Should You Be ‘Future Proofing’ Your Marketing Career?

Experts say that younger generations of workers will be less loyal than their parents, moving from job to job and company to company in order to focus on developing their own careers. Whether this is true or not, with marketing being such a rapidly-changing industry it can be useful to know how to ensure your […]

Experts say that younger generations of workers will be less loyal than their parents, moving from job to job and company to company in order to focus on developing their own careers. Whether this is true or not, with marketing being such a rapidly-changing industry it can be useful to know how to ensure your marketing career will stand the test of time.

Thankfully, a recent article on Business2Community offered some thoughts on the issue and suggested the trends that marketers will need to be aware of if they are to remain relevant over the next 5-10 years of business:

1. Immersion: the fourth marketing revolution

As the article explains, so far we have witnessed the three main digital epochs: Presence (thanks to the Internet); Discovery (thanks to search engines); and Utility and Service (thanks to mobile technology and social media).

However, the fourth epoch – driven by wearable tech and augmented reality – will be Immersion, focusing on getting people more physically involved in fun, virtual experiences. For marketers, it’s a good idea to start learning all about the subject now, as with Oculus Rift due to go on sale next year it’s likely that it will become a reality sooner than you might think.

2. Internet safety

Thanks to the complexity and therefore vulnerability of the Internet, the past 12 months or so have been filled with incidents of hacking and security breaches – and unfortunately, things are likely to get even worse.

So if you’re looking for a real USP to use in marketing campaigns, rather than just worrying about aesthetics and packaging, brands will also need to reassure consumers that they are in safe hands when doing business with them – ie. putting a ‘digital buffer’ around their company.

3. Content comeback

Content marketing has been big news over the past few years, but has now become a little stale and over-saturated, meaning that many of us no longer actively absorb it.

In the near future, content will still be important – but it will be everywhere, as technology develops to bring the Internet all around us, from wearable tech to displays on almost any surface. Another difference is that soon, the content that we read could even be generated by bots, not humans.

4. The end of Big Data?

…as we know it, at least. Big Data won’t exactly disappear, but it will evolve so that data scientists may perhaps have a lesser role than they do now. As more marketers and businesses learn how to make sense of data, and new services emerge that can help them find answers to even the most complex of questions, the enigma of Big Data will be broken.

5. Training and education

As previously stated, the marketing industry is one that’s developing faster than perhaps anyone could have anticipated. But unfortunately, education doesn’t always advance at the same rate, meaning that many graduates are leaving university without the most relevant knowledge and experience.

With that in mind, younger workers are likely to have just as much to learn about new technologies than their more experienced counterparts. As well as the basics, modern marketers will need a grasp of analytics, digital marketing, content creation and community management, to name just a few – and companies may need to invest in training to ensure these skills are obtained.

What other skills do you think are necessary to future-proof a career in marketing?

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you’d like to have a confidential chat then get in touch with us by clicking here. 

What Does Your Company’s Online Presence Say About Your Employment Brand?

Having an effective employment branding strategy in place can greatly improve a company’s recruitment efforts, an article on Accolo reports. And with negative employee criticism now able to spread rapidly over the internet, this has never been more important than in today’s digitally-focused world. The job market is now also particularly “candidate-driven,” the article states; […]

Having an effective employment branding strategy in place can greatly improve a company’s recruitment efforts, an article on Accolo reports. And with negative employee criticism now able to spread rapidly over the internet, this has never been more important than in today’s digitally-focused world.

The job market is now also particularly “candidate-driven,” the article states; which means that strong branding can help attract the best talent to your company.

Whereas in the past companies could simply advertise a vacant position, today’s highly skilled and media-savvy candidates expect a little more effort from recruiters. Professionals tend to receive multiple messages from a number of recruiters, and are fully aware if their skills and experience are particularly in-demand.

This means that they can often be more selective about which organisation they wish to work for. And companies that fail to make their voice heard – or presence felt – in the online job market, could miss out on the best candidates.

The best way to do this is to positively communicate your working environment to potential candidates. Highly skilled jobseekers, the article claims, are looking for more to life than just paying the bills – they want to feel that they are a part of something.

Therefore, your ’employment brand’ should convey that your company gives workers a high level of job satisfaction, and provides a rewarding career opportunity, the article advises.

A good idea is to look at your company’s web-presence, and assess any faults that may dissuade a candidate from wanting to work with you. For example, a survey from Monster shows that candidates are put off of a company that makes grammar or spelling mistakes in their vacancy ad – so make sure that you proof-read anything that you put out to the world.

Furthermore, figures from JobVite reveal that 40% of jobseekers in their thirties will use social media when searching for a job. This means that your social media presence should be up-to-scratch, and tie-in with your company website and overall branding. This creates a consistent employment brand – something that jobseekers will quickly see through if there are contradictions in your company’s message.

You could also ask yourself these questions when looking at your web presence from an outsider’s prospective:

“Does the content give you a sense of company culture?”

“”What impressions are left on you by the various online communications (including social, company website, job ads and promotional content)? What does it all amount to?”

“Would you feel encouraged to sign up to the company’s social page to stay up-to-date with job opportunities? Would you know how to do this?”

The final piece of advice is to integrate the use of social media into candidate/company relations. If your employees promote vacancies through their own networks, then the brand becomes visible to professionals who are already connected with your staff or industry. This can only be a good thing, as it allows your talent network to grow organically through recommended contacts – and candidates approached in this way are far more likely to want to work for your company.

What do you make of this advice? Does your company have a strong employment brand?

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you’d like a confidential chat about your personal or business brand presence within the hiring market then get in touch with us by clicking here. 

How To Manage Increasing Hire Costs

Hiring is set to increase in the coming year, but human resource (HR) funding is expected to stay the same. Unsurprisingly, this trend is likely to force HRs to “do more with less,” according to Paul Petrone from VoiceGlance, writing on Business2Community. He believes that the cost-of-hire shouldn’t be a priority concern for recruiters. It […]

Hiring is set to increase in the coming year, but human resource (HR) funding is expected to stay the same. Unsurprisingly, this trend is likely to force HRs to “do more with less,” according to Paul Petrone from VoiceGlance, writing on Business2Community.

He believes that the cost-of-hire shouldn’t be a priority concern for recruiters. It is more important to measure the quality-of-hire, because this will make the overall difference in a company’s profits and performance. Nevertheless, hiring costs are still a concern that will require HR professionals to boost their output with limited resources. Although this sounds challenging, it is possible to achieve, Petrone stated.

The first thing that HRs must do is to focus on force multipliers, as tight budgets make increasing HR staff impossible. Thus, the only way to boost outputs is to make current employees more efficient. The most appropriate way to do this is by adopting technologies that make efforts more productive, advises Petrone.

A good idea is to use software able to perform screening interviews on behalf of recruiters. In this manner, a talent seeker can distribute interviews which will be received by all applicants. Then HR can simply assess the answers, and if the answers are transcribed or recorded on a complete log, the information can be directly delivered to the relevant department.

If such methods are not used, time limitations will become a burden for the HR team, Petrone said. Recruiters might only interview ten candidates before selecting one, rather than considering the whole pool of applicants. Additional interviews, time spent making phone calls that don’t get answered, and the possible loss of notes that have been taken, slow down the process even further.

Although technologies improve efficiency, recruiters are likely to face resistance in the process of such adoption, which can come from both internal and external sources, Petrone warns. Inbound resistance can be a result of employees’ perceptions that the new methods will make their functions dispensable. And although this is somewhat true, there is an upside to it: recruiters will now have more time to spend on strategic and high-priority tasks.

External resistance is also something to keep in mind. However, Petrone believes that this issue is unlikely to be paramount. Even though adopting new software is commonly associated with additional costs, good leaders are expected to support such efficiency solutions. This is especially true in cases where new software enables employees to focus on their priorities.

Petrone concludes that boosting output is almost impossible without changes to either the number of HR employees, or the tools that they are given. HR departments are currently in a state that requires more technological solutions, such as VoiceGlance. Otherwise, the high employment targets will stress and overwork recruiters, Petrone said.

How do you feel about software being used to handle the interview process? Can it be more (or less) effective than human interaction?

To see our latest B2B marketing and creative jobs please click here for more information.

Why Interviews Don’t Always Lead To Job Offers

When it comes to making a job application, the many stages of the recruitment process can prove tiresome for a lot of candidates. But for those who make it to the final interview stages, it can be especially frustrating if they are not then offered the position in question. Despite having the best intentions – […]

When it comes to making a job application, the many stages of the recruitment process can prove tiresome for a lot of candidates. But for those who make it to the final interview stages, it can be especially frustrating if they are not then offered the position in question.

Despite having the best intentions – and perhaps even qualifications – many candidates will wind up with nothing but friendly advice and no tangible job leads. So what are the reasons for this? Why are some people so successful in interviews, whereas others aren’t? A recent article on Forbes suggests some reasons why interviews don’t always lead to job offers – take a look and see if you agree.

The ‘Rebound’

When looking for a career change, it can be easy to fall into the habit of bad-mouthing your previous job – sometimes even the employer themselves. Whilst your interviewer may want to know your reasons for leaving your old job, you shouldn’t make them feel as if they are the ‘rebound’ option; that is, the job you jump into to recover from your old one.

Instead, speak positively about your old career and describe what you have learned from it. Say that you are pro-actively looking for something else, and explain that this opportunity – which you have a genuine interest in – would be the ideal alternative.

Promising to Learn

If a candidate is lacking in certain skills that the job requires, they often promise that they will pick it up quickly – but this calls for the employer to take a leap of faith that this will be delivered.

It’s more advisable for applicants to come to the interview with an existing strategy that relates to the job in question. This will show that they understand and can handle the job, and demonstrates existing knowledge rather than simply a blind promise to learn.

Mistranslating Your Experience

Contrary to promising to learn, is giving the impression that you think you know too much. Just because you have experience in a particular field or industry, this won’t necessarily translate into the particular role that you are applying for.

By not showing awareness of how much you still need to learn and develop, candidates risk coming across as naïve – or worse, arrogant. By all means show off your expertise, but don’t make sweeping statements or claims about knowing more than you do.

Not Allowing for Culture

Different companies and industries will have their own values and cultures; whether that’s how they dress, how they communicate or how they conduct meetings. For example, marketing and media professions tend not to be as corporate as those in banking or finance.

When you attend an interview, make sure that you have considered the culture of the company and how you can fit into or adapt to it. These ‘soft skills’ will be assessed by your interviewer just as much as your professional qualifications.

What other factors do you think can dictate the success of an interview?

To see our latest B2B marketing and creative jobs please click here for more information.

Why You Should Be Calculating Employee Turnover

Tracking employee turnover is something that every business should prioritise. We came across this statement while reading a blog by OfficeVibe growth manager Jacob Shriar the other day, and we couldn’t agree more. He believes that companies must not only monitor this metric, but also do everything possible to reduce it. Turnover can place a […]

Tracking employee turnover is something that every business should prioritise. We came across this statement while reading a blog by OfficeVibe growth manager Jacob Shriar the other day, and we couldn’t agree more. He believes that companies must not only monitor this metric, but also do everything possible to reduce it.

Turnover can place a heavy financial burden on businesses, according to Shriar. It is estimated that its costs can exceed more than double the initial salary for а given position. The problem is further exacerbated when companies have to replace a highly specialised employee. Employee turnover can also wreak havoc on staff morale, creating an environment in which workers lack motivation because they are so fearful of getting the sack. With this in mind, Shriar notes that a possible solution to the employee turnover problem is a boost to employee engagement.

Shriar goes on to delve into some of the major reasons for high employee turnover, and top of the list is the hiring process. Research suggests that hiring issues are responsible for 80% of all turnover. One way to prevent this from happening is by improving the overall recruitment process. The first thing companies need to do is create an accurate and realistic job description to give potential employees a clear idea of what the position entails. Video tools might also prove useful as a means of improving job interviews. A task or test can also be given to applicants to assess their practical performance.

Another problem causing people to hand in their notice is bad management. That is not to say that all managers are doing a bad job, however stress and heavy workloads can lead to negative relationships with employees. Citing a PwC report, Shriar highlights the fact that 90% of issues related to employee engagement are due to people. He subscribes to the popular view that most employees do not leave the job but the boss. The problem can therefore be resolved if managers learn how to appreciate and value their employees. An easy way for bosses to achieve this is by being nice to their colleagues and treating them with respect.

As well as improving the effectiveness of the hiring process, Shriar suggests that managers should be trained to help reduce turnover. He believes that leadership is closely tied to psychology so managers should consider training courses in emotional intelligence and positive psychology.

Employee turnover can also be reduced by providing staff with growth opportunities. Citing acclaimed business author Dan Pink, Shriar states that the three things workers want in their workplace is “autonomy, mastery and purpose.” It is therefore important to allow staff to gain the skills needed for their positions. If employees have the knowledge they need to do their job well, they will be more productive – which ultimately translates into better business results.

Finally, Shriar recommends that companies make it a point to notice their employees and recognise what they do. According to a Bersin report, businesses ranking in the top 20% of organisations with a “recognition-rich culture” had voluntary turnover rates that were 31% lower. An interesting fact uncovered by this research was the importance attached to recognition received from peers compared to that from managers. This suggests that companies should provide employees with the opportunity to recognise their colleagues, Shriar notes.

Are you doing enough to reduce staff turnover? What techniques do you have in place that have helped your business keep staff for longer?

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you’d like to  have a confidential chat with us then drop us a line by clicking here.

Tips On Choosing The Right Career

Long gone are the days when a job was for life. Today’s professionals change jobs frequently, moving between a number of companies and industries during the course of their careers. There are many advantages to this career freedom such as the amount of choice open to young professionals. However, for some too much choice can […]

Long gone are the days when a job was for life. Today’s professionals change jobs frequently, moving between a number of companies and industries during the course of their careers. There are many advantages to this career freedom such as the amount of choice open to young professionals. However, for some too much choice can be confusing and overwhelming.

If you are currently unemployed, just finished you studies or not happy in your current job here are some tips to help you make the right decision and choose the right career path:

What are you passionate about?

A good salary will keep you motivated in a job, but only to a point. You need a role that is rewarding and meaningful in order to stay happy and fulfilled in the longer term. The more passionate you feel about your job the more likely you will be successful and advance your career. Think about what you enjoy doing and match those activities to a career.

What are your strengths?

We all have different talents – the trick is to match those skills to a career. Take the time to think about what tasks come easily to you and you will begin to create a list of your transferable skills. The more you enjoy doing something the less it will feel like ’work’.

Get the right work/life balance.

A work/life balance is something we would all like, but don’t always have. Depending on your situation different things will matter more. For example, is a shorter commute important to you? Do you want to keep your weekends free to spend time with the kids? Does it matter what time you finish at the end of the day? Consider factors such as location, hours and overtime commitments when applying for jobs.

What is your personality type?

Your personality will dictate how happy you are in different work environments. Looking at this simply, are you more of an introvert or an extrovert? An introvert, for example, may prefer a job working from home or in a small office. An extrovert, on the other hand, may be happier in a customer-facing role or in a busy office. You may also want to consider other factors such as travel or public speaking.

How do you deal with stress?

Some people thrive under pressure and produce their best work when in a stressful situation. Others prefer a more laid-back approach to get the job done. In most careers you will have to meet some kind of deadline, but your stress levels don’t have to go through the roof to achieve great results. Find a role that matches your stress threshold and stay happy.

How important is money?

Think about your salary expectations. If money is what drives you there are careers that will pay well. But if money is less of a motivating factor you may find that job satisfaction is the additional reward you need. Plus, there may be opportunities for promotion in the future.[/text_DD]
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To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require a confidential chat then get in touch with us by clicking here.

How to get headhunted

So, are you looking for your next step on the career ladder? As well as searching for opportunities yourself why not improve your overall profile and get yourself out there, making recruiters come to you! So what can you do to hit the radar of those recruiters? Well we have devised some top tips on […]

So, are you looking for your next step on the career ladder? As well as searching for opportunities yourself why not improve your overall profile and get yourself out there, making recruiters come to you!

So what can you do to hit the radar of those recruiters? Well we have devised some top tips on how best to go about it.

Get yourself online, but beware of your presence

Create and make sure your linked in profile is up to date, getting active on groups and events. Many recruiters use this as a key tool in their search and selection process. Start following those recruiters relevant to your industry and add value to them by doing some retweeting of their tweets. Make sure you remember to manage your professional persona on social networking sites that are visible to all, keeping it clean and interesting.

Be seen and heard

Make an effort to be visible and social. Go to forums, lunchtime seminars or conferences in your industry where you can simply chat to other people. Many recruiters will scan attendance lists at events so get yours on there as much as you can!

Referrals

Give out your business card as much as possible. Even if people don’t remember your name they will more than likely keep you in their bag, wallet or in their drawer and you may just spring to mind for the right opportunity. As well as giving, collect others cards. A recruiter may call you for a role that, perhaps, you’re not interested in but you could always provide someone else’s name! That way you make a future ally of someone professionally useful in the long run.

Show versatility

Often recruiters will target people who are well rounded in their career. They will be looking for professionals who have developed themselves and contributed to their industry. So perhaps you could start a blog on something that interests you in your industry or volunteer your skills and expertise.

Meet up

Perhaps the role they have mentioned doesn’t sound quite right for you…. That doesn’t matter if they have suggested meeting for a coffee we would still recommend going. You can gain useful information about salaries and the goings on in your industry and will stay on the radar for any other likely roles. By putting a face to a name the recruiter is much more likely to remember your name for future prospects which may be just up your street.

Obviously this doesn’t mean you won’t need to do any work in finding your next role, but it will certainly help! So, what are you waiting for? Start or continue building up your presence in your industry and get yourself found for that next ideal role!

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke service or a confidential chat then click here to get in touch.

Expanding Your Talent Seeking Business Overseas

The recruitment industry in the UK is currently enjoying its most significant rise in seven years, which is why we were so interested in the article written by The Recruiter Link community for RecruitmentBuzz. Quoting statistics that show the sector is now worth more than £26.5 billion, it forecasts growth by an additional 9.5% by […]

The recruitment industry in the UK is currently enjoying its most significant rise in seven years, which is why we were so interested in the article written by The Recruiter Link community for RecruitmentBuzz. Quoting statistics that show the sector is now worth more than £26.5 billion, it forecasts growth by an additional 9.5% by the end of the 2015-2016 financial year. As a result, 72% of recruitment companies are reporting business expansion.

However, as the industry flourishes, many recruiters are identifying ways in which to expand their operations overseas as well. Recruiter Link provides several recommendations that recruiters should consider if they are looking to set up foreign operations.

Traditionally, many talent seekers were forced to turn down international work offers. However, establishing overseas operations and markets nowadays is easier, according to the article. One reason for this is that today, working with foreign partners does not require setting up an office in an overseas location.

The recommendations also focus on the notion of honesty, stating that being honest is a must when embracing international operations. Since the talent seeking industry is highly competitive, having a strong local presence is a must before looking to expand internationally, Recruiter Link advises.

Recruiters must have a clear picture of where they currently stand in their local market and be clear about their market share. Also, they should have an idea of whether their local market is contracting, expanding or on a plateau.

Another aspect on which recruiters should focus is research. When considering foreign expansion, talent seekers must do their homework on particular locations. They should be familiar with trends such as talent availability, support structures, risk levels, market segmentation, growth opportunities and their competitors’ state of operations.

But despite having this information, a lot of recruiters are faced with a variety of issues when launching their overseas expansion. One reason for this is that some recruiters tend to over-emphasise external factors such as employer trends or the competitive landscape. Moreover, they tend to underestimate substantial variables that affect their expansion plans.

In order to be successful, talent seekers must understand specific regional employment legislation, the policies of the local government as well as other local socio-political considerations. In addition, supplier relationships and the state of the local currency should also be understood.

Recruiters should always aim to forge partnerships on the international talent seeking arena. Current technological advances have made this process seamless. It is now much easier for HR professionals to connect and cooperate with various counterparts globally. Since each country is unique in the way it deals with business and legislative operations, having a local partner is a great advantage, the article says.

Expanding a business internationally and diving into overseas markets can surely boost the business results of a recruitment agency. However, before embarking on this process, talent seekers must be absolutely sure that they are prepared. This means having access to the right individuals and resources at different global locations and markets. If this is achieved successfully, recruiters will have a solid ground on which to build a strong international presence and enjoy their business achievements, Recruiter Link states.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support or career advice then get in touch with by clicking on this link.

What should you do when given a counter offer?

Counter offers may be common, but they can also be incredibly challenging. Firstly, take it as a compliment! You are clearly highly valued and they don’t want to part with you. However, this puts you in a precarious position – do you take it? Do you try and push both parties to get yourself the […]

Counter offers may be common, but they can also be incredibly challenging. Firstly, take it as a compliment! You are clearly highly valued and they don’t want to part with you. However, this puts you in a precarious position – do you take it? Do you try and push both parties to get yourself the best deal, or do you risk it and see what the new role holds? Have no fear – for we’ve searched the web for the best tips to keep in mind as you navigate your negotiations.

Think about why you want to leave

Consider why you wanted to leave in the first place. Ask yourself, does your salary reflect your talents? Is the work-life balance – or lack thereof – wearing you down? Is the commute too tedious, or the boss too, well, bossy? Are you ready to face new challenges? Or, do you feel like you have outgrown your role and are unable to progress any further?

While some of these can be solved through perks like flexible working or getting a pay rise, other issues are harder to come back from. When it comes to personal growth, this problem is particularly pressing. If the company cannot or will not give you the development or opportunities you want, no amount of attractive add-ons can cure the career discontentment caused by stagnancy.

Don’t get distracted by the salary offer

Recruiting and training new members of staff is a costly affair, hence it’s common practice for managers to make monetary offers to lure back existing staff. However, while an increase in pay is always tempting, approach with caution. For instance, will your responsibilities change? If so, are their new expectations realistic? And, crucially: if you have always been so valuable to them, why has it taken so long for them to recognise it?

Returning to our previous point, will the salary increase actually change anything? Salary changes are often quick fix solutions that only pause concerns, rather than ridding you of them. In fact, a study by ClearSky Business, a specialist in supporting small and medium enterprises, found that 60% of UK employees who accepted a counter offer ended up leaving the role within six weeks anyway.

Step back

As is always the way when faced with a tough decision, it bodes well to see the full picture. Your existing employers may appeal to your emotions by pulling on your loyalty strings, but this doesn’t mean that they will trust you if you stay. Trust is a breakable thing and once your manager sees that you have one foot out the door, they may treat you differently.

Conversely, have you accepted the other offer? It’s important to consider how others in your sector will perceive what you’re doing. Will your allocated recruiter work so diligently next time? How will customers or competitors react when they hear about the unsatisfied staff in your workplace? Reputation is everything, so think long and hard on what your ripple effect will be.

It’s no easy thing to quit your job for greener pastures. However, by enlisting the help of an experienced specialist recruitment firm, you can take solace in knowing that you’ll be supported every step of the way. If you’d like any advice or are thinking about your next opportunity and would like to discuss your options then by all means get in touch with us at Jefferson Talent Group.

To see our latest B2B marketing and creative jobs please click here for more information.

Employer Reference myths busted

Upon first inspection, everything seems rather straightforward when it comes to employer references. However, a good recruiter knows how to read between the lines; an employer reference glowing with praise may actually be an employer’s attempt to get rid of a bothersome employee, while a short, succinct one may be them trying to keep a […]

Upon first inspection, everything seems rather straightforward when it comes to employer references. However, a good recruiter knows how to read between the lines; an employer reference glowing with praise may actually be an employer’s attempt to get rid of a bothersome employee, while a short, succinct one may be them trying to keep a good employee from jumping ship. What do we make then of today’s most common format, consisting of name, job title and length of employment?

Conversely, as candidates, most of us will have written ‘references available upon request,’ but few of us have actually had them checked. This leads us to ask, just how important are references? How often do employers check them? Moreover, can employers get into trouble for what they write? Luckily for us, Recruiting Times published an article last week that sets the record straight, so here are three reference myths we can finally put to rest.

You get in trouble for telling the truth?

This is both true and false, depending on the circumstance.

As the old libel lawyers’ parable goes: “the greater the truth, the greater the libel”. Libel itself may have fallen out of favour, but defamation remains a threat.

For instance, you’re writing a reference for an employee and state that they had extended sick leave. This may technically be the truth, but if the individual was suffering from, say, cancer, a disability or mental illness, they may feel discriminated against and you could end up in court. By law, there are characteristics that are protected to ensure impartiality and unbiased hiring, so stay sensitive and err on the side of caution.

Oh, and another thing – ironically, don’t always trust internet advice, particularly if the advice is from an American website. If in doubt, consult an expert.

Reference checking is more trouble than it’s worth

False.

It is an undoubtedly time-consuming task, but hearing first-hand what a potential employee is like could save you from significant stress in the long run. Not to mention, training new staff is costly in both time and money, so any step that ensures the final batch of candidates are the best of the bunch is a worthwhile endeavour.

Invariably, there are exceptions to this. Many employers now require would-be recruits to complete Disclosure and Barring Service (DBS) checks, which can in fact make referencing obsolete in certain industries. Currently, workers who are subject to DBS checks are those within education, healthcare, social work and charities; basically, anyone who works with vulnerable people.

References aren’t accurate

False.

While it’s certainly true that some employers resort to tired, old clichés, once again it takes an excellent recruiter to read between the lines. For example, someone who is “lively and bubbly” could be the office chatterbox, while a worker who is “always very relaxed” could regularly sneak off to take naps in their car.

A reference can only be as accurate as the one writing it allows it to be. So if in doubt, call them up and when writing them yourself, just try to be as honest as possible.

However, if chasing up references isn’t your cup of tea, why not leave it to the experts? Get in touch with Jefferson today and we can kick-start the search for you.

To see our latest B2B marketing and creative jobs please click here for more information.

Business-to-Human marketing 101

In an age of artificial intelligence and chatbots, the personal touch still reigns supreme. It seems that the closer we err to a wholly technological world, the more we crave human-to-human contact. This may seem like a strange assertion given that the impact of tech is growing, but people will always need each other. And […]

In an age of artificial intelligence and chatbots, the personal touch still reigns supreme. It seems that the closer we err to a wholly technological world, the more we crave human-to-human contact. This may seem like a strange assertion given that the impact of tech is growing, but people will always need each other. And that’s a good thing.

Moreover, with so much competition, it’s no longer just about cost: customers are choosing brands that align with their ethos. This choice could be because of a company’s sustainable supply chain, charitable projects or eco-friendly products. Equally, it may be influenced by any meaningful B2C communications they have had with the brand.

To put it simply, people want to spend money with businesses they care about – this, too, is a good thing. However, this shift to a kinder version of enterprise is just the tip of the iceberg; one small component of something of a rebellion against the status-quo. This has resulted in a new marketing tactic: Business-to-Human (B2H). ‘What is it?’ you ask. Business2Community steps in with some insights…

So, what is it?

B2H essentially entails getting to know your audience a little better. It means centralising people and their problems, and structuring your strategies around them. Consumers want to feel a connection with the brands they do business with or buy from. B2H delivers this; it moulds products and services around the people who use them, and endeavours to solve issues in a unique and personal way.

Focus on solutions

This may sound straightforward, but for B2H marketing it’s of paramount importance. By focusing on pain points, you can convey to your audience that you not only care about their problems, but want to fix them. When done right, this can cement your company as the go-to solution provider in your particular sector.

Personalise the service

Whoever said business can’t be personal? Personalisation is the buzzword of the moment, and for good reason – consumers want to be treated like individuals. One-size-fits-all campaigns and blanket emails no longer cut it. Consumers want promotional messages to be both relevant to them and helpful, which is easier said than done, particularly in companies with a large client base.

Segmentation can aid greatly here; as not all of your customers will have the same problems, segmenting them into cohorts based on data like pain points or demographics, means that the service you deliver to each is one that the individual actually needs.

Forge real relationships

You don’t need to be physically in front of a person to foster a connection with them; after all, it’s about the meaning, not the medium. For instance, it’s the human touch that makes social media accounts that utilise humour so disarming and effective.

The way we do business is changing, and why shouldn’t it? We could all do with being a little kinder. Consumers are wracked with marketing from the moment they wake up, so to stand out we have to do more. Utilising Business-to-Human marketing fosters loyalty in a positive way – what’s not to love?

To find your next marketing opportunity, get in touch today.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then get in touch with us by clicking here.

How to escape the interview loop

During our weekly roundup of recruiting news last week, we came across a familiar conundrum. Talking to Forbes’ expert career advisor, Liz Ryan, a gentleman named Shane outlined his problem. Shane starts off by explaining that over the course of his job hunting, he’s been to the same office four times to be interviewed. During […]

During our weekly roundup of recruiting news last week, we came across a familiar conundrum. Talking to Forbes’ expert career advisor, Liz Ryan, a gentleman named Shane outlined his problem.

Shane starts off by explaining that over the course of his job hunting, he’s been to the same office four times to be interviewed. During the first three interviews, he’d met an HR person, employees in the Planning department, the hiring manager (we’ll call him David) and the VP of Strategy. From what he could tell, he’d received good feedback.

Weeks of exchanging information, sharing his references and a plethora of emails later, and he’s invited in for a “brain storming session.” He was initially reluctant to go to the session, as he was concerned about giving away consultation advice for free. Nonetheless, he went along, marking his fourth trip to the office.

This time the leaders are very complimentary, but the session comes and goes and he still has no job offer. He asks Liz, how can he push the company to either offer him a job, or get them to leave him alone? After all, he doesn’t want to jeopardise his chances of working there, but he also doesn’t want to be taken for a ride.

Liz’s advice was simple: start off by sending a note to David thanking him for his time and asking what the next steps will be. Mention that the job search is “heating up” – regardless of whether there’s another job offer in the pipeline or not – because if they are interested in actually hiring Shane, this note should prompt an over-the-phone conversation.

After all, Shane deserves to know whether David is serious or whether he’s wasting his time. Liz notes that should David request another interview, Shane should voice his worries in a non-confrontational  way, by saying that he’s concerned that David and his colleagues don’t think he’s right for the job.

Then, Shane should express that he can only work for a company that has full faith in him. While Shane can’t be sure why they’re stalling and refusing to commit, Liz reiterates that he should know his worth. If the next conversation doesn’t end in an interview, he has to walk away.

Four interviews is more than enough time to decide and he’s already running the risk of giving away his expertise for free. As Liz explains: “just because a company is happy to pick your brain, it doesn’t mean they are willing to pay for your advice.”

As candidates, it can often feel like the companies have all the power and all you can do is kowtow to their demands, whatever they may be. But here’s where recruiters can help: by partnering with an expert team that has your best interests at heart, you can find the right job for you without worrying about being taken for a ride.

At Jefferson, we champion the candidate and choose job opportunities based on the individual. We value quality over quantity and so only suggest jobs that we know will be a hit for both candidate and employer. Get in touch today to see how we can help you.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then get in touch with us for an informal chat.