The Perfect Fit

New Retained Search: Director of Account Services #21103

I'm very excited to have been trusted by my new St. Louis Client, to help them identify recruit and hire account management leaders.  We are ready to hire right now!  If you have a friend or colleague who you believe might be interested to hear more about this uncommon career opportunity, please have them get in touch.  I handle all inquiries with discretion and confidentiality.

About Our Client:
Our Client is a branding based, human business consultancy that helps organizations design integral solutions to crises of change. Using strategic foresight, creative communications, technology, human-centered design and organization strategy, they help leaders traverse the unknown, to create greater alignment, communication, systems, engagement and success. Our Client’s growing team provides comprehensive and sustainable solutions, guiding their clients to embrace marcom driven, technology-enabled strategies to improve their business.
They wonder, if their Clients’ culture is working, are they building leaders for the future?  Seeing the possibility of the future can (should?) drive the goals and aspirations . . . the futurist piece gives our Client an unusual and a very cool foundation for talking to their Clients about how they see their business.  The approach is different, it’s powerful and it’s effective!

This is an opportunity to work remotely.

How Our Client Describes Their Need:
Have you ever wanted to have the opportunity shape an organization or brand strategy from start to finish?  Are you someone whose ideas are very innovative, but weren’t taken seriously enough previously?  You’ll have autonomy, a chance to work with people who take the time to understand what’s strategically smart about what you have to say.

We’re after someone who has a deep set of knowledge and experiences. How can you help shape the Client experience?  We want curiosity about the work.  It’s about true collaboration fostering a deeper understanding.  We do our best work when we collaborate and have an appreciation for everyone’s ideas.  We need someone who’s an experienced business practice leader.  Someone who has a vision for how we manage client services, what works and what doesn’t. 

We need someone who’s a strategic thinker.  Someone who can establish our business practice of Client Management and Development.  This person will be leading the Client Service team. We want a people person, a developer of people.

Manager of Marketing Automation & Analytics in Greater St. Louis

I'm excited that this client is engaging me to help them continue to grow their internal marketing team.  We've recently recruited several other marketers and helped them move their marketing to in-house.  They are an exceptional employer with the way they treat their employees, while delivering a very valuable service to improve the lives of their customers.

Our St. Louis client is experiencing consistent growth resulting from their success nationally, in their category of service.  They are committed to building a world class in-house marketing team in support of their goal of making fellow Americans’ lives better.   You’ll work directly with and report to the Director of Digital Marketing. 

General Description:
The Manager of Marketing Automation and Analytics is responsible for the processes, tools, insights and reporting for our St. Louis client’s customer lead generation efforts. This individual will spearhead their multi-vertical marketing automation efforts across an array of marketing automation tactics including paid search, email, SMS, and mobile. This is a hands-on role responsible for driving measurable results by partnering with cross-functional marketing, product and analytical teams’ teammates. As the Manager of Marketing Automation and Analytics, you goal will be to optimize current marketing automation initiatives as well as explore untapped opportunities and areas of potential to grow the existing business and enter new verticals.

Responsibilities:
• Implement digital marketing campaigns to drive new leads, including SEM, email marketing, mobile, paid social media and other multimedia channels, continually evaluating these for improvements.
• Maintain Marketing Automation integration with CRM and assist in the integration of additional platforms into the marketing automation software.
• Work with management to define KPIs, create reporting, analyze campaign performance. Create recommendations to improve campaigns continuously.
• Manage marketing automation efforts and processes, proactively researching and implementing the latest best practices, strategies, and industry standards.
• Plan and perform A/B testing to define and execute enhancements to productivity, conversion rates, programs/campaign ROI, and sales growth.
• Utilize BI tools to analyze data, partnering with Marketing Analytics team, in order to drive results and improve efficiency.

Who You Are:
You’re a candidate with a degree and at least four years of experience automating marketing campaigns.  Experience with CRMs, Hubspot, SalesForce, Marketo and/or Pardot. We’re looking for ambition and an entrepreneurial spirit.  If you want to help build better solutions, have your ideas heard and feel proud about contributing to an already “best in class” service company dedicated to helping fellow humans, here’s your opportunity.

New St. Louis Agency Search: Senior Account Manager

I'm excited to be working with this new St. Louis client!  The owner and I originally met decades ago, when he was a creative director and I was a photographer.  It's been wonderful to re-connect and help him grow his agency.  This is a spectacular opportunity, because you'll rarely find an employer who respects and cares more for his employees than Dan does!

General Description:
The Sr. Account Manager (5-8 years’ experience) is a leader not only of the projects they work on but also of the client. An account manager is a client and industry expert--or becomes one--when they are on an account. They want to have an understanding of what the rest of our teams’ (creative and media) needs are in order to do their piece of the job. They provide helpful information in the form of a well-written) creative brief. They are curious and want to strategically understand a project--to be a part of the project and not just over see timelines.  
 
Along with various agency departments (traffic, creative, media, pr) the AM works to keep all projects on timeline and in budget in a fast-paced, respectful and collaborative setting. This role has major input in developing strategic marketing plans for their clients.  Our client is ready to hire immediately!  This a hybrid opportunity.  It is not a remote opportunity.
 
Compensation:
Our client offers a casual and flexible work environment, an excellent base salary with quarterly bonus, along with full benefits (medical, dental, vision, disability & Life insurance, maternity, paternity and bereavement leave), three weeks PTO beyond Holidays, 401K (with match), and the chance to work with talented, smart and collaborative colleagues.   Our client encourages and supports respect, diversity and continuous professional growth for their team.
 
About Our Client:
Our client is a well-established agency that’s been experiencing consistent growth over the past 15+ years.  The agency has created an inclusive and collaborative culture for the benefit of their employees and clients.  Management is interested in hiring the very best, respecting them, retaining them and helping them grow into long term, satisfying and successful careers.  It’s about being around the kind of people you like being around and genuinely liking the clients you’re working with.  The place isn’t ego driven and everyone (even a rookie) has a voice.  They have loyal clients because everyone has fun while doing superior work that gets noticed and succeeds.  EOE
 
If you’d like to know more, let’s talk.  Please start the process with sending your resume to Bob@Bishop-Partners.com, with a cover letter detailing your interest in and specific qualifications for the position, as you imagine it.

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.

Why Partner With an Executive Search Firm?

The work of executive search firms can at times be confused with the services of contingent recruiting agencies. However, there are key, significant differences.

Have you ever been tasked with discovering the perfect candidate for an executive-level position? If so, you're aware the process of finding a candidate to fill senior-level roles is much more rigorous, time-consuming, and research-heavy than hiring an entry-level or middle management position.  The process has become even more difficult post-Covid.

When recruiting intermediate personnel, you’ll typically post on a job board or two,  run the resumes through an algorithm, and review the remaining applicants for the best possible candidates. The process can range from days to weeks. However, when it comes to an organization’s most senior-level roles – from executive leadership or the C-Suite – different strategies are necessary to find the right candidate who can lead an organization.

An executive search firm is a company that specializes in placing highly qualified candidates in executive-level positions across the public, private, and non-profit sectors. Executive search consultants seek to understand a specific executive position, define the core competencies necessary for a successful hire, and target several candidates that fit a distinct profile. Such positions include President, Vice President, CEO, CFO, COO, department heads, and more. 

The work of executive search firms can at times be confused with the services of contingent recruiting agencies. However, there are key differences in scope, methodology, process, and more, which differentiate these into two entirely different professions. In short, retained executive search firms partner with organizations to provide expertise in their industry or service, ultimately leading to the hire of a successful candidate.  

RETAINED EXECUTIVE SEARCH VS CONTINGENT RECRUITING

Unfortunately, executive search consulting and contingent recruiting are often thought of interchangeably, but are completely different professions.

RETAINED EXECUTIVE SEARCH

DEFINITION

Executive search firms are specialized management consultants retained by clients in an advisory capacity. Executive search firms partner with a client to identify, assess and select the very best possible candidate.

BUSINESS MODEL

Executive search firms operate on an exclusive, client-centered basis and work on a limited number of assignments at one time. They are engaged in all aspects of the process, from defining the search through candidate integration. They often find candidates with diverse backgrounds and have access to candidates who are not actively seeking a new position.
They charge a consulting fee (retainer) for the assignment, consistent with their in-depth advisory work. Executive search firms deliver high-quality services beyond placement, a slate of highly qualified candidates, and develop long-term relationships built on trust.

New Retained Search: Remote Senior Key Account Executive #21105

It's great to see St. Louis agencies expanding, through all of the Covid-based turmoil!  I'm excited to help my new Client continue their accelerating growth and capabilities!

About Our Client:
Our Client, who's located in Clayton, MO is a branding based, human business consultancy that helps organizations design integral solutions to crises of change. Using strategic foresight, creative communications, technology, human-centered design and organization strategy, they help leaders traverse the unknown, to create greater alignment, communication, systems, engagement and success. Our Client’s growing team provides comprehensive and sustainable solutions, guiding their clients to embrace marcom driven, technology-enabled strategies to improve their business.

Position Overview:
As a result of growth, our Client is looking for an Sr. Key Account Executive to be the glue that helps keep projects and people together. As the principal liaison between Clients and cross-functional internal teams, you’ll serve as the primary contact with Clients while managing strategy, ensuring project performance and most importantly, creating trusted relationships with Client stakeholders.

We need curious, non-traditional thinkers who are proactive, empathetic and detail-oriented project managers. Key day-to-day agency liaison responsible for supporting the development of creative solutions to meet established client objectives. Responsible for managing multiple projects across a variety of strategies and client contacts, to ensure all deadlines are met and quality solutions delivered. Digital experience related to websites, apps, content, social media, creative sales materials and/or advertising are all desired. There is an opportunity to prove you can handle increasing degrees of responsibility, providing long term career growth.

This is an opportunity to work remotely.

I'm Proud of 20 Years of Success As A Marketing Recruiter!

I'm very proud to have just passed my 20 year anniversary as a recruiter . . . What a ride! I can’t believe how fast it’s flown by!

I've survived, 9.11, the Great Recession and Covid! While 2020 was the worst year for earnings that I've ever endured in my (entire) professional career, I'm thrilled that 2021 has rebounded so incredibly fast. I’m grateful that my hard work, faith in my abilities, loyal friends, colleagues, existing Clients and my new Clients have all contributed to my resurgence.

I want to thank all of you who have been supporters all these years. Those of you who have referred friends and colleagues for searches as well as referred me to friends and prospective new Clients, are my lifeblood. I couldn't have made it 20 years, without your help and support!

I've been proud to help both my Candidates and Clients. I love presenting new career opportunities to those who aren't really looking or didn't know a career opportunity for them even existed. I get excited when I can help a Client replace, refine or expand their company's capabilities and capacity.

During all this time, I've enjoyed learning more about the worlds of digital advertising and marketing communications. One can't just "stand still" or be "content" with their knowledge of marketing . . . We all have to make the effort and devote the time necessary to grow and learn about new tools and tactics. Digital marketing is an ever evolving and expanding world. Trying to keep up with it, is time I love spending!

So, let me just say to any of you who've read this far, thank you! You've helped make my professional life, successful, exciting,  fulfilling and fun! Here's to many, many more years of "executive recruiting" and your continued support!

The Recruiting Market is Red Hot and Rapidly Becoming Candidate Driven!

What the difference a year makes! Employers are no longer simply driving the recruiting bus, picking up experienced and skilled employees. Candidates need to want to work for you (employer) as badly as you want them on board!

In a survey with ExecuNet (a leading Executive Recruiting resource), completed last week the results were surprising, if not downright shocking!

“We are hearing from more and more executive recruiters that the executive hiring market is very strong. Some compare it to 1999-2000 just before the “dot com” bust. That may be overblown, just glad things are moving forward.

The challenges of a strong marketplace is that it isn’t all good news for recruiters who work so hard to fill a position. It is clearly becoming a candidate empowered market.

A Robert Half survey from February, 2021 highlighted that 28% of candidates backed out after receiving a job offer:

▪ 44% received a better offer from another company
▪ 27% received a counteroffer from their current employer
▪ 19% heard bad things about the potential new company through due diligence”

One of the principles of interviewing is: “Know Your Candidate!” They have options.

Know if your candidate is interviewing elsewhere – a top candidate attracts other recruiters, so keep the pulse on all candidates you are seriously pursuing; you can be seen as a helpful part of their process.

Understand what competitors are offering – top candidates can be expected to attract top interest and you can build relationships to help them compare offers, so they can better make a decision.

Prepare for the Counteroffer – clear with the candidates early what their view is of a counteroffer and lack of longevity for anyone who accepts one.

Improve the way to extend offers – take advantage of the relationship between hiring manager (or recruiter) and candidate and be open, honest and sincere.

Help your candidates resign – enable them to leave graciously and professionally, it protects them and commits them to final closure.

Do you, the Employer, have the time and resources necessary to really develop the relationships and understand the nuance of a candidate’s career goals? Those are the (simple) elements that help the retention of high value candidates. It’s also why there are Executive Recruiters!

Give Bob a call to see how Bishop Partners can help you hire the most valuable candidates, in a timely way.

Recruiting Surges as Pandemic Recedes! It’s Recruiting Pandemonium!

The St. Louis Post Dispatch Headline over the weekend read, “US Economy Roaring Back”! Friday in the Wall Street Journal, “Jobless Claims fell below 500,000 last week for the first time during the pandemic as layoffs continue to decline.” It’s not only bars and restaurants who are having trouble hiring . . . it’s every (not any) employer who is interested in upgrading particular capabilities.   

The second week in January, 2021 Bishop Partners experienced an incredible, sudden acceleration of recruiting activity from our former and new Clients. It was exciting! We’ve already completed more searches this year, than all of 2020!

For example, in an agency or in-house creative group, those superior creatives, digital media planners/strategists/buyers, client service leaders or new biz developers are extremely difficult to identify and hire. They don’t watch job boards or apply for new positions. If they’re not working at the employer of their choice, being paid what they’re worth and professionally very happy, it’s their own fault!

When layoffs are planned and executed, employers don’t lay off their most valuable employees. They lay off those who are not great at what they’re doing or who’s comp level was just too much during Covid.

Companies are more methodical in the approach to hiring in that the openings are a result of analyzing the business model and organizational structure to key on personnel realignments, upgrades or replacements. With the vaccine rollout and a better understanding of how to mitigate surges than a year ago, companies are working feverishly to meet demand and expand capabilities (modern marketing), while also assessing where they can embrace remote talent in some departments permanently.

If you aren’t already, now is the time to be developing your hiring strategy for the rest of the year. Business is bouncing back quicker than anyone expected . . . don’t get lost in the dust!

To efficiently identify, recruit and hire the top performers in your industry, it’s smart to hire a professional recruiter who specializes in your industry. You want the position filled as quickly as possible.

Give us a call and we’ll be happy to discuss your needs and explain how we can be a resource for you.

No Time (or Staff) to Identify & Interview Job Applicants?

Are you posting jobs and being overwhelmed with applicants? No staff or time to properly identify and screen the best applicants? You’re not alone . . . We can help!

I know from recent conversations that many employers are not “waiting patiently” for Covid to become more “under control”. They are realizing that  the past four months have forever changed the way business will be conducted. Employment for the future has radically changed, almost overnight! Highly specialized digital marketing “specialists” remain elusive, yet in constant in demand. They’re difficult to identify, recruit and hire, even if you’re willing to let them work remotely.

Maybe you’re receiving “unsolicited” resumes. Do they just get “filed” or added to a database somewhere? Does anyone in HR have the time or expertise to screen them and determine if there might be an exceptionally talented or skilled pro who wants to work for your company? What if it’s a skill you really need . . . but you don't respond?

Client demand has helped us re-imagine new ways to support Employers’ Talent Acquisition and hiring needs. We’ve rolled out different ways for Clients to deal with the cost of recruiting search, by spreading payments over months or quarters. There are alternative options for payment, like Paypal, Zelle or Venmo. We’re open to finding even more new and creative billing/payment solutions. It’s a new world!

We’re also “Unbundling” the recruiting and talent acquisition workflow. We understand that your staff has been cut back. If you post a job and receive even 20+ resumes/day, assessing and responding is daunting. If your team doesn’t have time or expertise, we’ll help. Here’s a document that outlines the range of support we provide, if you identify the candidates (Unbundled Recruiting). We of course, would be happy to help identify and recruit your candidates from the beginning, if necessary. Let us know how we can best help you.

Meanwhile, take good care and stay safe!

Bishop Partners Celebrates 19 Years of Recruiting and Executive Placement! Thank You!

July 1 was the 19th Anniversary of Bishop Partners and my becoming an Executive Recruiter! This past year was both the best and the worst in some ways. It was the best professionally and personally, but Covid-19 has obviously had unbelievable impact on all of our lives and jobs.

Fortunately, this past year has been professionally excellent. I was worried that people (Clients especially) would think that my move to Florida, meant that I was retiring. Not even close! Fortunately, Barbara’s and my move for personal reasons has had little impact on my business. I’ve survived past recessions, terror attacks and social unrest. My experience and national reputation continues to be a strong foundation for Bishop Partners’ ongoing success. I’m thankful!

I want to thank all of you who have contributed to our success over these past 19 years. I wouldn’t still be here without your support, your positive feedback and your referrals . . . to both colleagues (Candidates) and Employers (Clients). Thank you!

Even though I had two searches cancelled at the offer stage in early April, I’ve been pretty busy. I have new Clients in St. Louis, Austin, Ft. Lauderdale and Las Vegas. That reputation (and maybe my blog?) has been responsible for conversations in the past six weeks about the strategic hiring of a company’s missing talent.

I’ve had conversations with Clients about a Digital Strategy Director, several about New Biz Developers, top grading for a VP level Media Strategist, a Director of Marketing and a Director of Sales and Marketing. A Former Client contacted me and asked me to start thinking about candidates who could be President of a new agency she’s launching. Someone will call and say, I’m interested in the best talent you know of in a particular specialty or vertical . . . recruiters with a specialty know who the most valuable candidates are (and the candidates know who the best recruiters are!). It’s rewarding to be a trusted resource!

I’m proud of how I’ve been able to help candidates with their resumes and a strategy for unexpectedly having to find a new job. It’s very satisfying to help someone take the next step in their career path. We all

Enhance Your Talent Pipeline - Now!

This is the perfect time to enhance your talent pipeline!  The situation caused by Covid-19, is unlike any other economic slowdown in history. It’s not driven by economics, but by biology. Just like SARS, or MERS or H1N1, this pandemic will end. We’re seeing encouraging signs of employment and the stock market rebounding. Even NYC has taken the first steps of “opening up”. There’s a cautious optimism about our economy.

Executive leadership teams are having strategic conversations about what to do as their business picks back up. Every furloughed worker will not be brought back. This is an opportunity to re-position, refine and “topgrade” those critical roles that will help bring your brand or company back and lead it into the future. ‘Bringing back’ is just the start. Creating meaningful strategy and innovations based on what will be a new reality, is essential for brand survival and growth. This is the time to scrutinize, refine and enhance your team for maximum efficiency and productivity.

Candidates have never been more accessible. They thought their employers had a very positive feeling about them. Many believed themselves to be ‘indispensable’. Many were absolutely stunned and angry, after having been furloughed or laid off. Now, they’re home, they’re answering their phones and have the time and willingness to re-consider their career futures. I know that many previously happy and engaged executive and employees are not so happy or engaged right now.

Before Covid, candidates couldn’t be reached, they were too busy or they were travelling to events or in meetings. It was difficult to have a conversation during work, if there didn’t happen to be a conference room or some other place to accept a recruiter’s call. Now is the best time (maybe ever) to contact top candidates. There’s time to find “the best of the best”. I’ve never had such a high percentage of candidates answer my calls and be willing to listen to and consider new opportunities.  The "Covid Side Effect"

Between telephone and Zoom interviews, we’re able to get a really clear picture of a person’s skills, experience and personality. The hiring process can often take 30 or more days . . . It makes sense to start, continue or re-charge the interview process, right now. Candidates want to hear about opportunities! They return calls promptly.

While I understand that this might not the time to bring someone on board, it is the perfect time to start to identify the pool of candidates (or create a pipeline) for other searches. There’s opportunity for more “first interviews” by video and phone.

There’s never been such a confluence of time, opportunity and availability, to get phone conversations started. Now is the best time we’ve seen in years, to build your candidate pipelines! Bishop Partners is trusted, experienced and ready and willing to help. Give us a call!

To Our Clients and Our Candidates, "We're Here to Help"!

I wanted to send a note of support and optimism, as business has stopped, literally overnight . . . we’re here to help you.  I agree with those marketing prognosticators and many of our Clients, who suggest that once this virus is under control and we approach ‘normalcy’, business and demand for marketing will explode with the pent-up demand that will have been simmering for months.  

Jobs will return to support that demand.  Whether laid-off or furloughed employees wait for their former employer to hire them back is an open question.  There will be new, better opportunities.   There are CEOs and Managing Partners all over, who are wondering “What will we do to staff properly for the future”. The most experienced executives are creating contingency plans, in case “their” employees have found a better opportunity.  The most sought after, data driven skillsets have changed and will be in high demand.  Opportunities will abound!  Brands will be hiring!  

I want you to know that I’m not just here for you when times are great!  We’re not going anywhere.  I continue to value our relationship.  I’ve got your back.  If there’s anything we can to do help, now or as business picks up, please let me know.  I don’t want to sound “mercenary”, because that’s not my intent.  I genuinely want to provide help and support in whatever ways I can.  

I’ve been in the recruiting and consulting business for a long time.  We’ve been through the dot com bubble burst, terrorist attacks and “The Great Recession”.  We've learned valuable lessons.

How To Future-Proof Your Career In A Fast-Changing, Unforgiving Global Job Market

Last week, I was interviewed by Jack Kelly, for an article in Forbes.  I was impressed with Jack's thinking and some of the subjects of his articles and/or blog.  Here's one of those articles, I thought especially on target and likely of interest to many . . .

We are living in a fast-paced, unstable time period where things change swiftly and dramatically. The corporate world is more dynamic and chaotic than ever. In our parents’ or grandparents’ generations, they would accept a job and hold onto it throughout the entire duration of their careers. However, those days are over and done with. The advancement of technology, globalization and the corporate view that employees are disposable have all changed the game. We can no longer view our careers as safe and sacrosanct. You can be sitting in your office chair this morning, happy and satisfied. Then, two weeks later, there’s a corporate-wide reorganization and you’re shown the door. You can be replaced by technology or a less-experienced, lower-cost employee. Your job could be moved to another country or your role could be deemed no longer relevant or required. The only constant is change.

It's critically important to start a plan to prepare for your future. It's career self-sabotage to believe that things will stay the same and that you’ll confidently climb up the corporate ladder. It's career malpractice to act like an ostrich, stick your head in the ground, hope for the best and ignore the reality of the changes happening around you. You need to be bold, confident and aggressive in managing your career in the face of uncertainty. It's not easy nor is it pleasant to think about, but you must do it. 

Here is how to start:

1. You need to change your mindset on several fronts. We all derive a sense of status from our career, the company we work for and job title. When you sit down at a family dinner or meet new people, you enjoy a little humble brag about what you do for a living. While that’s fine, you’ll need to divorce your ego attachment to your current career.

Why Hire a Professional Recruiting Firm for Executive Search?

With the span of companies we service ranging from start-ups to publicly traded global corporations, I’ve fielded the Client question, "Why hire a professional recruiter"? from many different persperctives. The answer is not one size fits all. Hiring executives in larger companies partner with me to strategically target talent during a period of growth, change or to confidentially replace leadership. Smaller family owned businesses or startups may need our help to plan for succession, market opportunities, advise on organizational structure or identify a role that will align and deliver business goals.

Here are a few reasons why a partnership with Bishop yields a high return:

1) Time is money. We streamline the process with an in-depth analysis of the client company keeping an eye on short and long term goals to clearly identify the role. Only the top candidates are presented so the hiring authority in evaluating key, qualified and interested people. Interview coordination and close contact during the hiring phase and on-boarding also tightens process time.   

2) Marketing is paramount in attracting top talent for your company. We’re representing your brand, strategic initiatives and big picture goals. Our approach is to communicate clearly the vision, history, and uniqueness of the company before discussing the role within.

3) The human factor is something to consider. Our candidates are making a weighty decision that likely affects family. Career moves are all about timing.  We’re experienced in balancing what is important to each party to bring about a mutually satisfactory, timely outcome.

Recruiting For That Data-Driven Art of Digital Marketing

The first quarter of this year is the busiest start to a year we’ve ever experienced!  We’re proud to have worked with a diverse Client base ranging from tiny start-ups to Fortune 100 iconic brands.  What’s struck me as most interesting is how the searches have almost all become focused on data driven digital media/online marketing skills and tactics.  Here are searches we’ve worked on or are still working, in the first quarter:           

            Design Director

            Dir. of Digital Advertising Operations

            Experiential Producer

            Graphic Designer

            Marketing Analyst

            Senior Client Success Manager

            Senior Creative Research Strategist

            Senior Digital Media Analyst/Campaign Manager

 

We’ve all known that “Big Data” and the targeting of specific customers, demographics or groups of prospective Clients, has been rapidly growing in use, effectiveness and efficiency.  This is the quarter when I’ve realized how truly ubiquitous digital and data are in customer or client outreach and engagement.  I’ve previously written about "FutureHire" and how digital skills were becoming a critical component of every search we’ve conducted for the past several years, but it seems to have hit a new level.

I’ve historically been as much a consultant as a recruiter to my Clients. My “target Client” is a small to medium sized, privately held company where support (or advice) is needed in marketing, advertising or digital media talent acquisition. In fact, a recent blog post, “Consultative Recruiting” (http://bit.ly/2yCQ6wf), speaks exactly to that.

Earlier this week I met with the CEO of a successful mid-sized agency that’s making acquisitions and expanding across the US.  He suggested that I start to specifically offer a “Consulting” practice to owners/principals of those small-medium sized Clients ($2M-$200M).  He believes that I deliver value during, open and honest communications with owners/principals.  He said “there aren’t many people we’re (CEOs and Owners) comfortable enough with to be truly honest in conversations.  Your communication style encourages that.” 

Bishop Partners provides “Recruiting and Consulting for Marketing, Advertising and Digital Media”.  We practice “Strategic Recruiting”.  We will quickly deliver skilled and experienced candidates for difficult positions at every level of your organization, up to and including succession planning for your most senior roles.  Please get in touch with me and let’s have a conversation about how I can help you identify, recruit and hire the premier talent that your organization needs. EOE

 

The Lines Between Consumer and Employment Branding Are Blurring

As the talent field has made the shift in its employer-brand focus from a “nice-to-have” to a “must-have,” there’s another significant trend that’s reshaping the way high-performing companies are communicating their mission, culture, and career opportunities.  It’s called talent branding.

Your talent brand is the highly social, totally public version of your employer brand that incorporates what talent thinks, feels, and shares about your company as a place to work.  Think of talent branding as employer branding 2.0.

No longer owned solely by recruitment advertising agencies or even human resources, talent branding is moving into the spotlight and sharing the stage with other branding, advertising, and marketing players and tactics employed by the savviest chief marketing officers. And they are applying the same rigor to the talent-brand development process as they do with any other high-stakes marketing efforts.

And, depending on the title on your business card, you may consider that a blessing or a curse.  It wasn’t simpler in the past, just more segregated.

Back in the proverbial day, consumers went to stores and job seekers went to the classifieds or the job boards. But in a digital world everyone is everything and goes everywhere. We are bombarded by content and channels and swayed by predictive technology, and seemingly unlimited options.

Hiring Skilled Employees is Extremely Competitive

1st quarter 2019 hiring trends indicate a robust job market that is highly competitive for talent acquisition. Companies who actively market themselves to attract and engage talent will set themselves apart. Talented professionals are researching the reputation of companies and their teams to determine if it is a potential fit. Further, candidates are paying close attention to feedback on candidate experience prior to applying. According to KellyServices.com and Linkedin:

• 75% of candidates research about firm's reputation and Employer Brand before applying for a job

• 83% of employers say that Employer Brand plays a significant role in their ability to hire talent
• 69% of candidates would not accept a job in a firm with a bad reputation even if that means being unemployed
• 97% of candidates who had a positive experience would refer others to apply
• 90% of global professionals are interested in learning about new job opportunities even though only 36% is actively looking

The Bishop Partners' team is constantly proactively targeting the talent pool to engage dialogue and market opportunities. Our proven track record of success over almost 18 years, brings the best people to the table for our clients while streamlining the hiring process.​​​​​​​  Our goal for acceptance of an offer by a candidate is 45 days.

If you need help identifying, recruiting and hiring critical employees for your company, contact Bob at Bob@Bishop-Partners.com!

Recruitment Strategies For Employee Retention

Recruitment strategies for employee retention became an important part of a conversation during a recent lunch, with a Partner/President of a new Client prospect. We had an engaging conversation about each of our businesses and what we each thought was the secret of our success. I appreciate a company principal  who’s willing to open up and have a candid conversation about what’s going well and of course, what’s not. That’s the basis of a strong, successful working relationship!

Later, I sent a note to thank this person for their time and to let them know how much I appreciated hearing what’s going on in their business. I was surprised and thrilled, when I received the response, “I really appreciate your thoughtful approach and desire to match agencies and people for the long-term—that’s not something other people in your industry are talking about.”

I was shocked to hear that, because I assumed that every recruiter would talk about how long their candidates stayed with their clients. I’ve always considered retention to be one of the most critical metrics to measure how well a recruiter performs. I know that my Clients agree with that!

Executive Search is an expensive proposition. The best ways to judge a recruiter’s value is by a) Do they consistently succeed with the search and b) How long do those candidates stay with that Company? Are they consistently promoted into more responsible or productive positions? If the recruiter consistently

Now Hiring, STL Client; Design Director, In-House Creative Leader

We're happy to have once again been hired by one of our regions premier brands for this in-house Design leadership opportunity.  They are feeling a sense of urgency and are interested in interviewing candidates as soon as possible.

General Description:
The key objective of this role is to ensure continuing design excellence – strategic and operational - in brand development across a growing portfolio. This means planning organizing and implementing consistent design principles and production processes to ensure that designs meet all brand consumer and production guardrails and objectives, both internally and externally.  

We’re looking for an experienced design leader to grow our team, while also continuing to be an individual contributor. Be responsible for consistent brand development strategy across diverse, yet “synergistic” elements. You’ll be able to build both great products and a great team.

As Design Director, you’ll provide mentorship and support to the other designers and project team members in your office with one-on-ones and reviews. You’ll also be responsible for presentation of design strategies and resulting executions to internal and external stakeholders, as needed.

Responsibilities will Include:
• Develop innovative concepts, create compelling design solutions and follow through to final delivery, on a wide variety of B2B and B2C marketing projects
• Collaborate with business partners, other directors, designers, copywriters, editors and developers to create unique, compelling, break-through work

Consultative Recruiting Expertise Adds Value

Consultative recruiting expertise adds value when an experienced recruiter meets with a company’s CEO, President, COO or other executive leader, to discuss how that company can accelerate growth. Consultative recruiting is essential for succession planning searches, or confidential searches or any search where a company needs a strategic leader, much more than a “worker”. Are you thinking about creating an “in-house creative capability”, for the first time?

Consultative recruiting is the difference when it comes to making strategic hires that have significant and long term impact on a business. Consultative recruiting is very different from “filling a job opening”, where one simply lines up a Company’s specific needs with a Candidate’s specific skills and experience. The time spent is directly proportionate to the value added.

This is a far cry from posting a job to ZipRecruiter, Indeed or some other niche job board and “hoping for the best”. Recruiters used to call that “Post and Pray”! The premier candidates never even look at job boards. If you try it a couple of times, it’s immediately crystal clear how inefficient it is. You’re lucky if even 15% of respondents are even remotely qualified for the role. Full employment makes hiring even more difficult!

Consultative Recruiting makes all the difference between hiring a “worker” and a committed, caring and ambitious contributor/leader. The worker simply works, the leader contributes and then influences their colleagues to contribute too. They search out additional ways to contribute. Working is easy, leading and consistently truly contributing is not. (Boutique or Specialty Firms have additional value!)