The Perfect Fit

Recruiting Belongs Under The CEO

In this open letter to CEO's, Maureen Sharib points out the realities of the impending crisis of talent shortage . . . across the board for skilled responsibilities.  This was originally published on the blog Employer Recruiter Exchange.

Dear Mr. CEO,

It’s come to my attention that many of you now believe recruiting key talent is the No. 1 priority nowadays.

If you really believe this — and those of you with the sense God gave mules should — then you’re probably wondering how in the world are you going to do that. 

Here’s a wonderful article by a colleague of mine in an organization I belong to — ERE — and if you’ve never heard of it it’s because you’re really only just coming lately to this management epiphany we’re about to talk about and you’re to be forgiven because — after all – recruiters?

Nobody really took them too seriously ever before.

All that’s about to change and this is your opportunity to be in the beginning of one of the most revolutionary and powerful movements that will change the competitive landscapes of companies today.

Jacque Vilet offers a solution in her provocative article that suggests moving Recruiting out from under HR and placing it in the Marketing department.

We all (more and less) loved her for her point of view, but some of us came up with an alternative proposition — why not move Recruiting under you?

Yes, you!

New St. Louis Search: AgencyTraffic-Project Manager #13123

We've just begun this new searche to wrap up the year.  Either you or a friend or colleague of yours could kick off the New Year with a brand new careeer opportunity!

General Description:
Our downtown St. Louis client is refining agency process and moving traffic responsibilities and some workflow related responsibilities to this newly created position.  The T-PM will be responsible for overseeing the execution of the established workflow protocols.  Additionally, this person will be responsible for the smooth and timely flow of those projects through the system, so all components are properly delivered on time and on budget.  This is an incredibly important position to our client.  They are interested in hiring a diplomatically strong personality who is also a collaborative team player.  This person has an experienced understanding of agency workflow, and enjoys refining that process.

Primary Responsibilities:
•    Help establish, enhance and then refine the established workflow protocol
•    Work with creative and account service to help them understand the importance of communication and managing deliverables per agency workload.
•    Look ahead and anticipate and ameliorate potential bottlenecks and over commitment of resources.
•    Designate project responsibilities to appropriate agency personnel and monitor progress towards meeting timeline deadlines.

Big Data, Metrics and New Media Tactics Revolutionize Recruiting!

This is the second in a series of articles by John Sullivan, talent acquisition and management thought leader.  Big data, metrics and new media tactics are starting to revolutionize the recruiting and hiring process.  Read the first part of this article here.

Predictive metrics and the use of big data move from interesting to essential – after years of struggling with “historical metrics” that have had only minimal impact, recruiting leaders are beginning to follow the lead of the rest of the business in adapting advanced metrics. This new focus will be on real-time metrics that let managers know what’s happening today, and predictive metrics, which alert everyone about upcoming recruiting problems and opportunities, so that they can act appropriately with time to spare. Although still in its infancy, a handful of vendors are beginning to show that you can actually identify hundreds of top performers who are not currently looking for a job (the so-called passives) using external “big data.” These advanced metric developments are on top of the established trend of shifting recruiting toward a data-supported decision model.

Employer branding returns as the only long-term recruiting strategy – after years of minimal funding and attention, strategic employer branding begins its return as the only long-term recruiting strategy. This shift is partially due to increased recruiting competition but it also comes about because social media now makes it so easy for others to virally spread either positive or negative comments covering working at your firm. The willingness of current and former employees to comment online about their work environment increases the impact of firms that reveal what employees and applicants say (i.e. Glassdoor, LinkedIn, and Universum).  Talent leaders are also gradually learning that providing a weak candidate experience can quickly damage that brand. There is now a growing division between the one percent top employer brand firms in each industry (e.g. Google, Facebook, Deloitte, P&G, and McKinsey) and the remaining 99 percent of firms that simply offer “paycheck jobs”. This dramatic and perhaps insurmountable difference in brand strength and employee treatment may permanently limit the capability of the remaining 99 percent to attract any more-than-average talent.

Hiring? Competition for Talent Will Increase in 2014!

Here's the first of what I believe will be a series of articles on trends in the recruiting/hiring business.  These are written by John Sullivan, an Internationally known thought leader on talent management solutions for major corporations.

The competition for top talent intensifies — you could call 2014 “the year that intense recruiting competition returned.” That is because after years of slack hiring, the competition for top performers and technical talent will increase over the next year in many industries to the point where current recruiting resources and tools will be stretched to the limit. Aggressiveness, the need for counteroffers, higher rejection rates, and a renewed focus on recruiting the currently employed will all return to prominence. As a result of this increased competition, executives will begin to put pressure on recruiting to produce new recruiting approaches that provide them with a competitive talent advantage.

New St. Louis Search: Senior Art Director #13121

We're just starting this search.  Please let your friends/colleagues know about it.  It is genuinely a career opportunity!

General Description:
In this confidential search for our St. Louis client, we’re looking for a Sr. Art Director who wants the opportunity to help lead and grow a team.  We need a first rate Sr. AD who does great work and can be in charge of a small department, manage work flow and partner with the ECD to make sweet music.

With that in mind, we need an experienced creative who’s got some project/traffic management skills, considers themselves pretty good at design and one of “the best” art directors around!  Multi-task, lead, mentor, concept, create in a modern, rapidly growing agency developing content through multiple channels.

You’re a smart digital thinker who’s very comfortable creating experiences, whether in person, online or with video.  You’ll do lots of logos, books, videos, events and all things experiential.

You like to create and not be “precious”.
You like to explore, innovate and mix all the disciplines together into a strategically sound, visually compelling gumbo that moves the client’s needle.

Compensation:
Excellent compensation package with full benefits, including 401K with a match and delivered in a supportive, collaborative culture doing smart, great work for Fortune 100 and 500 clients.

If you’d like to know more, let’s talk.  Let’s start the process by you  uploading your resume to Bishop-Partners dot com and sending Bob an email detailing your interest in and qualifications for the position as you imagine it.  Bob also needs to see some electronic samples of your work.  EOE