Posts filed under Recruiting Talent

How NOT to Get Fired from Your Marketing Job

What a compelling headline!

This is not mine, but rather a question posed by a marketing leader of other CMOs and marketing executives throughout the US who are MENG members.

Since CMOs keep their jobs for a little over two years on the average, such a question is bound to come up within the minds of marketing types -- at least subconsciously.

Some of the answers are both humorous and sometimes cynical.

Here are a few of them for your thoughts.

-"In a small organization, if [you are the] top marketing dog, make sure the C-Suite Exec you report to is a true believer."
-"Kiss butt.  Corporate jobs don’t care if you know what you are doing; just if they like you."
-"Know who is the real boss."
-"Make your boss look good."
-"Go into Sales...only kidding (but not really)."
-"Do marketing. Don't do all those other sorta marketing jobs that you get asked to do. So [do] your job and keep track of your accomplishments."
-"Don't have an affair with David Letterman."
-"Clearly define your role."
-"It is not your ego but what is best for the Brand."
- This is one of my favorites. "Become a partner with the CFO and keep s/he informed on marketing programs, goals, and ROI estimates so that they are as informed as the CEO (your boss)."

Which comment do you like best. Tell us how you would answer the question, "How do you NOT get fired from your marketing job?'

Posted on October 23, 2009 and filed under General, Recruiting Talent.

Recruiters Who Don't Follow Up Hurt Their Companies

I get two to three calls a week from recruiters, headhunters or hiring managers  asking me to refer candidates to them.

In the past, I have always bent over backwards to support them. I ask them for their job profiles, review their client websites and ask them to describe the type of leader they are looking for.

Recruiters Don't Follow Up

But here's the rub. They don't even have the courtesy to call back to let me know if the referrals helped them? I consider that rude. It is particularly offensive when they don't even have the discipline to respond to the candidates they interview!

There is nothing worse than offending high level candidates with lack of consideration to inform them what happened or why they were not considered for a given position. Such companies are killing their reputations through lack of courage or inattention. They owe it to me and the candidates to let us know what's going on.

Both I and the candidates took the time to respond with cover letters, resumes and even referral names. Organizations that communicate with referents and candidates stand out when they bother to follow up with EVERY candidate and those who referred them. Those who don't also stand out and burn bridges behind them.

This lack of communications from corporate recruiters and hiring managers hurts organizations' reputations

Regardless of the possible legal ramifications, I consider such behavior offensive. Blaming this lack of communication on legal grounds is nothing more than an excuse for lack of professionalism.

Do you agree with my assessment? Does it tick you off when your efforts and attention receive zero recognition?

So here's my message to headhunters and corporate recruiters. If you don't intend to follow up and expend the same energy on me or my referrals as I do for you, then please, DO NOT WASTE MY TIME. 

Posted on September 17, 2008 and filed under General, Recruiting Talent.