The Perfect Fit

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.

Hiring and Career Advancement in Today's Competitive Landscape

Hiring executives face several key challenges when finding new employees, especially in today’s dynamic job market. These challenges stem from rapid technological changes, shifts in workforce expectations, and competitive industry landscapes. Here are some of the principal obstacles:

Skills Shortages: A major hurdle is the mismatch between the skills required and the available talent. Many sectors, particularly tech and healthcare, face shortages in specific skills like AI, data science, and cybersecurity.

Attracting Top Talent in a Competitive Market: Competition for high-quality candidates, especially in industries like technology, finance, and leadership roles, makes it difficult to secure top talent. Established companies and startups alike offer competitive packages, making it harder for businesses to stand out.

Diversity and Inclusion: Ensuring a diverse candidate pool remains a significant challenge. Executives are under pressure to recruit underrepresented talent and create inclusive hiring practices, which involves overcoming systemic biases and finding qualified diverse candidates.

Cultural Fit and Adaptability: Hiring candidates who fit or add value to the company culture, while also being adaptable to rapid change, is complex. Executives struggle to balance hiring for cultural alignment while fostering innovation and diversity.

Remote Work Adaptation: The shift toward remote work has expanded the talent pool but also introduced challenges in assessing candidates’ abilities to work independently and manage remote teams effectively. Evaluating soft skills like self-discipline and communication is now critical.

Leadership and Succession Planning: Finding leadership talent capable of not only filling current roles but also providing long-term succession planning is a growing priority. Executives need future-proof leaders who can guide companies through technological and economic shifts.

Economic and Industry Uncertainty: Uncertainty in global politics, the economy, rising inflation, and evolving industry strategies and tactics, make it harder for hiring executives to predict workforce needs accurately. Companies are hesitant to over hire or invest heavily in talent during volatile periods.

Balancing Compensation with Budget Constraints: Offering competitive compensation packages that align with market expectations, particularly in high-demand sectors, can be difficult. Balancing competitive pay with budget constraints is a constant challenge for hiring managers.

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,