The Perfect Fit

Elevating Recruitment Excellence with AI: Enhancing Our Expertise for Your Success

To All Our Existing and Prospective Clients:

I hope this letter finds you well. As your dedicated partner in the on-going quest for top-tier marketing talent, I am excited to share a transformative development that is significantly enhancing our recruitment capabilities and ensure we continue to exceed your expectations. Bishop Partners has always prided itself on its meticulous approach to identifying the best candidates for your unique needs. Today, I am thrilled to explain how the integration of Artificial Intelligence (AI) will make our already successful and experienced recruitment process even more efficient, accurate, and tailored to your requirements.

Our Foundation of Trust, Honesty, and Discretion
For years, our firm has built a robust database of over 11,000 marketing professionals across North America. This extensive network, coupled with our unwavering commitment to trust, honesty, and discretion, has cemented our reputation as a leading recruitment firm. Our personalized approach ensures that we deeply understand your needs and the specific nuances of each role we fill. This commitment to excellence will only be amplified with the strategic implementation of AI technologies.

The Power of AI in Recruitment
Artificial Intelligence is revolutionizing various industries, and recruitment is no exception. By integrating AI into our recruitment process, we will enhance our ability to identify, assess, and present the best candidates for your specific opportunities. Here’s how AI will transform our recruitment process and benefit your organization:

Why AI Needs Human Recruiting Experts

AI has certainly transformed recruiting by streamlining processes, automating repetitive tasks, and improving data-driven decision-making. However, it falls short of replicating the nuanced, relationship-driven approach of an experienced retained recruiter, especially in fields like marketing, advertising, and digital media. Here’s why:
 
Personalized Relationship Building: Retained recruiters excel at building relationships over time, gaining deep insights into client and candidate personalities, goals, and work cultures. AI lacks the ability to connect on an emotional level,
which is crucial for understanding the unique culture and nuanced requirements of high-level roles in creative fields like marketing or media. An experienced recruiter can discern subtleties in personal and cultural fit that are beyond the reach of algorithms.
 
Intuitive Judgment and Adaptability: Recruiters use their intuition and adaptability to identify “hidden gem” candidates and sense cultural fit. They often find top candidates in passive talent pools, which requires skill in persuasion,
deep industry knowledge, and the art of networking — skills that cannot be fully codified into an algorithm. Marketing and media roles, in particular, demand creativity and an ability to pivot that a human recruiter can better assess through an in-depth, personalized process.
 
Creative Industry Expertise: The fields of marketing, advertising, and digital media are fast-evolving and heavily reliant on trends, creativity, and innovation. Recruiters with industry expertise understand the subtleties of roles and skills that go beyond keywords on a resume or profile. They know how to assess a candidate’s potential based on nuanced skills, portfolio quality, and cultural alignment, which AI struggles to evaluate effectively.

The Election is Final, Renewed Hiring Expected

The last several months have been unusually turbulent with the combination of global geopolitical, financial and security issues.  That turmoil has resulted in a very slow job market.  Employers have been hesitant to hire new employees or even replace those that have left because of so much concern.

Election years are generally a time of uncertainty. Key factors driving the concerns can include volatility in the market, misgivings about investments, fluctuations in consumer or job seeker confidence, and also potential policy changes, to name a few.   The recent U.S. election has potential implications
for the job market due to anticipated policy shifts from Donald Trump’s administration. His approach may impact several key areas affecting employment, including immigration, corporate taxes, and trade regulations.

The median weeks for unemployed was recently at 9.4, which is one week longer than the pre-pandemic baseline. Long-term unemployment, or those who are jobless for 27 weeks or longer, has seen more substantial increases, 1.52 million this June compared to 1.1 million last June.  When asked earlier this year, CEOs overwhelmingly identified political uncertainty ahead of the election, as the most significant challenge affecting business in 2024. 

As a result of the election, the future has become more clear.  There is optimism that the new President-elect will stabilize the economy and provide a solid foundation for new growth.  The stock market’s going crazy!  Employers are likely to start hiring sooner rather than later.  There is pent-up demand and need.

The pent-up demand from companies who have been in wait-and-see mode for the last few months or even a year, coupled with job search intensity from seekers who are unemployed and getting desperate to find work, could lend to an environment over the next few months where employers find it more difficult to hire those positions that have been on hold.  The situation will be exacerbated in the new year, when many people typically start looking for a new opportunity.

It’s Not You, The Job Market Is Rough!

I’m consistently hearing the frustration in the voices of candidates looking for a new job.  They’re becoming more and more frustrated with the process.  Sometimes, absolute premier performers’ interest in and application for open positions receive zero response or even acknowledgement of an application being received.  Candidates are frequently ignored or treated with rude disrespect.
 
In June of this year, I decided to see for myself how applicant candidates are treated.  I found that the problem is bigger than I was imagining.  I was surprised and dismayed, when employers consistently ignored my application (for Executive Recruiter).  I didn’t even receive an acknowledgement of my application by most employers.  I never heard from most of them at all.  Way less than half even bothered with a dismissive I’m “No Longer Being Considered”.  No “Thank You” . . . nothing.  Most didn’t bother to respond.
 
A couple of days ago, I was doing some work on LinkedIn, when a candidate I know posted the following article.  Greg is a very insightful marketing researcher and data analyst.  He posted a message on his LinkedIn Profile, that he’s given me permission to share with you.  My goal is to get the attention of employers and help them understand how uncaring, rude and disinterested they treating people!  I can only hope that they're not aware of what's happening.
 
The candidates who have applied to work with that company have shown interest in learning more about them and (hopefully) finding ways to add value and contribute to their culture and profit.  The fact that so many just don’t seem to care, is disconcerting!  In this age of AI, bots and ATS (Applicant Tracking Systems) doing preliminary screening of resumes, you’d think they could at least send an auto-response thanking that candidate for their interest and time spent applying to work with (or more likely, for) them!

Greg Berger’s Original article posted August 22, 2024  on LinkedIn.  Numbers below updated September 23, 2024.

Maximize Marketing Executive Hires with a Specialist Recruiter

Recruitment is a critical function for any business, but finding the right talent in fast-evolving fields like marketing, advertising, and digital media can be particularly challenging. These industries are in a constant state of flux, driven by rapid technological advancements and ever-changing strategies. As a result, businesses seeking top-tier candidates often benefit significantly from working with recruiters who have a deep specialty in these areas, particularly retained recruiters.

Specialized Recruiters Bring Industry Expertise

General recruiters are valuable, but in industries as dynamic as marketing and digital media, companies need recruiters who truly understand the intricacies of the field. Specialized recruiters focus on one niche, developing in-depth knowledge of industry trends, key players, and the evolving skill sets required for success.

In marketing, for example, the shift from traditional methods to digital-first strategies has created demand for talent with skills in SEO, data analytics, social media marketing, and content creation. A specialized recruiter understands these nuances and knows exactly what skills and experiences to look for in candidates and where to look for those candidates. This insider understanding enables them to assess talent more accurately and find candidates who are truly qualified, rather than those who just look good on paper.

Furthermore, digital media and advertising are fields where creativity must align with data-driven decision-making. Knowing how to balance these qualities in a candidate requires a deep understanding of the industry. A recruiter who specializes in this area will be able to distinguish between candidates who have technical skills and those who can also bring innovative, strategic thinking to the table.

The Advantages of Engaged Recruiters

In addition to specialization, retained recruiters offer a distinct advantage for businesses looking to fill key positions. Unlike contingency recruiters, who only get paid if a hire is made, retained recruiters are engaged on an exclusive basis. They work closely with a company to fully understand its needs, culture, and long-term goals.  They’re being paid to understand the fine points of a particular open role.

They’re able to spend the time to develop relationships with candidates, to truly understand that candidate’s vision, values and goals.  This deeper understanding often leads to a more thorough and efficient hiring process, and to candidates to are happier, contribute more and stay with a company longer.

For marketing and digital media roles, this relationship is invaluable. Engaged recruiters are able to take the time to thoroughly vet candidates and ensure they align not only with the technical requirements of the job, but also with the company’s culture and vision. These recruiters often have access to a more extensive and higher-caliber talent pool, including passive candidates identified through research, who aren’t actively looking for jobs but would be open to the right opportunity.

The research can identify top performing candidates from competitors and/or who have  category experience.  Employers can detail much more specifically, precisely what characteristics they’re looking for.  Those traits are then identified through research and/or referrals of colleagues.

Optimize Your Resume For Applicant Tracking Systems

Have you been working hard to update your resume but haven't received any interviews? More employers are using Applicant Tracking Systems (ATS) to filter resumes. Yours could quickly be sorted away if the right keywords or format are not there.

As International Update Your Resume Month is celebrated in September, it's time to re-think your resume with AI in mind. As companies are relying on Applicant Tracking Systems (ATS) to streamline their hiring processes, these systems scan resumes for keywords and rank them based on relevance to the job description, meaning your resume needs to be optimized to pass through these filters and land in front of a hiring manager.

Applicant Tracking Systems (ATS) often use AI (Artificial Intelligence) and machine learning algorithms to enhance their functionality. These technologies help ATS analyze and rank resumes more efficiently by:

1.    Keyword Matching: AI helps ATS identify relevant keywords and phrases in resumes that match job descriptions, making it easier to filter out unqualified candidates.

2.     Resume Parsing: AI-powered ATS can parse and structure data from resumes, such as work experience, education, and skills, allowing for more accurate candidate screening.

3.     Ranking and Scoring: AI algorithms can rank and score resumes based on how well they match the job criteria, helping recruiters quickly identify top candidates.

4.     Bias Reduction: Some AI-driven ATS aim to reduce unconscious bias by focusing on skills and qualifications rather than names, gender, or other personal information.

5.     Automated Communication: AI can also automate communication with candidates, such as sending acknowledgment emails or scheduling interviews.

Before starting to update your resume, make sure you define precisely the role or title you want to apply for. Once you are clear on the role you want, optimize your resume for ATS to increase your chances of getting more interviews. 

One of the most important aspects of optimizing your resume for ATS is incorporating the right keywords that match the job description and the skills, qualifications, and experiences the employer is looking for. Carefully read the job posting and highlight the key skills, qualifications, and responsibilities mentioned. These are the keywords you should include in your resume.

1. Use Relevant Keywords

One of the most important aspects of optimizing your resume for ATS is incorporating the right keywords that match the job description and the skills, qualifications, and experiences the employer is looking for. Carefully read the job posting and highlight the

Hiring Heatwave: The Unsteady and Unpredictable Talent Market This Summer

As summer winds to a close, advertising agencies and marketing firms have faced unsteady, unpredictable challenges in talent acquisition that reflect broader industry trends and specific pressures unique to these sectors.

Attracting and Retaining Talent in a Competitive Market: The competition for top talent in the marketing and advertising industries is fiercer than ever. Agencies are not only competing against each other but also against tech companies and other industries that offer attractive packages and more flexible work environments. This intense competition has made it difficult for agencies to not only attract but also retain skilled professionals, particularly in digital and creative roles. The rising demand for specialized skills like data analysis, SEO, and AI integration further complicates the landscape, as these skills are in short supply and high demand across multiple sectors.

The Impact of Economic Uncertainty: Economic factors, such as inflation, fluctuating interest rates, and geopolitical instability, have made it challenging for agencies to predict and plan their talent needs. Many agencies are cautious about expanding their teams, leading to delays in hiring or a preference for short-term contracts over full-time positions, while their clients have the same feelings of uncertainty.

Remote and Hybrid Work Dynamics: The shift towards remote and hybrid work has become a double-edged sword. While it has allowed agencies to access a broader talent pool geographically, it has also introduced challenges in maintaining company culture, fostering team collaboration, and ensuring consistent client service. Balancing the flexibility that remote work offers with the need for in-person creativity and brainstorming sessions remains a significant hurdle.

Why and How Recruiters Add Value in Hiring Top Performers

In today’s competitive job market, hiring top performers is critical for organizations aiming to maintain a competitive edge. However, attracting and securing these high-caliber individuals is no easy feat, especially when they are already thriving in their current roles. This is where skilled recruiters come in, playing a pivotal role in the talent acquisition process.

The Value of Engaging Passive, Top-Performing Candidates

One of the most significant contributions recruiters make is their ability to engage passive candidates—those who are not actively seeking new opportunities but who may be open to the right one. Top performers are often deeply committed to their current employers, having invested time and effort into achieving success within their organization. These individuals are not scouring job boards or sending out resumes; they are busy excelling in their roles. Engaging with these passive candidates requires a nuanced approach that goes beyond standard recruitment practices.

Recruiters add value by leveraging their networks, industry knowledge, and relationship-building skills to identify and connect with these top performers. They understand that these candidates are not just looking for a job; they are looking for a significant opportunity that aligns with their personal and professional goals. By positioning the opportunity as a natural next step in the candidate’s career progression, recruiters can effectively persuade them to consider making a move.

Understanding the Vision, Values, and Goals

A key aspect of a recruiter’s role is aligning the vision, values, and goals of both the client (the hiring organization) and the candidate. This alignment is essential for ensuring long-term success and satisfaction on both sides.

For the client, it’s not just about filling a role—it’s about finding a candidate who will thrive in their corporate culture, contribute to the company’s mission, and stay committed over the long term.
A recruiter’s deep understanding of the client’s business, culture, and strategic objectives enables them to identify candidates who are not only technically qualified but also a cultural fit.

On the candidate side, top performers are often driven by more than just a paycheck. They seek roles that offer growth opportunities, align with their values, and allow them to contribute to meaningful work. Recruiters who take the time to understand a candidate’s career aspirations, personal values, and long-term goals are better positioned to match them with roles where they can truly excel.

The Art of the Match

Recruiters act as matchmakers, carefully balancing the needs and desires of both the client and the candidate. This involves more than just assessing qualifications on paper; it requires deep insight into what makes both parties tick. The best recruiters are those who can see beyond the resume and job description to identify synergies that others might miss.

For example, a recruiter might recognize that a candidate’s experience in a different industry could bring fresh perspectives to the client’s team. Or they might see that a candidate’s personal values closely align with the company’s mission, making them a perfect cultural fit. By focusing on these deeper connections, recruiters can facilitate matches that lead to lasting, successful hires.

Conclusion

In the quest to hire top performers, recruiters provide immense value by engaging passive candidates, understanding the vision, values, and goals of both clients and candidates, and making thoughtful, strategic matches. Their expertise not only saves time and resources but also ensures that the right people are placed in the right roles, driving success for both the individual and the organization. In a world where top talent is a key differentiator, the role of the recruiter is more important than ever.

Please get in touch with me and let’s talk about how I can help you research and recruit and hire the  best performers at any level in modern marketing, advertising or digital media.  Thank you!

Recruiters Who Specialize Offer Exceptional Value

I recently had a meeting with a client who asked if I knew of any “local” VP level Strategy Directors?  I told him that in fact, I did . . . I explained I was recently contacted by a very experienced and successful EVP level “Head of Strategy”.  He’s worked at premier agencies and helped them win millions of dollars in new business . . . clients like, HP, Dell, British Telecom, a Renowned University’s Medical Center, Japan Airlines, Universal Orlando among many others. 
 
He has international experience, collaborating with teams on almost every continent, with agencies like TBWA, Ogilvy & Mather, Mindshare, FCB Global . . . !  I could go on and on . . this senior strategist is very, very special . . . and,  he’s willing to re-locate!
 
I’m using Steve as an example.  Because we specialize and have earned a trusted reputation over 20+ years in business, we have exceptional, top performers in almost any discipline a brand or agency might need.  Our database is over 11,000 and we have more than 7300 LinkedIn Connections.  We have superior marketing and media performers in a diverse range of vertical categories . . . located all over North America.
 
The added benefit is that these candidates are open and ready to be interviewed.  These candidates are not actively job hunting but are open to new opportunities that align with their career goals. This initial stage of research and identification of existing candidates could take less than one or two weeks!
 
Our thorough process ensures that we understand the vision, values, and goals of our candidates. This knowledge leads to retention, with over 70% of our candidates staying with our clients for more than three years.  This knowledge allows us to negotiate fair and discounted fees since the comprehensive search process is expedited. We're happy to pass these savings on to our clients.
 
The client I met with was surprised and had never thought about utilizing the existing database of a recruiter who specialized, in this way.  There are other advantages and benefits, but the ease, speed and quality of hire, simply can’t be beat!  Neither can the cost of this service.
 
Get in touch with me and I’m happy to answer any questions for you! 

2024 Job Market Chaos: What U.S. Workers Really Want from Employers

Every day, I speak with candidates who are incredibly frustrated by the job application process, whether through an online posting or even applying directly to the employer.  It’s a very unsatisfactory process . . .

Though 2024 is only about halfway over, I think most of us can agree that this year has been anything but predictable. Hiring is all over the place, with some sectors facing layoffs while others continue to staff. Even the monthly BLS jobs report offers little clarity amid the relative chaos. And that’s without getting into the other myriad factors impacting the recruiting landscape. 

Still, even without a pithy catchphrase to describe what’s happening (Great Resignation, anyone?),
it’s evident that there are gaps between where employers stand and what job seekers experience. That’s what the 2024 Employ Job Seeker Nation Report sought to uncover by surveying more than 1,500 U.S. workers in April. Here’s a look at some of what these folks had to say: 

    They’re keeping the door open. While 79 percent of workers are     satisfied with their current jobs, some 86     percent would entertain     other opportunities, with 46 percent eager to see what’s next.

    They’re starting with what they know. Though 4 in 10 workers     indicated they are seeking new     employment, the majority (58     percent) have looked for a new position within their current company.

    They’re after more than just money. Higher compensation is a factor     in looking for a new job, but it’s not     the only one. Career     advancement, greater flexibility or remote work, better company leadership, better     company culture and a change in location     are also top of mind.

    They’re confident in their candidacy. Half of active candidates believe that finding a job in this current     market is easy, with     56 percent saying that today’s job market favors candidates. Collectively, about two-    thirds of respondents think it will take them     less than three months to find a new job.

    They do have some concerns. Year over year, workers’ concerns about layoffs increased by six     percentage points to 40     percent in 2024. At the same time, concerns about their employer’s financial future also rose four points to 38 percent.

But what does it all mean?  Our team’s analysis shows that while workers understand the complexities of the labor market,

Unleashing Superior Talent Acquisition: Harness the Power of Specialized Expertise

Earlier this week I had a long conversation with a new client prospect.  She didn’t understand the benefits of "engaging" a recruiter who’s a specialist in the area she’s looking for help with.  She did not understand why she should pay any portion of the fee in advance.  I’ll save my response to that question in another blog post!
 
I went back through our conversation and decided to summarize the benefits of using a recruiter specialist, so those of you who might need help from a third party recruiter in the future, will understand what some of the benefits are and be able to make a more informed decision for your company's benefit.

1.  In-Depth Industry Knowledge:  Specialized engaged recruiters have a deep understanding of their specific industry, enabling them to identify candidates with the precise skills, experience, and cultural fit required. Their expertise in industry trends and challenges ensures they stay ahead in sourcing top talent.

2. Targeted Network and Access: Recruiters specializing in a particular field have a targeted and extensive network within that industry. They build relationships with key players, influencers, and passive candidates who are often inaccessible to generalist recruiters. This access increases the likelihood of finding highly qualified candidates open to the right offer.

3. Enhanced Candidate Evaluation:  Specialized recruiters possess an experienced understanding of the technical and soft skills required for roles in their field. This expertise allows them to conduct precise candidate evaluations, including assessing industry-specific competencies and cultural alignment. They ask the right questions and understand nuanced responses, leading to a more accurate assessment of a candidate's suitability.

4. Strategic Insights and Advice:  With their specialized knowledge, recruiters can offer strategic insights and advice tailored to your industry. They help refine job descriptions, compensation packages, and employer branding to better attract top talent. Their understanding of industry benchmarks and best practices ensures your hiring strategy is competitive and aligned with market standards.  All their experience and expertise is focused on you, the Client in support of recruiting the very best talent available.

5.  Efficient Search Process: Specialized recruiters streamline the search process by quickly identifying and reaching out to potential candidates within their network. Their industry specific referral network professional associations, and networking events allows them to efficiently identify, source and screen candidates. This efficiency reduces the time-to-fill for difficult roles, helping you secure the best talent faster.

Available Now! Creative Copywriters: ECDs, GCDs, CDs, ACDs and more!

Happy July 4th Holiday!  I hope you enjoy your time off to relax and refresh.  It seems like an unusual number of folks are taking this time of summer to look for new employment!  July is typically one of the slowest times on the creative calendar!

Fiscal years ended on June 30, as did many client and agency budgets.  Not much happens in July because of summer vacations and it seems overall summer lethargy (or relaxation!) rules!  Budgets for the new fiscal year haven’t really kicked in yet . . .

Historically, copywriters are among the most difficult, if not the most difficult recruiting searches.  Frequently, every client from one employer who’s involved in the interview process has a different expectation/understanding of how a candidate would (or could) fit in!  Portfolios are very subjective.

I’ve never been contacted by more creative writers at every level of an agency or brand at the same time, in my 23 years of recruiting.  I currently have candidates from ECD of global holding agencies and a Cannes Grand Prix winner, to other ECDs with Cannes Lions, Advertising Emmys, D&AD, One Show, Platinum Hermes (and more) awards, working with iconic global brands (From Mercedes-Benz to McDonald’s or Nike to Neutrogena! Bacardi, Coke, Rolex, Dyson, DeBeers).

It goes on and on . . . every level writer from Junior on . . . It’s just surprising to me that so many contacted me in such a sort time frame!  If anyone’s looking to add a writer to your team, please get in touch.  These folks are all open to remote work and a surprising number will re-locate for the right opportunity.

Available right now,  are also agency and brand marketing leaders available with diverse experience and responsibilities.
Thanks very much!  Enjoy your Fourth of July Holiday weekend!

A Recruiter’s Reputation, Reach & Referrals, Leads to Results & Repeat Clients!

I believe the employees are a Company’s most valuable asset.  I’ve worked hard for over 23 years to become and remain one of the best Marketing, Advertising & Digital Media Recruiters in North America.  The trusted reputation I’ve earned results in the most accomplished marketers reaching out to me confidentially,  to help them identify the next step in their career.  My Clients are the benefactors of that effort.  Here are some examples:
 
Kasey: ECD/SVP CD-Copywriter, New York, 30 Years’ Experience, Hybrid, Remote or will Re-lo

Pitched and won: Jose Cuervo, Dyson, Levis, Wisk detergent, Microsoft, & More
Allstate, McDonalds, Coke, Nike, DeBeers, Kraft, Corona, Rolex, Hyundai, Visine, Lego & More



Employers: DDB, JWT, W&K, Portland, Leo Burnett, BBH
Awards:  Cannes Film Grand Prix, Cannes Lions, Clio HOF, One Show Pencils, Advertising Emmy
 
Erina: EVP Marketing, Communications, Sales, San Antonio, MBA, hybrid or remote. 
Employers:  Hospitals/Healthcare Systems, Pediatric Healthcare, Biosciences, Life Sciences
Marketing, Brand and Salesl Leadership, PR, Cross-Functional Collaboration & Leadership
 
Mateo:  ECD/GCD-Copywriter, St. Louis, 27 Years’ Experience, Office, Hybrid or Remote. Will re-lo
Clients:Bacardi, Dewars, Nike, IBM, Dewars, HSBC, Panasonic, Nextel, Molson, Bluefly.com, More.
Platinum Awards:   Hermes, Viddy, AVA, Vega, MarCom, DotComm
Scores of Industry Gold Awards: Telly, Vega, AVA, Hermes, Viddy, DotCommConsistently successful new business strategist, conceptor and presenter.
 
Beth: VP of Brand Strategy, Copywriter, Publishing/Author, St. Louis, 25 Years’ Experience, MA & MFA, in office, hybrid or remote. 
Clients: Amazon, E-Commerce, CPG, Microsoft, P&G
Awards: Print Magazine Regional Finalist, Communication Arts Annual, One Show Finalist, Clio Finalist, Hatch Award Finalist, 1st Place Chanticleer Little Peeps; Mom’s Choice; Bank Street; and Emory Global Health eBook Award.

If you're an employer, you might very well be excited about one of the candidates who are already in our database.  We're very willing to significantly discount those recruiting fees, since there is no search involved.  Of course, I'd be happy to help you identify, recruit and hire any "Most Valuable Employee" from scratch, as well.  Just give me (Bob) a call to see how we could help you.

Thank you very much!

A Recruiter’s Reputation + Reach + Referrals = Results + Repeat Clients!

I'm happy to say that after more than 20 years of working to be the best marketing recruiter around, my reputation continues to lead to premier marketing leaders across North America getting in touch and trusting me to help in representing them for their next career opportunity.  It's become pretty clear that the entire range of career responsibilities are aware of Bishop Partners and get in touch.  I.e. A first year marketer with sports teams' and venues' successes in a Chicago suburb or a CMO with Fortune 100 experience with global CPG brands in Palm Beach FL.
 
Recent Resumes From Marketing Leaders, that are trusting Bob for Representation:
All are open to hybrid or remote work.
 
Senior Digital Analytics & Health Systems Manager, St. Louis,  7 Years’ Experience, MS in Statistics
Agency Experience with Healthcare & Pharma Fortune 500 Brand experience,
 
Director of Digital Strategy & E-Commerce, Dallas, 14 Years’ Experience
Footwear, Automotive, Sports & Outdoor Activity,  Multi-lingual (English, Spanish, French)
Quantitative Research & Business Insights, Media Planning & Buying
Grew media from 0 to 12M webpage views, 4.2M Instagram Followers, 720K X, 1.6M Facebook
 
Chief Marketing Officer, West Palm Beach, 19 Years’ Experience, MBA
Healthcare, Technology, Energy, GE, NFL, AI, Multiple Tech Certifications
Designed 90% surge in Most Qualified Leads, adding over $1.25B in revenue in 18 months

AI Can’t Compete With The Human Skills That Set Great Recruiters Apart

Even as Gen AI automates many recruiting tasks, the human touch is still critical. Recruiters will distinguish themselves by doing things that AI can’t do, such as forging strong ties to candidates and offering positive candidate experiences. As a result, soft skills will be even more important.


“The best recruiters must be great at building relationships and creating high touch candidate experiences that will help them rise above the bots,” says John Vlastelica, CEO of Recruiting Toolbox. 

In fact, the top three recruiter skills cited by hiring pros in the LinkedIn survey were human skills: communication, relationship-building, and adaptability.

I’ve always believed in the ultimate value of respect.  I try to treat every candidate with respect, no matter what level of experience they might have.  In this past week, I’ve been contacted by a student who just graduated from a University in the suburbs of Chicago, to a CMO in Virginia.  Treating each of them with respect, while trying to do something to add value to my response to them, supports the reputation that I’ve worked so hard to earn. 

That reputation earned over my almost 23 years as a recruiter continues to evolve and serves my clients and I well.  My respect for those I work with supports a willingness for those candidates to help me, when I need it.  I need it and use it in every search I undertake.  That approach leads to more referrals . . . and that is a “vicious circle” that I hope never ends!

Please let me know your thoughts.  If you’ve worked with a recruiter, has the process been valuable?

Executive Recruiting is Very Professionally Rewarding!

I’m very thankful to be able to continue doing the work that I love so much.  The last year and a half has been really busy with diverse clients engaging my services for very different reasons.  My company’s name is Bishop Partners, because I enjoy partnering with senior executives for both agencies and brands, to help them build, expand or reinforce their marketing capacity.  The level of clients’ trust in my work has grown, as has my reputation, earned over two decades of hard work and respecting others.
 
Last year, I had the opportunity to help a privately held company build an internal marketing department from scratch.  The owner didn’t think the agency they were using was worth the expense, so he decided to build his own.  We started with identifying and hiring a Director of Marketing.  Once that leader was identified and hired, I worked with them to hire a Social Media Manager, a Digital Asset Designer/Developer, Manager of Automation/Analytics, Sr. Copywriter, a Product Specialist, Media Buyer, PPC/SEM Specialist, UX Accessibility Designer & Developer and an Account Manager.  It’s been fun and very professionally satisfying to work so closely with a client for so long on such a critical project!
 
I’m thankful that my reputation and national network continues to evolve and encourage marketers of every discipline and experience level (from Jr. Designers to CEOs), to confidentially get in touch to ask for my help in identifying their next career opportunity.  Over the years, when a client (new or existing) needs a particular skill at a particular level of experience and compensation, I can introduce multiple existing candidates immediately.  Hybrid and remote work has dramatically expanded that capability.
 
So, I just want to say thank you to all of you for your support and friendship, either personally, professionally or both!  For my Clients, my 10K LinkedIn Contacts and 11K national marketers in my database, consistently prove to be an invaluable referral resource for identifying and recruiting premier performers for my clients.
 
It’s all very rewarding!  I love what I do and love being able to continue doing it.  Thank you for your friendship and support! Also thank you for your continuing referrals of colleagues or employers!  Enjoy your day!

22 Years of Recruiting!

My 22^nd Anniversary of Helping!

Wow!  I can’t believe that I’ve been a recruiter for 22 years and I’m still loving it as much as I always have!  I consider myself very lucky, being able to make a good living by helping my Clients and Candidates grow, improve or move forward in some way.  It’s extremely professionally satisfying to be sincerely thanked for the role I played in talent acquisition or career advancement.

I’m really proud of the reputation earned over these decades of work.  I’ve always tried to add value to every person or company I’ve come in contact with.  Sometimes that help is a conversation and sometimes it consulting, either cultural for a Clients or career for Candidates.  It’s always extremely gratifying!  I consider myself very lucky!

That reputation is now leading to marketing leaders (both agency and brand) all over the US, getting in touch with me.  They trust me with their resume to discreetly help them identify their next career chapter.  These leaders range from the CEO, CMO level to CDs, Analysts or Project Managers (virtually every title at ever level) who’ve have heard I might be able to help.  I’m talking about Presidents of Global agencies or holding companies to those who’ve just graduated.  It’s flattering and it’s fun!  I like to think it’s karma. Good things happen when you consistently treat people with respect.   

I’m looking forward to more years of helping agencies and corporations and candidates increase their capabilities or capacities.  I’m very proud to be able to feel like a true partner.  It’s why my company’s name is Bishop Partners . . . Thank you very much!

 

After Over 20+ Years I Still Love My Job!

I’m approaching my 22nd anniversary as a recruiter on July 1st!  That amazes me.  I’m thrilled to have lasted this long and also be able continue doing this marketing recruiting and career counseling.  It’s extremely professionally satisfying to be able to help businesses grow and/or expand or enhance their capacity or expertise.  Receiving a thank you from a business owner, senior executive or a professional marketer, who I helped take the next step in their career is enormously satisfying!  It makes me proud.  

It's also amazing to me how I frequently receive referrals or self-introductions from professionals at every level of the marketing spectrum, entry level to CEO.  I’ve worked hard to always try to add value to every interaction, whether I can directly help someone or not.  I think that effort continues to prove its worth.  I’m very proud of the trusted reputation I’ve earned, as evidenced by the scores of recommendations and testimonials on my LinkedIn Profile and website.
 
That reputation consistently results in very accomplished marketers and creatives trusting me with their resume, as they decide they’d like to discreetly investigate new steps, opportunities or challenges for their careers.  I started thinking about all this earlier this week when I received two resumes from two marketing leaders (CEO and CMO) who decided they wanted to confidentially explore career options or opportunities . . .  “what might be out there”!
This leads to Bishop Partners having built a database that now has over 10,000 marketers from all over North America.  It’s fun to talk with Sr. Clients who might have opportunities that line up with what one of these candidates is looking for or have colleagues that might.  Sometimes the timing just works out and hard work leads to dumb luck!
 
I realize how lucky I am to be able to do something I love so much for as long as I have.  I look forward to more years of doing even better at my work and helping even more brands and professionals succeed!  Please don’t ever hesitate to get in touch!  All inquiries are always held in the strictest confidence.
 
Please get in touch and let’s find out how I could be able to help you!

Proud of 21 Years of Recruiting Success

July is my Anniversary month!  I can’t believe it’s been over 21 years since I started my recruiting business!  Looking back, I’ve had (and am having) lots of fun while feeling professionally fulfilled, in helping businesses identify, recruit and hire professionals to maintain or expand their businesses.  Similarly, I’m proud of how many advertising, marketing and media professionals I’ve helped identify and take the next step on their career journey, ultimately helping them move closer to reaching their career goals.  It’s very rewarding work! 
 
In reminiscing, I start to think about quantifying those 21+ years, the numbers are amazing . . . almost unbelievable!  I’ve probably interviewed over 8,500 people and completed over 260 searches for over 85 Clients from all over North America. I have over 9,700 in our database and as of this morning, over 7100 LinkedIn connections.  Those contacts provide an excellent base of referrals for top marketing and media pros.
 
The recruiting and hiring process continually evolves.  It changed radically, almost overnight as a result of Covid stoking “The Great Resignation”.  Professionals found themselves with ample opportunity (time) to think about what they were doing with their professional career and life.  Many were dissatisfied with their conclusions when they realized they weren’t happy or being professionally satisfied.  They didn’t like where they were working or their boss or their compensation and many decided they’d rather being doing something of real human value and taking care of themselves, rather than just selling some consumer a product! 
 
Employers had to change too.  They could no longer take their employees for granted or be disrespectful or dismissive of them.  Employers started listening to their employees and being more appreciative, respectful, fair and flexible, out of necessity.  Remote workers are more productive than anyone imagined and so the more “flexible”, even hybrid office attendance became (or is becoming) the new normal.
 
The most successful employees are well known by their peers and competitors.  Employers are no longer able to simply “post and pray”.  Job boards, are infrequently effective and rarely efficient or expeditious.  The resulting focus on talent acquisition has resulted in far superior, more inclusive, satisfying and fun work environments.  Company cultures have had to become more ‘attractive’ to current (and prospective) employees.

A Guide to Making a Living Doing Something You Love

People shouldn’t have to choose between doing something that allows them to make a living and doing something they can feel excited about, that engages their interests. Of course, every line of work is going to have its ups and downs, but if you feel like you’ve been having nothing but downs lately, and as though your career is cutting you off from chasing your dreams, maybe it’s time for a change.

Today, The Marketing Recruiter offers some ideas for individuals who are feeling burnt out or unfulfilled at work, or simply looking for an exciting career option that aligns with their passions.

Have a clear sense of what you want out of your work.

If you’re going to make a career change or invest in training for a new line of work, you need to be fully committed to it. You can’t just be attracted to the work because you feel like it might be easy, glamorous, or lucrative. You can’t be thinking like an escapist or basing your ideas on fictionalized versions of careers that you’ve seen in the movies or television. Rather, you should have concrete knowledge about what is entailed in the career you have in mind. And you need to be realistic about your own gifts, aptitudes, skills, and interests.

Find out what you’ll need to do to get into this new field or industry.

You may already have the qualifications you need to make a change. Or you may need a little extra training, or simply to brush up on things you learned about years ago. On the other hand, some career leaps may require quite a bit of new education or preparation. If you need to take a lot of classes, or even go back to school for a new degree, make sure this is something that is practicable and affordable. You may be able to do online classes that won’t interfere with your existing work schedule or family obligations.

Don’t forget to look into licensing.

Corporate HR is Uncomfortable with Modern (Digital) Marketing Recruiting!

Three of our most recent Clients have all said to me, “Our HR recruiters don’t know what to look for with digital media candidates”! That’s not at all surprising, considering how overworked most HR folks are and considering how much digital media changes . . . often weekly! Hiring for digital media professionals is not easy. Companies of every size, all over the US are moving their marketing and media buying in-house. Many are creating or seriously upgrading their internal marketing capabilities and capacity. Most are at the least, trying to get some digital media expertise in-house.

Even marketing/advertising agencies struggle to recruit sufficient marketing and media professionals, to meet their clients’ needs.

There is rapidly increasing demand for digital expertise. Those experienced marketers who have expertise with digital media strategies and tactics, earn great incomes. They know they’re in demand, so if they’re not happy where they are, it’s not difficult to move to a better employer . . . especially with remote workers being more acceptable. Most expert and experienced digital marketers are very happy with their current employers. Posting a job and “praying” for an adequate response, is the norm, and it’s a doomed strategy, especially if there’s any urgency to the hire.

One solution is to hire a recruiter with digital marketing/media understanding, experience and consistent success. Today, digital strategy affects every word (literally) of online communications, from Facebook, Instagram and Twitter to paid media advertising or PPC.

With over 20 years of experience and expertise in digital media, Bishop Partners is extremely well positioned to help. We understand the terminology of the strategies and tactics, we can identify the experts from the ‘wannabes’. Most importantly, we can recruit those personalities with the vision, values and career goals that combine with the employer, to create that “Perfect Fit”.