Tag Archives: recruiting

Jul08

How To Be A Dream Candidate For An Ad Agency Recruiter

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Agency life is crazy, yet exciting—exhilarating, yet competitive. And for talented young professionals embarking on success in the ad space, here’s what you need to know to get your foot in the door.

Understanding the Hiring Process

During the interview and hiring process, your main point of contact will typically be the recruiter, a representative and gatekeeper of the company who scouts top talent. The recruiter’s role in the process is to determine how qualified a potential candidate is for the position on behalf of the hiring manager.

Depending on the level of authority, a recruiter can influence the decision to hire a new employee during any step of the hiring process, from the preliminary screening stage to the final stage of selecting a candidate and extending a job offer. Impress the recruiter and you’ll be passed along as a recommendation to the hiring manager.

Amy Farrell, a highly experienced marketing agency recruiter, has reviewed thousands of applications for all types of positions with top agencies. Farrell shared with Onward Search, a leading digital marketing and creative talent staffing agency, that the following distinctions make applicants stand out:

  • Updated network-growing LinkedIn profile: Detail skills and accomplishments. Optimize your profile with industry-specific keywords and add relevant certifications or courses.
  • Research & homework: Know the types of clients, key differentiators and job description for the company.
  • Clear & concise resume: Avoid a scattered resume layout with no flow or order. Ensure it’s free of distractions, readable and organized.

Value of Internships

Although an eye-catching resume format attracts a recruiter’s eye, it’s ultimately the content that secures an interview. Internship experience provides resume-building, real-life work experience, career insight and networking opportunities.

Natalie Gillhouse didn’t fully understand what the public relations field entailed until she interned at creative advertising agency Youtech & Associates. Equipped with a few academic principles and theories in PR, Gillhouse was thrown into the agency environment as part of the Youtech team. Gillhouse researched clients and extracted newsworthy information to write press releases. Her greatest out-of-the-classroom lessons were how companies sent out press releases to media outlets and the role of social media to grow a business.

Last summer Devin McGuire was a Boston University senior who learned as an account management intern that “collaboration is an essential part of the advertising world,” according to Internships.com. At advertising and marketing agency Ferrara & Company, McGuire ensured creative projects were on schedule, tracked market trends and researched brand competition. But among the various tasks, experiencing the effects of collaborative teamwork and flexibility during ad production was most noteworthy for McGuire.

Both Gillhouse and McGuire can use their experiences of submitting press releases and collaborating with teams as marketable stories to share with potential employers. Internship work is preparation for the workforce and offers a launching point for a promising career path. Explore the variety of internships available through your university or the CreativeInterns network?

Creative Talent Needs

Creative talent is at the heart of a business, and the ability to adapt to a changing world helps a business grow. Cutting-edge ad agencies need young creative stars with innovative minds and an educational foundation. A business degree in advertising or marketing serves as the cornerstone for a young person’s prosperous career. With so many options for receiving an education, ambitious advertising trailblazers in-the-making can start to embrace their talent starting in school.

Beyond a degree, what are industry power players looking for? Ad Age discovered the following:

  • The ability to produce a series of powerful, smaller ideas can be bigger than a single big idea. (PJ Pereira of Pereira & O’Dell)
  • Fantastic storytellers and a craft for creativity can lead to success in advertising. (Susan Credle of Leo Burnett)
  • Industrious young creatives know how to use the cool tools for executing an idea. (Con Williamson of Saatchi & Saatchi)
  • Writers need to frame an argument and persuade me. (Rob Schwartz of TBWA/Chiat/Day)

Also, portfolios adorned with confidence, versatility and a forward-thinking aesthetics stand out. And as for the candidates, ad agencies look for a good heart, interesting points of view, a diverse background, soulfulness, digital space fluency, a curiosity for technology and a Swiss Army knife skill set.

Article contributed by Paige Calahan from SocialMonster.org 

Jun22

How to Stay Sharp at Your Internship

keep calm

Since most internships last an average of 3-6 months, you don’t have time to waste! In that short amount of time, you’ll want to squeeze in as much knowledge and experience as humanly possible.

In order to keep your ideas fresh and sharp, here are some tips I’ve found useful at my internships:

Brainstorm

If you have weekly meetings with your team, take advantage of them. This is your chance to bounce ideas you have off of others to see what sticks. This is especially useful if you’re responsible for a weekly task, such as blog posts, since you’re bound to run into at least one roadblock. Asking others in passing for ideas is simple and pays off.

Read the news

I found a lot of my blog and social media content through internet inspiration. Staying on top of current events gives you an extra edge because the content you write or ideas you suggest are relevant and interesting to others – some may not even know about it yet and you get to be ahead of the curve.

Observe

All too often I realize that I’m spacing out rather than observing my surroundings. By being aware of what’s around me and studying human behavior, nature, new architectural developments, I’m able to gain inspiration from very unlikely sources.

Do new things

This one is a double whammy. Obviously, you could learn something new and shed light on a world you’ve never experienced before. The kicker is that you can learn something about yourself you never knew before, which can have a dramatic affect on your thinking. For instance, when I started taking kickboxing classes, I discovered that I’m able to withstand a lot more physical torture than I had previously thought, and that truly shattered the invisible barriers I had set for myself.

Written by Diane Ly

May18

Attract More Applicants To Your Job Postings

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Applicants want to be more informed these days about the companies they apply to. With all the online resources available to job seekers such as Glassdoor, Linkedin and YouTube, it is easier than ever to learn about an employers’ culture and work environment. Written reviews and videos are often published about businesses on their company websites.

But how do you differentiate your open positions from all other written job descriptions listed online?

Here are some tips to make sure you have the best possible written description available for posting to online job boards and websites.

Get Specific. When posting job opportunities on career sites, add specific details to the description including: hours, location, office environment, and commission structures, reporting structure and day-to-day duties and activities. If the position requires someone to be on the phone 3-4 hours a day then indicate that in the description or if the ideal candidate is expected to be out of the office attending events 3 nights a week then it is best to include this type of information in the description. Applicants that enjoy going to events and talking on the phone will be more likely to apply to your position.

Get feedback from others. If you are writing the job description, get specific input about the position requirements from others at the company. For example, talk to an employee currently in the same or similar position. Whether you are updating a job description or hiring for a new role, make sure to ask others in the office for feedback on what the job description should include. Companies often change as they grow and new duties arise out of these changes. Stale job descriptions that do not match up with the actual position can cause confusion for new hires and the managers they report to.

Be authentic about what the position requires. Capture and list a couple quotes from current employees talking about why they like working at the company or what’s unique about being an employee for the company. Maybe you have awesome daycare resources for employees or offer split shifts to help employees improve their quality of life.

List learning and development opportunities. Highlight any training programs or education reimbursement your company provides in the description. Some job seekers will leave a current employer for an opportunity to gain an advanced degree. Others seek an opportunity to learn new things and possibly get promoted.

Offer a paid internship program. If you have an internship program, nothing increases the applications like the word “paid” on the job description. Event if you just offer a paid stipend, it can increase your chances of more applicants for your postings. If you are looking for interns, watch this video by Marc Scoleri, CEO of CreativeInterns.com Tips To Hiring Kick-Butt Interns.

Build a talent pipeline. Create a quality internship program that shapes and develops the kind of talent you need for your business. Read this article about 10 Things Your Internship Program Should Include.

Apr30

Want to Save Money? Employ an Intern.

Image courtesy of: 401(K) 2013

Save time and money by taking on an intern. Train a potential new hire for minimal costs. Sourcing interns saves you the time of adding someone to payroll only to discover they are not a fit for your company. This results in wasted money and time.

For example, “entry-level salaries in the field of Public Relations average in the low $30,000 range” according to PayScale.com.

This is the amount of money your company could save by taking on interns and training them to do the job. Even if you offered your interns a small stipend you would still save on employment costs. Stipends are great because you can offer the student some compensation without strain on your budget. Although most interns are willing to take on unpaid internships to gain experience, offering a stipend makes the deal a little sweeter.

An intern is an investment for the student and your company. The intern will gain valuable real world work experience and you will have the advantage of developing your company’s next super star. Intern development works for you and the intern. After spending 12 weeks with your interns you will have formed a relationship and know if this person is right for your company and the intern will have the opportunity to learn from a professional in their desired career field. Even if at the end of the internship program you are unable to offer employment, you will have been a part of helping a student’s professional growth.

Most interns who have had great experiences with an internship program tell their friends or classmates about it. Interns will likely know other students who are looking for an internship. The intern becomes a recruiter for your company via word of mouth advertising saving you money on recruiting costs.

“The average cost to recruit new hires  can range from $2,906 to $5,054” according to NACE’s Recruiting Benchmark Survey.

This is the amount of money your company could save by having an intern who has favorably completed a program at your company and is offered employment. Also, think of the time it takes to recruit, hire, and train a new employee. According to NACE the average time from interview to hire is 22.5 days. This is longer than the amount of time that it would take to bring in an intern.

So maybe you’ll get your next rock star employee or maybe you’ll just get to develop a student’s talents for their future, either way an internship program is an ideal way for your company to save money and get the job done.

Written by Monique Skinner

Apr23

10 Things Your Internship Program Should Include

Internship Program

Image courtesy of: @boetter

Starting an internship program is a great way to help a college student gain experience and get work done at your company for minimal cost. Interns often have several choices of where they wish to intern. In order to be sure you attract the best intern candidates, here are some things you should consider:

1. The Basics

The schedule should be clear but flexible since most interns are still in school. How long will the program last? Be clear about start and end dates.

2. Compensation

If your budget allows interns will appreciate a paid internship even if it’s a modest wage. For example, “The Metropolitan Museum of Art offers forty-one paid internships for undergraduate and master’s-degree students each year.” However, most internships are unpaid so focus on the experience the intern will gain or consider offering a stipend.

3. Perks

Giving interns free lunches on the days they are in the office.Transportation reimbursement on the days they work is also another nice perk. Consider offering interns a bonus for achieving set goals. Write a letter of recommendation at the end.

4. Meaningful Work

Try to offer an Internship that fits their academics and career goals. “The Juilliard School sponsors a Professional Intern Program that is a practical “hands-on” experience working directly with technicians and administrators in their respective fields.” Assign duties that will develop their knowledge and abilities. Create an outline of what will they learn and what skills will they gain.

5. Good Rapport

Invite interns to meetings and other company events. Make them feel like part of the team.

6. Supervision

Have someone who is available to answer questions and offer assistance. Don’t leave them hanging or feeling lost.

7. Instruction

Let the intern know what needs to be done, but allow for creativity and suggestions. Help them develop their ideas.

8. Assessment

Offer feedback to make the learning experience more valuable. If they are weak in an area give constructive criticism and tell them how to improve. Create an evaluation form like CreativeInterns.com has to rate performance and if they are doing a good job let them know, they will appreciate hearing it.

9. Comfortable Environment

The intern should have their own workspace and supplies so they are not disrupting others. Encourage other staff to be friendly and helpful.

10. Honesty

Let the intern know what to expect from the the program. Make no promises. The program should be a rewarding experience for both the employer and the intern.

Written by Monique Skinner

 

Apr02

How Does an Internship Program Benefit Your Company?

Image courtesy of: thetaxhaven

Internship programs benefit both interns and employers. The intern gains hands on learning experience while the employer benefits by saving time and money. Here are some ways an internship program can work for your company.

Internship programs provide you the opportunity to see the talent of potential new hires. Because you get to work closely with an intern you will see first-hand what value they will bring to your company. Supervisors can observe their intern at work and review their work habits,strengths/weaknesses, and ability to fit in with the company before making an offer of employment.

As an employer, you can pre-screen talent by using an internship program. Weeding out those who are not a good fit for the position or the company will save you the time of hiring someone and later finding that person is not passionate about their work. Sometimes interns take on internships as a way to help them decide what they really want to do. You will be able to tell from working with an intern if this is someone who is worth adding to your team. Through an internship program you will have a group of fresh talent to train and develop into valuable members of your team.

Interns are ideal for small businesses because they want to gain experience and are willing to perform everyday tasks that full time employees may put aside for lack of time. If your full time employee is tied down with meetings, calls, or reports an intern can perform research and administrative tasks giving employees more time to focus on other important business.

Interns can become word of mouth advertisement for your company. If an intern has a positive experience in a program at your company they might tell their friends who are also looking to intern. The intern has just done recruitment for you and you didn’t have to lift a finger or spend a dime.

You can sell your company as the “it” place to begin a career. Having interns keeps your business fresh and shows that you are willing to take on up and coming professionals in the workplace. Your intern can offer new ideas to your company. College students are tech savvy and more up to date on social media and can offer ways to incorporate this into growth for the company.

Internships are a low-cost way of training potential new hires. You can train the intern on all aspects of the position without spending money on hiring someone and training them only to find out they are not going to work out. So, having an intern is a win-win. The intern gets real work experience and the employer saves money, time, and could possibly gain a future superstar employee.

Written by Monique Skinner