• 06Jul

    Salary Information—This is Why We Ask…

    Job Advice No Comments

    We know salary can often be a sensitive subject; however, it is one that you should be honest about when discussing with your recruiter. By knowing current salary and benefits information, it provides us with more ammunition to negotiate for you. It doesn’t stop with salary. It’s good for a recruiter to know how much paid time off you have and are looking for. It’s also good to know of other perks candidates are getting from current employers such as paid parking, mobile phone allowance, tuition reimbursement, etc. Share as much as you can so that your recruiter can use the information as bargaining tools for you.

    We can also educate candidates as to what the ‘market value’ is for someone at his/her level, which often helps set realistic salary goals. Candidates often are reluctant to share current salary information because they don’t want their next offer to be based off of what s/he is making now. Unfortunately, when it comes to the offer stage many clients require this information before approving any offers. Please also keep in mind that most clients get frustrated when they have presented an offer to a candidate just to find out that those expectations have changed. Employers expect recruiters to know this and keep tabs on any changes to compensation along the way so we always appreciate updates.

    With all this being said there is no need to get alarmed when a recruiter asks your salary and expectations, we are only trying to help you get the best offer as well as make this a very smooth process for both you and our clients.

  • 08Jun

    Trends We Are Seeing in Hiring

    Job Advice No Comments

    The question on everyone’s mind seems to be:  “What’s going on with the job market?!?”

    One day we feel positive, the next day it feels like everything has stalled. Well, take heart!  We have seen an increase in positions that are actually open versus potential openings. And, the search cycle has shortened a bit – employers are more willing to pull the trigger on a hire rather than push back that hire date again and again (and again!).

    That being said, this is not the late 1990’s when it seemed employers just wanted a warm body. Employers are making sure that candidates match their job specs. There is not much room for negotiation on this. If they want digital mobile marketing experience, they truly want digital mobile marketing, not someone who has touched on mobile marketing as a part of an integrated interactive campaign.   

    The areas where we have seen an increase in hiring are in the following –

    • All things interactive – creative, account service, account planning, media planning, social media, search engine marketing, mobile marketing (again, digital mobile marketing – on line promotions, couponing, etc. on your smart phone), project management and technical opportunities
    • Shopper marketing – digital and in-store
    • Public Relations – traditional and social media
    • Sustainability initiatives – let’s go green!

    As we head toward the second half of 2010, we hope to see a continued increase in opportunities, both off and on line. Here is to a continued positive vibe!

  • 21May

    Employers ARE Looking at your Facebook Profile

    Job Advice No Comments

    As you know, social media has become an important tool for job seekers and hiring managers. A strong social network can open doors, but it can also be harmful to the job seeker as well.

    As recruiters we hear all sorts of stories from employers, employees and job seekers. What we’ve learned is that a majority of companies do background checks using social media. It doesn’t stop there. Current employers and even current clients are watching as well. In fact, one candidate allegedly was fired from a global advertising agency because a client read her blog and was upset about how much travel she was doing for their business.

    That being said, make sure that your Facebook profile does not include any content that you would not want an employer or a client to see. Also, review your blogs, Twitter, YouTube, Linkedin profiles, etc. as employers are likely to find them. Additionally, they may be evaluating your writing skills when visiting these sites. Make sure there are no grammatical errors, uncomplimentary photos, any images of alcohol, vulgar body language, etc. In sum, just use common sense.

    When conducting a job search, check your privacy settings on your accounts. For example, you can set Facebook to be viewable by friends only. This will help to block out any business peers from reviewing your content.

    Remember, you have essentially created a ‘brand’ of yourself on line with these tools. If you brand yourself effectively, recruiters will start knocking on your door. You might want to create a Linkedin or Facebook profile which is solely dedicated to your job search, which you can add as a link on your resume. Social media can be an extremely successful tool to help you find your dream job!

  • 29Jun

    Why Haven’t I Heard From You Lately??

    Job Advice No Comments

    From time to time we hear from candidates who are disappointed that they haven’t heard from us in a while. We love our candidates and do our best to stay in touch with our active ones.  We are not intentionally ignoring you if you don’t hear from us for a bit.  Unfortunately, sometimes it may be a while before the right opportunity comes along, BECAUSE…

     

    We do not control the job orders we get from our clients.  Today, direct marketing VP’s may be hot, another day it is for a VP with shopper marketing and promotions experience or copywriters.  We do work with a variety of agencies and in-house marketing departments looking for expertise in different areas (direct, integrated, traditional, promotions, interactive, packaging, public relations, etc) so our opportunities are varied.  There is also a lot of variety in the levels of the opportunities we get.  However, we cannot promise that we will have the right opportunity for YOU within a specific time frame. 

     

    Please do not be offended if you don’t hear from us right away after you register with us.  We do respond to all resume submissions and try to meet our local candidates in person, either immediately or when an opportunity surfaces.  We do ask that our candidates email us to stay in touch or to update us every couple of months, and we in turn will contact you once we have an active position open that may be a fit. 

     

    We want to help you out – we are in this together and are pulling for you! 

     

    Here’s to a more active job market in the second half of 2009!!!

  • 24Jun

    Reference Guidelines

    Job Advice No Comments

    References can be a very important aspect of helping you get a job. Here are some tips!

     

    • You should always have at least three professional references.

     

    • Do not list personal references such as friends or relatives. Employers want to hear from those within the workplace so they can find out performance-based information.

     

    • The best reference that you can supply is a current or past supervisor (this is not always possible if you’re current employer does not know you are looking and in this case be sure to ask trustworthy people). If you can get two of your three references from supervisors, that would be ideal. All references that you provide should be by those you have worked on a one-on-one basis with.

     

    • If you have worked in more than one position, use some references from your current employer (if possible) as well as previous employers to get a variety. Try to use references from more previous positions if your background is extensive.

     

    • Discuss with your references that you will be using them and only put them down if they have the time and are sincerely interested in helping you. A reference check may take anywhere from 10-30 minutes (depending on the questions asked). There are occasions when we call our candidate’s references for our clients and they never get back to us. If an employer is checking your references and one does not get back to them, this may reflect poorly on you. Also, discuss with your reference to give thorough answers to each question.

     

    • For your reference’s contact information, always include their cell and business phone numbers as well as their email address.

     

    • Last but not least, when leaving a job, always ask your supervisor and co-workers if you can use them as references for the future. Also ask those who are significant to write a letter of recommendation as well. Those people would include someone who has worked with you closely, known you long enough, has relevant expertise, and is at a senior level.

  • 18Jun

    Are You Interested in Ditching the Full-Time Permanent Job to Pursue a Job as a Consultant or Temporary Worker?

    Job Advice No Comments

    There are definitely some attractive perks such as controlling your own hours, having a better lifestyle, picking and choosing the jobs to take on, etc.  Hey, you can be your own boss!

     

    The marketing, public relations and advertising communities often staff consumer insights, traffic manager, digital, CRM, creative, product manager and brand manager positions in this capacity. In fact, freelance opportunities exist in all areas and levels of the business, but it’s a matter of being at the right place at the right time. 

     

    Candidates often ask us if we recommend taking this route.  There is no way to predict how stable this lifestyle will be, and you should prepare yourself financially for periods when no work is available. 

     

    One important aspect to consider is how you’ll report your income to the IRS.  There are two ways you can present yourself as a temporary worker:  Independent Contractor (filing a 1099 form) or an employee (filing a W-2).

     

    Employers tend to want to work with the 1099 candidates to avoid paying additional mandatory expenses (i.e., liability insurance, matching Social Security and Medicare, state and federal payroll taxes, workers compensation insurance, costs of unemployment claims, etc.). 

     

    Below is a comparison of the two:

     

    ·         The 1099 Independent contractor is considered to be ‘under contract’ and not an actual employee.  Independent contractors file a 1099 form to report income to the IRS.  The 1099 worker won’t have any taxes withheld from paychecks to cover income tax, Social Security, and Medicare.  Also, the 1099 worker will have to pay the IRS estimated tax four times a year as opposed to one time.  That being said, 1099 workers must carefully estimate the amount owed to the IRS and set that money aside to avoid being penalized if a payment is missed.  It is a good idea to set up a different bank account to track all of the business-related expenses.  The 1099 worker can write off business-related expenses (http://www.irs.gov/businesses/small/article/0,,id=109807,00.html), which is definitely a perk!

     

    ·         The temporary employee who files a W-2 will have taxes deducted.  This is often more attractive as there is not as much work involved to report to the IRS; however, there are some consequences as well.  For example, a W-2 employee will get a lower hourly or daily rate than the 1099 worker because it is more expensive for an employer to cover additional mandatory expenses of an actual temporary employee.  Additionally, the W-2 employee must deduct their expenses as a misc itemized deductions and lose the first 2% of such deductions as travel, phones, entertainment, internet, etc.

     

    Most full-time freelancers or consultants file as a 1099 because they can write off business expenses, get a higher rate of pay and get more leads due to employers preference to hire the candidate with less financial implications involved. 

     

    If this path is for you, make sure you consult with a tax advisor to steer you in the right direction.  Gary Eisen of Kolodriej, Eisen & Fey can give you more information. He can be reached at gary@keandf.com.

  • 03Jun

    The Art of Obtaining and Accepting a Job Offer

    Job Advice No Comments

    When interviewing for a new job, it’s important to tread lightly as you approach the offer stage. At this point things either come together or fall apart. Working with a recruiter can make this process much easier, as this is a large part of a recruiter’s job and the recruiter has a relationship with the employer.

    ·         Be upfront and arm your recruiter with information. The more your recruiter knows about what you are looking for in an offer, the better chance the recruiter has in making it happen. We are here to be your advocate in the process.

     

    o        Make sure you are honest with your recruiter about your current salary, bonuses, vacation time and other non-monetary perks at the start.

    o        Let the recruiter know what salary you would accept, what salary you’re ideally targeting and any other components to an offer you require.

    o        It’s also important to tell your recruiter if your have other offers or are expecting offers. By doing so, your recruiter can manage expectations.

     

    ·         Understand that there are many factors that impact your market value and your ability to negotiate with a potential employer that go beyond your talent and experience. Your current employment status and the economic climate are the two most important.

     

    ·         Be positive and professional. It is paramount to set the right tone with your potential new employer. Being too demanding or wishy-washy can quickly sour an employer’s opinion of you. We have actually have seen offers rescinded when an employer senses a ‘red flag’ in a candidate’s behavior or attitude.

     

    ·         Once you have an offer in hand, be prepared to make a decision. Offers rarely come out of thin air. You should be thinking about whether you’d accept an offer throughout the interview process. It’s fine to ask for a night to think about it in order to speak with a significant other or family member. However, it should not be a hard decision at this point. Making the employer wait doesn’t do anything but frustrate them and create questions regarding your motivation and enthusiasm level. If there’s a concrete reason to ask for more time, be honest with your recruiter so he/she can manage the process.

    While there are always unique situations, in general these tips will help you navigate the offer process.  When in doubt, ask your recruiter questions and let them know if you have any reservations. Recruiters deal with these issues day in and day out. A good recruiter will be your advocate and be happy to guide you through the process!

  • 17Apr

    Why We are Advocates of the Chronological vs. Functional Resume

    Job Advice No Comments

    One thing that we all agree upon here at MHA is that clients want to see a chronological resume (most recent jobs at the top) versus functional. The chronological resume is key because it displays career progression, highlighting your growth and experience. It is the format employers (and our clients, specifically) like to see most because it provides an easy-to-follow structure. Some clients have been known to reject a candidate’s resume from the first sight of a functional resume!

     

    Reading a functional resume can be both confusing and frustrating. In the eyes of an employer, when they see a functional resume they are instantly skeptical because they see it as a candidate hiding a sketchy past employment history (whether that is your reasoning of using a functional resume or not). It also does not help the employer understand the experience you have gained in each position; most importantly your most recent skill set. Which in turn, the employer has to take the time to piece together your resume. Who wants that responsibility when (in these times) they may be looking at upwards of 500 resumes?

     

    If you are worried that there are areas on your resume that display the movement or lag time between positions in an unfavorable light, do not fret!  Take advantage of using a recruiter, career counselor, or resume writing service.  These people can help to position you effectively.  Recruiters, specifically, can help employers to understand the choices that were made or unfortunate events that may have occurred throughout your career. If you have valid reasons for switching jobs or taking time off, in most cases, our clients do understand.

     

    Also, as mentioned in a previous blog, it is critical to incorporate all the mediums you have worked on, especially digital. For those on the agency side, include a list of the brands, accounts/clients you have worked on even if it has been in a limited capacity. Use a bulleted list of your key accomplishments under each job you’ve held.

     

    It is a very competitive market out there for candidates right now, as you probably know.  By writing your resume in a favorable format to employers, you will bump yourself up that much higher on their list!

     

    Happy resume writing!

     

  • 15Apr

    How to Survive Being Laid Off

    Job Advice No Comments

    Ugh! We hear it daily in the news and from our friends and family. Now it’s happened to you—you got laid off! There’s no doubt that this is a stressful situation and it’s not a lot of fun. Whether you loved your job or not, there is a grieving process that most people go through. One’s job is often a large part of their identity and is a source for the majority of our day-to-day relationships. As tough as it can be, there are many steps you can take to minimize the impact on your life.

     

    Decompress

    Take a day or so to get your head around things. Whether your response to losing your job is tears, fear, relief or you take it on the chin like a man, take a step back and take a deep breath. This way you won’t make rash decisions. Take a day or two to sleep in, watch a “Law and Order” marathon and catch up with some friends over cocktails. Now it’s time to hit it!

     

    Sign Up for Unemployment

    Don’t be too proud to enroll. You’ve paid into the system and you are entitled to this money. No need to dread going to a governmental office and waiting in line—you can enroll online! For Illinois residents, go to: http://www.ides.state.il.us/ (Outside of Illinois, Google your state name and ‘unemployment’ to find the link.) Also, a new law took effect which extends benefits from 13 weeks to 33 weeks for eligible individuals.

     

    Sign up for COBRA

    COBRA (It’s called State Continuation for companies with less than 20 employees) provides employees who are laid off the opportunity to enroll in the temporary continuation of their former employer’s health coverage. COBRA is important because it protects you physically and financially in the event of a medical crisis. Also, continuous medical insurance coverage is important if you have a preexisting condition or develop any conditions that future insurers could classify as preexisting. While COBRA is expensive, there is some great news to come out of the Stimulus Plan. The new law subsidizes the cost of COBRA, reducing the cost to you by up to 65% for the near future. For Illinois residents more details are provided at: http://www.idfpr.com/DOI/General/COBRASubsidyFactSheet02242009.pdf.

     

    Don’t Burn Bridges

    Reach out to your former managers and co-workers. Let them know how much you learned while working together and that it was a great experience. You want to keep these individuals in your corner for future references. Also, you never know, you might work with them again!

     

    If your exit was less than graceful, then try to stem the damage. Employers don’t enjoy laying people off and it is often a very difficult process for them. Most are empathetic about what you’re going through and understand an emotional response. If, by chance, you crossed a line and said some ‘less than professional’ statements, apologize. Most people will forgive you if you offer a prompt and sincere apology.

     

    Don’t be a ‘Sad Sack’

    Losing your job is tough stuff on a multitude of levels. However, you don’t want to come off as defeated to potential employers. While they empathize, they don’t want to hire someone whose confidence is blown. If you are struggling, talk to close family and friends. For some, it may not be a bad idea to look into some short term professional counseling.

     

    Set Job Search Goals

    While it is often said that looking for a job is a full time job, the reality of this is daunting. Set goals for the week and then break them down into daily tasks. Spending eight hours a day on a job search can be overwhelming. So, commit to a solid number of hours a day or a number of contacts you’ll make. Then go and have a little fun! Otherwise you may find yourself procrastinating for the entire day.

     

    Network

    As we’ve mentioned in other posts, tell everyone you know that you’re looking for a job. People want to help and you never know who knows who. This sounds so obvious, but others can’t help you if they don’t know you’re looking. Also, don’t just rely on industry-related events to network. Social activities and other groups in which you are involved are a great way to get new leads!

     

    Exercise

    First you now have the time! No more excuses! Second, exercise produces endorphins, reduces stress and gives you energy. These are all important while coping with your job search. Third, you’ll feel more confident both emotionally and physically and it will show in interviews!

     

    Enjoy the Break

    Take this time to do things you enjoy and things you don’t always have time for. Explore your city and visit museums you’ve always meant to go to (one candidate told me you can check out passes to local museums from the library). Take up a new hobby or pick up an old one. Clean out your closets. Volunteer. Read. Take a class.

     

    While being laid off isn’t fun, it can be a productive ‘sabbatical’. It can be a great time to refocus your life and your career. Most importantly, please remember you will work again!

     

  • 13Apr

    How to Manage Your Recruiter 101

    Job Advice No Comments

    A good recruiter is your friend, really!  A great relationship with a trusted recruiter can bring opportunities to job seekers through all phases of their careers.  You may think we’re crazy (and we are for other reasons) for some of the things we say or do, but the list below might help you to feel more in control of the process: 

     

    1.  Communication is key.  There is no need to check in on a weekly basis, but definitely check in once a month via email even if you haven’t heard from your recruiter in a while.  As you update your resume, send in the latest/greatest version.  If there is a company you have an interest in, but you have no contacts there, feel free to ask your recruiter if they can get you in somehow.  Try to avoid blindly applying on job boards.  We get calls from employers saying “I have over 1,500 applicants to this ad I ran. I don’t have time for this. Just send me your top three people and recommend your favorite and why”.  If a recruiter can’t help, use your network of contacts.  If you still come up dry, then apply through the job board or website, etc.

    2.   Be selective.  It’s okay to be registered with multiple recruiters, but it is often difficult to manage relationships with too many for reasons listed above, which ultimately hurts the candidate.

    3.   Be honest with your recruiters.  The more we know, the more we are able to help you!  This includes where your resume has been sent your salary information, vacation plans, other offers pending, etc.  If you’re concerned that you are underpaid now, a good recruiter should be able to brainstorm with you on a strategy to bump your salary.  Recruiters are experienced negotiators and they know what makes their clients tick.  There are so many details that surface so please share as much as possible up front.

    4.   Let your recruiters know that they do not have permission to send your resume or name anywhere without getting your okay first.  On a few of occasions we’ve had clients tell us that they don’t want to bring a candidate in for an interview because the resume has been presented by three recruiters.  Why?  Because the employer doesn’t want to get caught in a disagreement as to who represents this candidate.  Additionally, it illustrates the fact that the candidate is not managing this process well…how would this person manage process should s/he be hired here? Yikes!  It is really sad when we have to go back to the candidate to deliver this news.  What’s really unfair is when the candidate didn’t even know who presented the resume.

    5.  Be careful with emails to/from recruiters.  Yes, we use email all of the time to communicate with our candidates.  It’s a wonderful thing!  The concern is if the email is used irresponsibly by your recruiter.  What do you do once a recruiter emails you with an opportunity you’re interested in pursuing?  Make sure your reply includes this:  “I am interested in learning more about this opportunity.  Do not send my resume quite yet.  I need to know the name of the company and get more information on the job before I can agree to let you send it”.  There are a few recruiters out there who are notorious for claiming that just getting a response equals an agreement from a candidate to proceed.  Often a resume is sent without the candidate’s knowledge or consent. If the candidate is aware of the presentation, they never get any feedback or closure, which brings us to #3. 

    6.  Run away, fast, from recruiters who do not return your calls or get back to you on an opportunity.  There are recruiters who are only out for themselves and see their candidates as just numbers.  They try to blanket the market with your resume (often without telling you), which can actually block you from getting interviews due to your attachment to that recruiter.  You will get more out of a recruiter who sees your long-term relationship as more important than making a quick placement.  This is the type of recruiter employers want to work with as well.  If they can’t even return your phone call or email, what does that tell you?

    7.  Understand the process.  Recruiters have legal and binding contracts with employers to protect both parties.  An important part of the contract to be aware of is the window of time that a candidate is tied to the recruiter.   That window (usually twelve months) starts from the date a resume is sent to the employer. That means that the employer has to go through the recruiter, even if it is for a different position than what the candidate was presented to, for 12 months after the candidate is originally presented.  This applies even if the open position is not what the recruiter presented you to in the past.  This is how the standard recruiter/employer contract works.

    8.  No, our fee does not come out of your salary.  Candidates sometimes miss out on opportunities by trying to go in through a friend, thinking that will get them a higher salary.  What they don’t know is that employers usually have to honor certain salary parameters regardless of the cost of outside resources.  Recruiters often have confidential opportunities and long-standing relationships that can often give them that extra push to get an interview.  Use your recruiter to get you in the door!

    9.  Do not use recruiters to pursue a counteroffer from your current company.  Counteroffers do happen and we understand that, but pursuing another offer to get a better deal at your current company is dangerous for a candidate’s reputation.  This applies with or without a recruiter’s involvement.  When using a recruiter, however, the recruiter could lose their client.  Employers rely on recruiters to protect them (and all of the time/resources put into the offer) from losing a candidate to a counteroffer.

    10.  Don’t break ties once you’ve landed in a job.  Keep sending recruiters your updated resume even if you’re not looking.  You may just get a call about a position that is a once in a lifetime opportunity when you least expect it.  Sometimes the best opportunities surface when you’re not even looking!

     

    We were once candidates too!  We remember all of the feelings associated with a job search, etc.  This is why we strive for great long-term relationships with our candidates.  Our goal is to provide value to you for your entire career and to have a little fun together on that journey.

     

     

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