How nurturing your talent pool will ensure you thrive in the new recruiting dawn

With the number of new UK marketing jobs increasing by the week, its the altruistic recruiters who stand to gain the most

If you want your candidates to get the jobs you recommend them for, you need empathy.  An apathetic recruiter has no place in today’s evolving society, where sharing has become the byword for success.  Recruiters sharing?  Who’d have thought.  But as the UK exits recession and the pendulum once again begins to swing back in favour of the jobseeker, it will be the long-ball players (or visionaries, if you prefer) who benefit.

People buy people

Now, you might work for the greatest recruitment agency in the land, but if you’re missing the minerals you’ve got a short shelf-life.  Attrition rates in recruitment are notoriously high, accentuated significantly in the past couple of years.  So what happens when you move on from your agency?  Assuming you land another job will your talent pool follow you or will they stick with the agency?  Answer these questions to find out:

• When was the last time you contacted your community?  This needn’t be a phone call (although this is best) because these days there’s social networking to get messages out, which would, of course, be great if you can answer this in the affirmative:
• When was the last time you hung out with your jobseekers on Facebook; or what did your last Twitter message say to encourage your marketing folk to keep following you; or how many relevant connections do you have on LinkedIn and do you send them regular, relevant, status updates?
• Clearly you cannot meet all your prospects but how many social events do you attend, from which you can a) meet candidates you’ve placed and b) engage with new candidates – possibly your next placement?  Sharing a drink goes a long way.
• Do you contact applicants who may not be relevant for the role they’ve applied for but are possibly suited for something in the future?  Given the recent rise in job applications (relevant and irrelevant) it’s not expected that you contact everyone but courtesy is a virtue.
• Do you offer referral rewards to your community?  If someone you know recommends someone you didn’t and they fill your vacancy, do you offer anything to the referrer?  It needn’t be much but a bottle of champagne, for example, will be remembered.
• When was the last time you sent a candidate a piece of advice or an article you thought they might find interesting – for no immediate gain? 

Okay, so the above checklist is, I agree, somewhat idealistic.  I know the market’s been tough and finding time to sneeze has been difficult enough, but if you’ve only managed half the above you’ve done more than many.  And this is what you’ll be remembered for.

Communities, communities, communities

You might live in a village, a town, a travelling circus…: these are all communities.   If the recent economic challenges have taught us one thing, it’s that sharing is not just a common currency for development, it’s essential for survival, too.  Only a fool will forget the last two years, a period in which the entire staffing process has been rocked to its core.  Just because the jobs market is dusting itself down, it doesn’t mean recruiters should revert to ‘type’.

When it snows and your car’s in a fix, you ask a neighbour to give you a push.  When you’re baking a cake and you’ve run out of sugar, your neighbour will offer you a cup of theirs.  And when you’re gasping for a pint but you’ve left your wallet at work, you’re plucky landlord will see you right.  One day, these favours will be returned.  That’s the spirit of a community and it transcends across all walks of life, especially recruitment.  Or at least it ought to.

Recommend and thee shall prosper

Recruiters with tangible networks will succeed where those without, can’t.  As the jobs market untangles its horridly sticky web, no doubt the bum-on-seats brigade of pre-2008 will likely see a glimmer of sunshine.  But this will be a false dawn; for the short-sighted money-slaves almost certainly face a period of putrid purgatory before being unceremoniously dumped into the recycle bin of failure, resurrecting as either an altogether more considered staffing professional or, more commonly I suspect, the same being but in a different mask.

It’s who you know, not what you know, a wise man once mused.  And never before has a truer word been said.  Recruiters need to harness their relationships, build their knowledge-bases and plan not for the next day, but the next year.  Time has been against us – I appreciate that.  And I know any decent recruiter who doesn’t say he’s interested in money is a liar.  But this is 2010.  Things have changed.  Regression is futile.

If recruiter reincarnation exists – in whichever guise it chooses to manifest itself – villages and towns will whoop in glee at what will be a better, more sustainable, community.  Zippo Jar-Jar’s Travelling Circus will be pretty stoked, too.

What are your thoughts on community-building?  Recruiters, do you buy into this?  Jobseekers, do you get that ‘village feel’ or is there no room at the inn?

Simon Lewis | Editor | Only Marketing Jobs

 With the number of advertised marketing jobs in the UK now officially on the rise, can parity ever be achieved in the jobseeker-recruiter partnership?  Our gladiatorial galvanisation begins with the recruiter’s stance.

“I wish jobseekers would understand that…”

1. The goal of the recruiter and the jobseeker is exactly the same

“We want to give our client an exceptional hire and we want our candidate to have a long-term career opportunity,” enthuses Denise Matthews, director at executive search firm, diemconsultancy.  “For this to happen we all need transparency about what else is on the table, rather than shrouding our movements in secrecy.”  The relationship should be symbiotic.

2. Honesty is the best policy

“If you can’t make the interview, please let us know,” pleads Alana Carroll, manager of finance recruiter, Edge Recruitment Group. “If you have a counter-offer, fantastic.  You’re even better than we first thought!  Counter-offers make it is possible to manage your expectations for an even more positive result – if you just tell us.”

3. Pressing re-dial will just increase your phone bill

“Calling me three times a day will not help you find a job any faster,” harrumphs Adam Riyadh, delivery consultant at SOLA Group.  Lauren Muse, technical recruiter at Ideal Technical Services agrees: “We are recruiters, not miracle workers.  Jobs can’t be pulled out of the air.”

4. Multi-applies = desperation

Every recruiter can empathise with a jobseeker looking to advantage their career options.  But there is a limit to how impacting numerous applications can be.  “Dedication and tenacity are admirable traits,” opines Chris Colquitt, recruitment assistant at Venture Information Management, “but if you don’t have the skills or experience the role(s) require, then, sorry, but you just aren’t suitable.”

5. Recruiters are not mind-readers (although they do try)

“If you write ‘Associate’ on your CV without explaining what it is you are ‘associating’ about, I am unlikely to know what you actually do,” ponders Derren Brown Catrine Hostrup, client services manager at global business processor, Xchanging.  “And writing ‘I’m the best man for the job’ is not enough.  Where’s the context?”

6. We are not an extension of the Jobcentre

“We have criteria set-out by our clients,” protests Simon Gomez, manager at non-profit recruitment specialists, TPP Newman.  “Of course there are always transferable skills but in the [current] climate relevant experience and specialist knowledge is very important.  We are consultants to our clients, not slaves to the Government.”

7. Though we try, we’re not perfect

Okay, so the ‘prefect’ bit is a result of many recruiter’s own protestations but, at the crux, most will attest that no recruiter can cover an entire market – despite sometime claims to the contrary.  “If [we] don’t treat you as well as someone else,” sympathises Lee Young, director of global drinks recruitment solutions company, Fluid Fusion, “you should seek solace in our competitors.  You deserve that.”

8. There is such a thing as the ‘dumb project’

“Sometimes jobs really do get shelved for no good reason,” says Calum Harris, recruitment manager from multi-sector recruiter, DR Newitt.  “That’s the way it goes in the hiring process.  Don’t shoot the messenger.”

9. ‘Essential’ means ‘essential’

2009 recorded the most number of applications per vacant marketing job than in any other memorable year.  So whilst the hiring horizon for 2010 looks altogether more positive, the leniency for ‘transferable skills’ has been lacking of late.  And as the economy plunders towards some semblance of recovery, note caution in your application progress; as Peter Carter, senior commercial consultant at Temp Team defines: “[sic] If you apply for a role that describes a certain skill or trait as being ‘essential’ it really is a waste of everyone’s time of you don’t have that ‘essential’ element.  You aren’t going to make it past that CV sift stage.”

10. Your CV is part of your brand

With speculation mounting that video CVs are not far from becoming a mainstream addition to the application process it seems strange that some jobseekers are devoid even of the traditional CV.  But they are.  “Your CV is your calling card,” bellows Christopher Slay, director at employment solutions company, European Recruitment Agency, “get it right”.

11. We’re not overpaid administrators

The increase in job applications has multiplied since the new recession plunged unemployment to almost unprecedented depths.  In particular, the generic marketing industry has been badly hit.  For many recruiters fortunate enough to retain their jobs this has meant a seismic switch from new business development to an account management function, which not only affects bank balances but a change in ethos.  “Whilst it is easy to agree that common curtsey suggests each application be acknowledged by formal reply, this isn’t easy,” says Danny Aldridge, director of marketing and RPO recruiter, Space International.  “If we replied to every CV entering our mailbox – relevant or otherwise – we’d never get on the phone to clients.  It’s a Catch 22 situation”.

12. You really do need to stand out from the crowd

“Prepare, be prepared, research, then research even more” is the advice afforded by Karl Scrivener, managing director and talent acquisition specialist at technical search & selection firm, Aria Select Limited.  “No matter how good [recruiters] are at their job, if you don’t sell yourself through knowledge, enthusiasm and awareness of your prospect, we are in a position of weakness right from the start.”

13. It’s not personal

Amidst the hype, the myths, the frustration and conjecture, one common truth resonates: it really isn’t personal.  Recruiters aren’t ‘out to get you’ or ‘on a mission of renegade’; they are simply doing their job.  The reality is, though, that amongst the undoubted skulduggery in a small fraction of dubious quarters, recruiters have had a tough time of it lately.  Is this Karma?  Perhaps.  But actually, sometimes, just sometimes, there simply are just better candidates than you.

Jobseekers, do you agree with the points made here or are they way off the mark?  Has anything really got your goat?  Comments welcome.

Simon Lewis | Editor | Only Marketing Jobs

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Whilst UK recruiters cannot wait to see the back of 2009 the outlook for next year looks altogether more favourable, according to industry thought-leaders.

A recent discussion in the UK Recruitment Professionals LinkedIn Group asked for recruiter’s thoughts on their feelings on what was in store in the New Year.  The post received an almost unanimous vote of confidence.

The past 18 months has seen almost unrivalled challenges for the staffing industry, battling not only a downturned economy but also the emergence of social media, heralded during its inception as the complete antipathy to the traditional recruitment model – the anti-Christ to decades of relatively unchallenged prosperity.

“When the sea is rough, sail better”, pontificated Stephen Hart, owner of sales and recruitment training company, Edenchanges.  “I’ve worked with quite a few recruitment companies this year and continually I see that the solid basics of hard, professional and focused work and effort will ensure companies do well.”  And these are the key issues.

Undoubtedly, those recruitment agencies who chose the short-term aggressive approach above the long-tailed account management mantra will find that by mistreating their jobseekers and failing to properly consult with their clients, has probably nailed the lid on their coffin.  For the scurrilous vagabonds who have skulked our industry caverns for too long now, may be about to given short thrift.

Arrogance & complacency

“If there has been any silver lining to the last 18 months,” opined Stuart MacGregor, business manager at MacGregor Wilson Resourcing, “I think it might be fair to say that it’s wiped out a fair amount of arrogance, complacency and shoddy work in the recruitment sector and re-focussed many of us.”

Very few industry sectors have managed to avoid the recession, with even less managing to flourish.  Perhaps the earliest sign of the gathering storm was the dramatic drop in the number of marketing jobs advertised.  Perceived by many bean-counters as an unquantifiable expense, the creative folk have struggled more than most this year.  But the signs in this sector are extremely positive, with the number of visible advertised vacancies on the rise.

More jobs for recruiters

Jeremy Snell, group sales trainer at Spring Group Plc, is upbeat about the future: “The looks healthier for 2010 certainly, with recent news revealing that permanent jobs are at a 28 month high for November 2009.  I think also that there will be a lot more movement [in our industry], with a strong war ensuing for talented recruiters. Many firms cut their headcount by up to 30% (some also crashed out all together) and all have made noises publicly that 2010 will see that change.

This means next year will see a lot of recruitment firms attacking the market with renewed energy.  With many recruiters looking to change jobs, 2010 could be the year that brings home the importance to many businesses of their human capital.” 

All aboard the staffing carousel

So, interesting times ahead: Jobseekers can return from a well-earned festive break to a veritable alpine snowfall of newly-budgeted vacancies; recruiters can look forward to once again working with a smile on their face and a regression to the merry-go-round that keeps it all interesting; and hiring managers will be enjoying the benefits of tip-top talent, brought to them by the remodelled and battle-hardened recruiter.

To end John Reynolds, managing director of tri-sector recruitment specialists, Storm Recruitment Services Limited, simply enthused: “Bring it on.  I predict a riot”.  And I’ll propose a toast to that!

Simon Lewis | Editor | Only Marketing Jobs

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LONDON, UK, (Only Marketing Jobs – http://www.onlymarketingjobs.com), December 2009 – Only Marketing Jobs, the UK digital recruitment advertising platform, has announced that it has hired its first social media manager.

Kammi Hackett has joined the Only Marketing Jobs team to manage and control its increasing activity within the social media channels.

Simon Lewis, editor of the niche-sector job board said, “Only Marketing Jobs remains committed to building tangible relationships with its various communities.  Most marketers are social media savvy so we need to be where they hang out.  Developing our expansive social media engagement ensures our clients receive a fully integrated digital recruitment solution.  Kammi’s holistic approach provides additional dynamism to our team.”

Miss Hackett said of the appointment: “Having met the Only Marketing Jobs team at one of their own social networking events I was impressed by the enthusiasm they showed not only in their own products but the marketing and staffing industries as a whole.  The fact that I was hired via an event is evidence that taking online communities offline works.”

Miss Hackett is responsible for enhancing jobseeker and client communities via LinkedIn, Twitter, Facebook, Ning and Xing.

About Only Marketing Jobs

Only Marketing Jobs is a premier digital recruitment advertising platform specific to the UK marketing sector.  It combines automated digital processes with offline events and social networking, for integrated jobseeker & client services.

Further details can be obtained by emailing Simon Lewis, Editor, Only Marketing Jobs | simon@onlymarketingjobs.com

 You’ve got your marketing degree but what else should you be doing to ensure employers are attracted to you?

What are the biggest challenges facing university graduates who are looking to secure career positions?  More and more we are hearing about the graduates leaving university, unable to secure work at all, let alone in their chosen profession.  Whilst the number of marketing jobs and, indeed, graduate marketing jobs may be on the rise, competition is fierce.

You are in a better position than some though.  Marketing is a sought-after industry and thousands of marketing vacancies are over-subscribed with applications from people without any tangible knowledge at all.

So what more could graduates be doing to effectively promote themselves?

Here are six top tips to help you get started:

On-the-job experience

Qualifications are great but employers would rather combine these with life and work experience. Most marketing degree courses offer the chance to apply your knowledge in a commercial environment but if you haven’t managed to do this, keep trying.  A lot of employers have neither the time or the money to pay an intern but by offering them something for nothing or by being innovative it is amazing what comes up.

A great place to look for intern marketing vacancies online is Rate My Placement.

Organising your CV

Despite the current age of digital technology the common CV remains the key ingredient to any jobseeker’s application process.  And it should not be taken lightly.

Whizzing your CV off to email addresses and ‘Apply Now’ buttons is the easy part but once it reaches the intended destination you have no control over who reads it or what they gain from doing so.  Therefore, you need to ensure you have sufficiently and professionally optimised this sales tool.

Of course most recent graduates will only have a limited amount of work experience to add to their employment history.  It is important, then, to maximise what you say about yourself – your ‘softer’ skills.  This is where developing a fantastic personal profile and writing a compelling cover letter comes in.

Read how to write the perfect cover letter and produce an amazing profile via individual career coaching.

Social media

These days employers are as likely to find you as you are them. With more than 70% of employers admitting to checking candidate credentials online at some stage during the interview process, it is essential you are not only visible but visible for the right reasons.

You need to ensure that the information you post on your social pages is both accurate and sends out the right signals about you. This should be your first step to ensuring a good application strategy.

If you are looking for marketing jobs make sure you hang out in all the right places. Some good places to start are: LinkedIn, Twitter, Facebook and Ning.

Personal Branding

In any climate standing out from the crowd is essential. Simply submitting your CV is no longer good enough.

Investing time (and a little money) into developing the way people perceive you will set you apart from your competition. Are you dressed appropriately for the occasion? How sincere is your handshake?  Have you considered the impact of your non-verbal communication (NVC)?  These are a few of many essential elements in the compilation of ‘brand you’.

Of course, personal branding is not just about the way you look.  And it is not all about face-to-face interaction, either.  Your online presence is just as important. 

Above all though, personal branding is about confidence.

Learn more about developing ‘brand you’ and maximising your career chances with a personal branding expert.

Networking

Any marketer serious about their career needs to network.  Establishing and building contacts is essential to both personal and business development.  Online networking is, of course, a critical component to any progressive strategy but nothing beats face-to-face interaction.

You should look to attend as many marketing events, seminars, conferences and professional social occasions as possible – time and money permitting, of course.

Make no mistake, getting out there, showing people who you are, what you do and – most importantly – what you can do for them, is imperative to any jobseeker’s strategy.

Applying to suitable vacancies

The key word here is ‘suitable’.  Too many graduates spend their time applying for positions for which they are clearly unsuitable.  This is incredibly counter-productive and never pays off.  All you will achieve is a sense of under-achievement as the frustration of not hearing back from your application heightens.

When searching for jobs to apply to go for job titles such as Marketing Assistant, Marketing Administrator or Marketing Executive.  Whilst not everything is in a name this will provide you with some guidance.

As for salaries, most graduate-level marketing jobs start between £18-24,000 per annum, though certain disciplines will pay more.

Simon Lewis | Editor | Only Marketing Jobs

The number of advertised UK marketing jobs has picked up in recent weeks. With many of the industry’s leading experts predicting that we will see resurgence as early as Q110, is the optimism justified or should we continue to tread with caution?

“We’ve seen a huge increase in new briefs in the last two-three months, and there seems no sign of it letting off,” comments Charlie Jackson, sales director at marketing recruitment specialists, Jackson Rose. And Barry Furby, director of multi-channel recruiter, Fresh Resources, agrees: “The last three months have been the busiest for eighteen months,” he said.

But with recent news suggesting the Government were rather presumptuous in their parliamentary prognosis that Europe was on the road to recovery, are we in the midst of some profound piffle or has the marketing industry really stolen a march in getting back to work?

A wealth of riches

No doubt we remain in challenging times. There are still too many applications per vacancy and those clients who are recruiting continue to seek the ‘magic lamp’ from what they perceive to be an ‘Aladdin’s Cave’ of options; prepared to wait for the ideal candidate, rather than accepting any period of transition. And this is proving to be enormously frustrating.

Kate Ravenscroft at the Genesis Appeal has been looking for a marketing management role for more than twelve months.  She agrees there are more jobs being advertised now but believes genuinely transferable skills are being overlooked: “Recruiters are able to be totally arbitrary when culling before shortlist, meaning that flexible all-round experienced general marketers don’t get a look in.”  Kate believes this attitude might start to change by the beginning of Q210.

Transferable skills aren’t enough

Michele Jones, a marketing manager from Bradford is not convinced it is all good news.  She emphasises with those who believe employers only want to see applications from candidates with relevant industry sector experience.  “Even though I have a wealth of transferable skills I am not getting in front of employers”, she says.  “And I know this is annoying the recruiters, too”.  Furthermore, and “having seen it before”, Michele believes this time of year means the number of vacancies will recede.

However, Daniel Shaw, principle consultant at executive search & selection firm, PSD Group, is more upbeat: “Traditionally the final quarter of the year is the strongest”, he says “and if September is a good barometer, we are [moving] in the right direction”.  Whilst believing the jobs market has picked up Daniel does think some disciplines will take longer to recover.  “Employers are hedging their bets and lower salary, lower risk hires: areas such as account management, CRM and [business development], for example.  Events, branding and PR are still struggling”

Helping you prepare for 2010

So whilst the number of advertised marketing jobs appears to have increased in recent months there are factors to consider:

• Some marketing disciplines are more buoyant than others.  It may take a while for communications, for example, to stage a comeback;
• As far as you can target your applications within the sectors you have most experience in.  You are far more likely to receive interest from employers;
• Register with recruitment agencies with which you have a symbiotic relationship.  Remember they have felt the pinch this year, too.   As job levels increase you need to ensure your representatives understand your requirements; be flexible.  It may not be necessary to reduce your salary if you are prepared to commute further than you would like or undertake a role you might not otherwise consider;
• Seek out the contract/temporary roles beginning to emerge.  These can offer great experiences without tying you into a role you are not 100% keen on;
• Stay focused and upbeat.  The market is changing.  Remember that ultimately people buy people.  When you’re given the chance, seize it with zest and positivity.

The demand for marketing personnel is increasing.  Recruiters are beginning to pick up new roles from their clients.  Employers are looking to get ahead of their competition.

Now is the time to get smart, get focused, and get motivated.  Christmas is coming and the goose is getting is getting fat…

Simon Lewis | Editor | Only Marketing Jobs

We all know that LinkedIn rules the earth.  Well, it is certainly trying to do so.  Business folk circumvent this networking platform at their peril, for avoidance renders them conspicuous by their absence.

But just like any other product, LinkedIn is only beneficial if you know how to use it.  Virtuous it may be but just how much can it improve your personal development opportunities and, anyway, how do you use it to network?

First, let’s look at what you could do:

Courses of action

Suppose you are a jobseeker looking for marketing jobs.  What would be your usual course of action? 

1. Register your details with a couple of selected recruitment agencies. 
2. Type “marketing jobs” into Google and see what comes up.  You may also wish to determine a specific location. 
3. From this you’ll get a selection of advertised vacancies from job boards and recruitment agencies.  Or aggregators pointing to the same.
4. You may be an executive, in which case you’ll probably grab the Guardian on a Monday or, perhaps, you’ve already subscribed to a trade journal or two.

Whilst on the face of it these proactive job hunting methods are admirable, they are nothing new.  All your competitors are doing this; and right now there are many of those.

So here’s what you can do with LinkedIn:

Before you start, make sure your public profile is complete and up-to-date.  And this includes your photo.  There is little point engaging in the social media space and hiding under the sofa.  Show people who you actually are, not what you want them to believe.  Where’s the transparency in that?

Next there are your recommendations.  Who can endorse you?  Of course, these need to be business references, not something your ‘professional friend’ cobbled together.  Ideally you’ll have a collection of suppliers, clients, peers and managers. 

Are you a blogger?  Do you have your own blog page?  If so, set it to RSS into your LinkedIn profile – provided, of course, it complements (rather than contradicts) the image you’re trying to portray.

What we’re trying to get at here is that your profile is your sales platform.  You have no idea who views your page each day and if you get it wrong you could be missing out on some great opportunities.  Because unlike the four channels mentioned above networking is a two-way process.  You need to visible to people looking to find you as much as you need to be proactively punting yourself.  By getting it right, you really can maximise your exposure on LinkedIn. 

Once ‘social you’ has been established you can confidently commence your networking, which means putting yourself in front of as many relevant people as possible.  And if you are jobseeker you’ll be tracking down premier recruiters and, of course, direct employers.

Join a LinkedIn Group

One of the most constructive ways to network via LinkedIn (and any other digital space for that matter) is to join relevant groups.  This is where your peers, recruiters and potential employers hang out.  There are 1000’s of groups on LinkedIn so choosing the right ones can be a bit trial and error.  If you are a marketer, for example, you would join a marketing group.  Common sense.  Many groups are densely populated by friends across the pond, and whilst the US tends the lead the way technologically, they don’t half mind nattering about themselves.

Contribute to the Group

Once you’re in the groups, take part.  Social media encourages an altruistic culture so you should be giving more than you receive.  Start discussion and join in others, offering advice and passing on your knowledge.  People soon realise who the good guys are and you will be surprised who starts connecting with you.  If you have an interesting news piece, share it.  Benevolence this may be, but this is part of the networking.  Play the game right and you will be rewarded by the bucket-load. 

LinkedIn offers you the chance to send messages directly to the people with whom you wish to engage.  You already share common ground so with some clever content you can easily break the ice.  You can request people to join your network and they will oblige if they see some relevance.  By offering the opportunity to connect with your contacts you will initiate a two-way beneficiary.  Again, it’s about being authentic and transparent. 

LinkedIn search functions

There are various search functions you can implement to find the people you want.  The same process will help you uncover companies in your [skills] area that would be worth researching.  Before/after you apply for a job (via LinkedIn or not) why not seek some advice from people who are either working there now or who have in the past.  This will help you prepare your application and, where necessary, tailor your cover letter.  It will also provide useful knowledge at interview stage.

Make an impact

Don’t forget that the fundamental rule of networking is impact; leaving your contact wanting more.  You need to be as proactive as you are reactive; ensuring your online presentation is as good as it is during the offline meetings LinkedIn will undoubtedly afford you.

For more information about using LinkedIn view this LinkedIn user guide.

Simon Lewis | Only Marketing Jobs

60-second interview

As the UK emerges from recession there are worse places to be than Manchester if you’re looking for marketing jobs.

And to assist the North West jobseeker, there’s a networking event in Manchester arriving on 18th November.

I spoke with Dan Marshall, director of North-West based recruiter, Absolute Recruitment and asked his thoughts on the marketing jobs sector in Manchester; how his company is doing things differently; and what jobseekers can do to stand out from the crowd:

What is marketing recruitment looking like in Manchester?

The North West has always been a hive of activity for the marketing sector, with Manchester, Liverpool and Leeds emerging as critical hubs over the past fifteen years.

As the country emerges from recession, we’re already witnessing a massive surge of activity amongst employers keen to attract the very best marketing and online marketing talent. It’s a sad fact that marketing budgets are usually the first to suffer during economic downturns; the upshot though is they’re usually amongst the first to be reinstated as things start to look up. As a result, there are some hugely exciting opportunities in the region at the moment, particularly in the online arena.

How do you see the marketing jobs market going in 2010?

As confidence returns in the UK economy, companies are champing at the bit to push ahead with marketing strategies that may have become casualties of budget-cuts over the past twelve months. This will have a major impact on the numbers of marketing positions becoming available over the coming year. We are already seeing increased hiring activity across all disciplines, but for marketing jobs online specialists are in particular demand as many firms advocate cost-effective online strategies in the fallout of the recession. Good marketers should be looking around now to make sure they aren’t left behind.

What should a marketing jobseeker be doing to make themselves more visible to their audience?

We work in the most innovative, creative, exciting industry in the world. Mediocrity stands out like a sore thumb. Marketing jobseekers need to remain creative, vibrant and enthusiastic and be able to demonstrate this to prospective employers. Just as importantly though, they need to appear business savvy and at the forefront of technology to ensure they stand out, especially when so many excellent candidates are looking for new opportunities. Jobseekers need to be avid users of Social Media and remain proactive in their careers – whether that’s via networking or by keeping up to date with the latest marketing processes and techniques.

What innovative steps is Absolute Recruitment taking to ensure it remains competitive?

Absolute is constantly updating its brand and publicising itself via Social Networking; recommendations; and getting the brand out there via meeting marketing professionals, both client and candidate side. Because our Consultants are still business hungry, our brand remains competitive – we are always developing business relationships ensuring our name is constantly out there. We market ourselves out via Email Campaigns, attending events, speaking to the public, Social Media and developing our own Media Tools.

Why are you sponsoring the Manchester Link-up networking event?

The North West has historically been associated with the Industrial Manufacturing, but the past thirty years has witnessed a massive image shift for the region, with North West companies trailblazing the way in the Marketing Sector. As a company, Absolute Recruitment UK Ltd has always been highly sensitive to the recruitment market and we can see great things happening in the Marketing sector at the moment. Events like the Manchester Link-up are the very best way for companies and jobseekers to ensure they remain at the forefront of this exciting industry, and Absolute are proud to support it.

Events in Manchester

If you would like to meet the Absolute Recruitment team, increase your career opportunities and make new marketing contacts please join us at the Manchester Link-up jobseeker and networking event on 18th November.  Ticket price includes food, the chance to register with some of the North West’s most celebrated recruitment agencies and the opportunity to speak with direct employers who are hiring right now and using this event to find people like you!

Simon Lewis Editor Only Marketing Jobs

Midlands employers who are struggling to find good quality sales, marketing and creative job seekers should look to specialist recruiters for assistance. Well what else would you expect all at Swindale Parks to say! Except we didn’t say this, these are the findings of a recent joint survey by the CBI and accountants KPMG. The research, conducted recently discovered that 40% of the Midlands businesses are having problems recruiting the right Sales, Marketing Creative talent.

As it has been for a number of years a skills shortage remains an Achilles’ heel for the region. Even though jobs are being lost and recruiter demand has fallen, Midlands businesses are complaining that whilst they aren’t short of applicants they are struggling to find the right calibre of job seeker to fill their vacancy.

Research aside and whatever the economic outlook at Swindale Parks we firmly believe that as a specialist Sales, Marketing Creative recruitment agency we can bridge the skills gap and find the right candidates, whilst allowing our clients to do what they are best at focus on their business.

www.swindaleparks.co.uk

“What an excellent, excellent site!  Found a job and had two offers, in fact.  This job board is better than anything I’ve seen or used – even in the USA.”  Mark Laing, Account Director

JOBSEEKERS can benefit from a range of new services including:

•  2,000+ UK marketing job vacancies advertised each day by recruiters and employers
• Easy-to-navigate registration pages and job searching functions
• Reduced tickets prices on leading marketing training courses and events
• Engagement in multi-tiered social media strategies
• Career coaching by internationally-renowned industry experts
• Apply for jobs and earn cash bonuses through the Referral Reward scheme

More than 700 marketing professionals register their details with Only Marketing Jobs every week, recognising it as the no.1 site for marketing jobseekers serious about their careers.

http://www.onlymarketingjobs.com