming the title in the Guinness Book of World Records. But more importantly, they aim to collect over $250,000 for Cardinal Glennon. In 2007 they raised over $100,000 for the Boys and Girls Club of St. Louis.

Currently, there are more than 60 young professionals working with fREBUS and local charities or non-profits.  It's exciting!

We are still looking for additional volunteers, so the workload is properly spread out and we can get as many involved as possible.  We are always looking for young talented professionals to contribute on our pro bono teams. Positions include:
Sr. Creative - Design
Sr. Creative - Copywriting
Sr. Account Exec
Jr. Account Exec
Jr. Copywriter
Jr. Designer
Programmer/Web Developer
Interactive Designer
Videographer/Editor
Public Relations

If you might be interested in working with fREBUS to network with peers, learn more about the business and build your book by doing "real" work, I encourage you to send an email to [email protected].  She'll be happy to help get you started.  We want and need your help and support. 

Welcome Your New Employee!

As someone who has a very narrow niche business as a marketing recruiter, I'm amazed at how frequently employers do not make more of an effort to welcome a new employee and make sure they get off to a successful start.  I'm not just talking about my clients, who I help welcome the employee, but companies I know of.  I hear stories all the time . . .

The idea is to make the new employee feel welcome and to give them the support and attention they need to be successful as quickly as possible.  I'm talking about the very basics: a desk or office with everything needed to get off on the right foot, like office supplies, a computer (with all the appropriate software already loaded, email adddress set up, etc.), a phone (with the new name on the phone list, and if appropriate, the receptionist knowing the new employee's name, etc.).  This seems so simple and like such common sense, yet it's just remarkable how often it's not addressed.  How about adding some corporate stuff like a t-shirt, hat or even coffee mug, to help the new person feel more a part of the team.

It's a great idea to have a co-worker of the new employee designated as their go-to person for help.  That co-worker can introduce them around, tell them how everything works, answer those simple questions that are sometimes so difficult to find the answers to.  Make sure the new employee has someone to go to lunch with every day the first week.  Think about how you can more quickly welcome them and make them feel a part of the team.  It's a process.

I find it interesting that the Ritz Carlton balances two important messages in their orientation program: "You are now part of an elite, best-in-class organization," and "We're lucky to have you."

Gary Kelly, CEO of Southwest Airlines on onboarding:  “If you want them to stay, if you want them to become engaged, you need to make sure you do the "feeling" part of the process, and you do that by showing them how they will make a difference, giving them examples of how their fellow employees make a difference, making them feel welcome as with our Sponsor a New Hire program. It's those kinds of things that lead to not just better retention, but a more inspired workforce."

An inspired workforce . . . not just a workforce.  Thinking about onboarding and how you treat that hard to find employee in the beginning could be indicative of how quickly and substantially that employee will perform for you, and how long you might be able to retain them.

I'm interested in hearing your story of how a new employer treated you well, or how the most simple things were ignored.