Culver Careers Build a winning team. Mon, 10 Feb 2020 18:34:20 +0000 en-US hourly 1 https://wordpress.org/?v=5.4.2 /wp-content/uploads/2016/03/cropped-favicon-1-32x32.png Culver Careers 32 32 CulverCareers Wins ClearlyRated’s 2020 Best of Staffing Client Diamond Award For Service Excellence /blog/culvercareers-wins-clearlyrateds-2020-best-of-staffing-client-diamond-award-for-service-excellence/ Mon, 10 Feb 2020 17:37:13 +0000 /?p=2115 Diamond Award winners have won the Best of Staffing Award for at least 5 years in a row, consistently earning industry-leading satisfaction scores from their clients. At CulverCareers, we’re thrilled and honored to announce that we have won ClearlyRated’s Best of Staffing Client Diamond Award for providing superior service to our clients for at least […]

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Diamond Award winners have won the Best of Staffing Award for at least 5 years in a row, consistently earning industry-leading satisfaction scores from their clients.

At CulverCareers, we’re thrilled and honored to announce that we have won ClearlyRated’s Best of Staffing Client Diamond Award for providing superior service to our clients for at least five (5) consecutive years.

About the Award

Presented in partnership with presenting sponsor, CareerBuilder, and gold sponsors Indeed and Glassdoor, ClearlyRated’s Best of Staffing® Award winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are 3.3 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. Winners who earned the Diamond Award distinction have won the Best of Staffing Award for at least 5 years in a row, consistently earning industry-leading satisfaction scores from their clients.

  • CulverCareers received satisfaction scores of 9 or 10 out of 10 from 94.4% of our clients, significantly higher than the industry’s average of 24%.
  • CulverCareers received a Net Promoter® Score of 94.4% based on our clients’ responses, significantly higher than the industry’s average of -2% in 2019.
  • CulverCareers received ratings from 46.2% of our clients, giving a comprehensive view into the high quality service we provide across the company.

Our candidates also seem to love us!

  • CulverCareers received satisfaction scores of 9 or 10 out of 10 from 91.4% of our placed job candidates, significantly higher than the industry’s average of 45%.
  • CulverCareers received a Net Promoter® Score of 91.4% based on our candidates’ responses, more than 3 times the industry’s average of 24% in 2019 .
  • CulverCareers received ratings from 44.3% of our candidates, giving a comprehensive view into the high quality service we provide across the company.

“We are honored that our clients and candidates continue to regard us as a powerful, trusted, and valued recruiting partner.   We continue to believe that hard work; honest, transparent, open communication; and extreme diligence trumps all else when it comes to talent acquisition.  For the eighth year running we are rated in the Top 1 % of recruiting firms in the U.S.” CulverCareers’ President and CEO, Tim Culver, said.

“Now more than ever, it is important for staffing firms to deliver consistently remarkable experiences to the clients and talent they work with,” said ClearlyRated’s CEO Eric Gregg. “This year’s Best of Staffing winners have shown their commitment to exceptional service, committing to not only measuring satisfaction, but taking action on the feedback. I couldn’t be more proud to showcase these industry leaders alongside feedback from their actual clients and candidates on ClearlyRated.com and applaud them for their commitment to making improvements at their respective firms!”

About CulverCareers

Whether you’re a professional looking to maximize your income or an organization that needs top performers to drive revenue, CulverCareers gives you the power you need to succeed. We’ve spent more than 30 years honing our craft, building our networks and establishing a reputation as the place to go for recruitment.

About ClearlyRated

Rooted in satisfaction research for professional service firms, ClearlyRated utilizes a Net Promoter Score survey program to help professional service firms measure their service experience, build online reputation, and differentiate on service quality. Learn more at https://www.clearlyrated.com/solutions/.

About Best of Staffing

ClearlyRated’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on ClearlyRated.com – an online business directory that helps buyers of professional services find service leaders and vet prospective firms – based exclusively on validated client and talent ratings and testimonials.

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Numbers Mean Something /blog/numbers-mean-something/ Thu, 12 Dec 2019 21:26:09 +0000 /?p=2077 And we’re pretty proud of some of our recent numbers. At CulverCareers, we’re one of the highest rated recruiting firms in North America according to Clearly Rated. Which means we’re one of the highest rated recruiting firms in the United States too. What exactly does that mean? Let’s break it down. There are about 16,000 […]

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And we’re pretty proud of some of our recent numbers.

At CulverCareers, we’re one of the highest rated recruiting firms in North America according to Clearly Rated. Which means we’re one of the highest rated recruiting firms in the United States too.

What exactly does that mean?

Let’s break it down.

There are about 16,000 staffing firms in the United States.

There are about 24,000 staffing firms in North America.

How much is 16,000?

It is 44 years’ worth of single days.

It is the number of miles you’d put on your car if you drove from San Diego to New York, then back to San Diego, then back to New York, and then to Washington D.C.

It’s a lot.

How much is 24,000?

It is 65 years’ worth of single days.

It is the number of miles you’d put on your car if you drove from San Diego to New York, then back to San Diego, then back to New York, and then all the way to St. Louis.

It’s a lot.

Here’s what this means for us (and for you, too!)

We are one of the highest rated staffing firms in the United States, and also one of the highest rated in North America.  

Not kidding.  

In the U.S. you would have to use a different staffing firm every day for 44 years straight to find one as highly rated as we are.

Let’s put it another way, just for fun.

Imagine you discover us in San Diego, and you want to find another staffing firm as highly rated as CulverCareers. You decide to get in your car and go for a drive. Every mile you drive, you get on the phone and call another staffing agency.

How far would you have to drive to find a staffing agency as highly rated as CulverCareers? From San Diego…to New York…back to San Diego…back to New York…and then down to Washington D.C. Calling a new agency every. single. mile.

Why are we so highly rated?

First, we go to ridiculous lengths to find you the right talent

The best talent usually already has a job, which is why we target ‘passive’ candidates. We can target very, very specific pools of talent.

Add that to our huge database of active candidates, and you know we’re delivering you the best of the best.

Second, we can trim down your time to hire

You need a top-tier team who can start yesterday. We get it. You’ll see first referrals in 5-10 days. We reduce your average time to hire by 83.3%.

Third, our recruiters have a knack for finding the perfect talent for your team

We think in a past life they may have been treasure hunters. That’s why our retention rate over 6 months is 97.7%. When we pair you with a candidate, we’re confident you’ll both be thrilled but thankful.

Fourth, our recruiters specialize in niche markets

That specialization lets our team provide expertly targeted searches. Whether you’re in ecommerce or social media advertising or you build auto parts, we know your industry like natives.

We’re not creepy, but we know a thing or two about your world.

Fifth, we bring more than 40 years of experience to the table

No cobwebs included – we’re just as fresh now as we were when we started.

Honestly, how many reasons do you need?

If you’re looking to hire top talent, skip the time-intensive search and just go with the multi-award-winning recruiting agency. Your boss will thank you.

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How to Recruit New College Graduates /blog/how-to-recruit-new-college-graduates/ Tue, 19 Nov 2019 23:23:50 +0000 /?p=2039 It’s a smart business decision to hire sharp new college graduates for entry-level positions in your organization. They’re tech-savvy, highly motivated and have a hunger to learn new skills and expand their horizons. But how does a company go about hiring college graduates? And with so many businesses competing for these new college grads, how […]

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It’s a smart business decision to hire sharp new college graduates for entry-level positions in your organization. They’re tech-savvy, highly motivated and have a hunger to learn new skills and expand their horizons. But how does a company go about hiring college graduates? And with so many businesses competing for these new college grads, how does your company stand out from the others in terms of career opportunities? 

How Do You Attract College Graduates to Your Company?

The first step is to create interest in your company among new graduates. To be successful, an organization must find and engage them, and must offer career opportunities that are attractive to these highly desirable candidates. 

What it takes to attract recent graduates:

  • Strong Marketing – Build your employer brand online. Savvy companies must engage graduates where they hang out — on social media sites. Establish a social media presence on sites like YouTube, Instagram, Snapchat, LinkedIn and Twitter. Post regular updates and video campaigns that are aimed at college students as well as recent grads. In addition to job listings, show your company culture. This can include photos of employees, company events and employee (and CEO) posts written from their perspective.
  • Valuable Training – Companies that offer ongoing training to their employees entice new college graduates who are eager to build their skill set and advance their career. It has been shown that 92% of employees believe that having access to professional development at their job is either important or very important. To recruit the very best people, employers must commit to their professional advancement, early on and throughout their career.
  • An Internship Program – Choose recent college grads that have a degree that relates to your industry. For the new intern, this gives them a chance to try out the company culture and see their growth potential before they commit to something long-term. For the company, they can have a trial period, become familiar with the talent and then hire directly from the internship.
  • Room for Advancement – Does the company promote from within? Is there a clear path to advance from an entry-level job to management? Candidates who have just left college want a position that has a clear career path. They will gravitate towards employers who can show that their current employees have moved through the ranks to prominent positions within the company.
  • Earning Potential – While the money isn’t all that matters, costs of living are rising, so compensation will be a major concern among recent graduates. Just as important as the starting salary is the promise of future earnings down the road.
  • Good Benefits – If the organization offers an alluring benefits package — such as health insurance and paid time off — this is considered a huge plus. Since many college grads may have a significant student loan to pay off, help with health insurance costs is a very big deal.    

What Do College Graduates Want in a Company?

In addition to paid job training, opportunities for advancement and great benefits, there are other important considerations for candidates looking for their first job out of college. Companies must learn how to appeal to the Generation Z job seeker.  

A flexible schedule is seen as a valuable “perk” for Gen Z workers. With the 24/7 online experience, they’re used to having their work and personal life merging and not structured around traditional 9-5 hours. Because of this, and the desire of many to raise families, flexibility is at the top of their wish list for job benefits. Does your organization let employees work flexible hours or occasionally telecommute?

Regular feedback is preferred by Gen Z employees, as opposed to the standard annual performance review. They appreciate having this information transfer be ongoing, so that they can keep meeting expectations. 

The balance of tech and personal interaction in the workplace is key for recent graduates. These individuals are highly tech-savvy, but they also want person-to-person interactions and a collaborative environment. 

In addition to compensation, today’s college graduates want to work at a company that aligns with their core values. They want to know that their efforts are contributing to a greater company goal and that they’re doing meaningful work. It isn’t just about a “fun culture” anymore — though that certainly doesn’t hurt!

How Can Your Organization Position Itself as an Employer of Choice When Recruiting Graduates?

Before advertising a position and starting the hiring process, take a good look at your organization’s image. Do you have a strong online presence and an exciting, informative website? Are you clearly stating your mission and objectives? Are you promoting the features that make your company attractive so you can recruit new college graduates?

Your business should:

  1. Have a highly visible online presence, including a robust website and profiles on Facebook, Instagram, YouTube, LinkedIn and Glassdoor. For YouTube videos, you can record video job descriptions that describe the job and the company, and why it’s great to work there. Consider using actual employees’ stories and show the office environment.
  2. Always use a strong, clear marketing message that reflects your company, and highlight any industry awards you’ve received.
  3. Showcase your company’s brand and what makes it a great place to work (i.e. promotion rate, diversity, sustainability, community involvement
  4. Advertise the company’s generous benefits package and commitment to career advancement on your career page. Include any other perks the company offers that can enhance your new hire’s lifestyle, such as free snacks throughout the day, special summer hours, a gym membership, company smartphone, student loan payment plan, stock options, great location, etc. Mention anything that makes your business stand out.
  5. Make sure that positions don’t have minimum requirements that exclude college hires (for example, entry-level jobs that require a college degree and two years of experience). Rethink hiring requirements; don’t expect a highly advanced skill set and direct experience from a recent college graduate. Instead, look for transferable skills; and include part-time jobs, volunteering and extracurricular activities as work experience.

The Value of Using Recruitment Professionals to Find Key Talent

While it is possible for a company to do their own recruiting and handle the entire hiring process, using a professional recruiting firm has many advantages. For one, they’re highly experienced at recruiting and have an existing talent pool for various industries. If they work regularly with your organization, they’ll know the types of candidates you’re looking for, which streamlines the entire process for a faster and more successful hire. 

Professional recruiters already have a strong internet presence and know how to effectively reach and recruit new college graduates, such as through on-campus recruiting and job fairs. They can help your company position itself so that you attract the most desirable new graduates. Most companies don’t have the necessary time for a thorough vetting process, which can waste a lot of valuable time. A recruiter does the initial work for you, so that you can instead focus on each interview — and on running your business.  



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How to Land Top Sales Leaders /blog/how-to-land-top-sales-leaders/ Tue, 19 Nov 2019 21:45:44 +0000 /?p=2037 Are you searching for someone to lead the salespeople in your organization? Unlike a sales rep. or sales manager, a sales leader puts into action the policies and plans of the company’s top management. They oversee the entire department to ensure that it operates smoothly with no problems. In a smaller organization, this man or […]

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Are you searching for someone to lead the salespeople in your organization? Unlike a sales rep. or sales manager, a sales leader puts into action the policies and plans of the company’s top management. They oversee the entire department to ensure that it operates smoothly with no problems. In a smaller organization, this man or woman might directly manage the representatives. 

Discover the most important skills for a sales leader, how to go about locating this type of individual and the questions you should ask in your interview.  

What Are the Key Skills of a Sales Leader?

The skills for a successful sales leader will be much the same as the skills required for salespeople —except at a higher level and with a wider perspective. They’ll need to understand their clients’ markets and business development strategies and have the vision to see future opportunities. This leader must be a “people person,” as they will be interacting not just with clients but with their team of reps and company executives. They may even be involved with training for the company’s reps. 

Some of the skills and qualities a sales leader need include:

  • Confidence 
  • Perseverance 
  • Patience 
  • Interpersonal skills 
  • Commercial awareness 
  • Planning 
  • Presentation skills 
  • Creativity 

How Do You Find Top Sales Leaders?

Exceptional sales leaders are busy generating business for their current company. To find and attract the very best, you need to do targeted outreach to these individuals, who are referred to as passive job seekers. These people are already employed so they’re not actively seeking employment, but they’re interested in hearing about new job opportunities.  

A professional recruitment agency makes it their business to stay in touch and regularly communicate with passive job seekers. This is one of their specialties, as it requires the kind of time and perseverance that companies typically can’t commit to. As part of the hiring process, a recruiting firm will review their network of top talent and reach out to these people with your company’s information and job opportunity. They will provide you with a short list of highly qualified, motivated sales leaders that you can interview to learn more about.

What Questions Should You Ask in an Interview?

When you have a vetted list of candidates and are ready to start conducting interviews, it is important to know which questions to ask. Any inquiry should encourage the candidate to speak freely about themselves and their skills, motivation and past sales performance. 

Here are top five questions to ask your candidates:

  1. Why Did You Want to Work in Sales?
    This answer will provide insight into their motivation for becoming a sales professional. Someone who is enthusiastic and passionate about what they do, rather than seeing it as “just a job,” will be a more valuable team member. A desire to connect customers with the best products and services demonstrates their ability to be empathetic, caring and helpful. 


  2. What Motivates You?
    Learning about their motivation will tell you a lot about their personality and ambition. Will they be driven to make customers happy and your company successful? Ideally, their motivation goes beyond financial compensation and involves a sense of pride in their achievements and a desire for customer satisfaction and company success.


  3. What Made You Successful as a Sales Rep?
    Pay attention to what they consider their most important qualities, as well as how they come across when speaking about themselves. The ideal sales professional will take pride in their abilities without being overly boastful. One important quality for a sales leader is to be able to listen — to clients, representatives and management. Encourage them to give you details of a few successful campaigns.  


  4. What is Your Sales Process?
    Have the candidate outline each step of their sales process, including how they begin with a new product. Look for someone with a deep understanding of the sales process — prospecting and initial contact, qualifying and approach, presentation, handling objections, closing and follow-up. They should understand the purchase funnel and be very familiar with sales language, such as conversion rates, bottom of the funnel, MQLs (marketing qualified leads) and SQLs (sales qualified leads). They should also be experienced with today’s selling tools and be tech-savvy. You’ll want to make sure your new hire can hit the ground running.


  5. How Do You Overcome Objections?
    Understanding a candidate’s process for overcoming objections will indicate their willingness to work with a potential customer to close the sale. Are they a good listener? Will they be patient with a prospect’s concerns and are they happy to answer questions?

The Key to Hiring a Top Sales Leader

There are other qualities as well as psychological traits that are desirable in the best leader, such as likeability, empathy, flexibility, dedication, emotional stability, well-roundedness and the ability to inspire and motivate reps. You likely won’t be able to know how your candidate measures up on each one. However, working with professional sales recruiters will help you with the search, provide you with the best talent and give you special insight into what makes the ideal sales leader. They will partner with your company to help you hire the right sales leader and build an exceptional sales team. 

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How Your Company Can Reduce Its Hiring Costs and Find Top Talent /blog/how-your-company-can-reduce-its-hiring-costs/ Tue, 19 Nov 2019 02:10:42 +0000 /?p=2035 According to Penn Foster, a U.C. Berkeley study found that the average cost-per-hire for a new employee was approximately $4,000, and as much as $7,000 for a higher-level professional. This cost was found to be even higher for small businesses. The Society of Human Resource Management (SHRM) found that it took approximately 42 days for […]

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According to Penn Foster, a U.C. Berkeley study found that the average cost-per-hire for a new employee was approximately $4,000, and as much as $7,000 for a higher-level professional. This cost was found to be even higher for small businesses. The Society of Human Resource Management (SHRM) found that it took approximately 42 days for a firm to complete a hire, depending on the job and the industry. A lengthy search incurs costs for a replacement worker and may reduce productivity while a less experienced temporary worker takes over until a new employee can be found.

Companies that can reduce cost-per-hire may be able to improve their bottom line. But how does one do this and still find the best employee that can help the organization grow?

What is Included in Recruitment Costs for a New Hire?

For companies doing their own recruiting, costs can include job postings, job board fees, background checks, an internal Applicant Tracking System (ATS), career events, career pages and marketing materials like benefit brochures. Attending career fairs have other costs, such as travel and accommodations.

One recruiting cost that is more difficult to measure is one’s time. According to Entrepreneur.com, small-business owners can spend as much as 40 percent of their work week engaged in non-revenue-generating tasks. This includes human resource management activities such as recruitment. Building a career page on a corporate website, advertising positions, researching candidates on social media, communicating with and managing candidates and conducting interviews can be extremely time-consuming. These activities take managers and other staff away from their regular work duties, which can lead to lost productivity, directly affecting growth and profits.

What Is a Cost-Per-Hire Reduction Strategy?

A company’s cost reduction strategy is the process used to reduce the cost-per-hire for each new employee, so that the company can realize greater profits. These strategies can vary depending on their services or products, and which part of the business they are focusing on. A cost reduction strategy for hiring new employees would include examining various options. The organization may consider finding an HR manager whose duties would include hiring. They might add the tasks to an administrator’s duties or hire a Personal Employer Organization (PEO) that would be your staff’s legal employer, handling all the payroll, benefits and other HR functions. Another way to reduce your cost is to hire a professional recruitment agency to work on an as-needed basis.

What Can a Business Do to Reduce Its Hiring Expenditures?

There is no “one size fits all” solution to reduce cost-per-hire. The best way to handle recruiting and talent acquisition will depend on the size of the organization, their industry and their hiring needs. Following are different staffing options which may reduce your cost and save both time and money.

  • Institute an Employee Referral Incentive – Even if the company doesn’t wish to offer a “finder’s fee” to employees for bringing in referrals, it is possible to strengthen the brand so that employees will want to encourage people they know to apply even without being compensated. The downside of an employee referral program is that there is no control over the quality of the referrals.

  • Have a Social Media Presence – A 2016 SHRM study found that 84 percent of companies used social media to recruit new hires, and 71 percent of recruiters said that it was effective in reducing the “time-to-fill” for non-management jobs. This tactic had a 67 percent success rate in filling management positions. A study by the Aberdeen Group found that 73 percent of millennial job seekers found their last position on social media. But of course, developing and building a social media presence and attracting the right followers takes effort and manpower.

  • Promote Career Opportunities on Your Corporate Website – If the organization has a robust website with considerable traffic, having a career portal that includes information about the business, open positions and online applications can be very effective. This is most advantageous for larger companies, since it requires regular maintenance and staff that can review candidate submissions.

  • Build a Talent Community – There may be applicants with strong skills that aren’t appropriate for the job they applied for, and other interested people who aren’t right for current positions. Maintaining a vetted pool of individuals who may be exploring new careers can help the organization fill future positions faster and more successfully.

  • Hire an HR professional – A growing establishment may wish to hire a full-time human resources specialist. However, the salary for an HR professional ranges from $91,000 to $120,000 per year. Also, an HR specialist may be responsible for payroll, benefits, training and employee relations, in addition to the hiring process. It may make more sense to have a professional dedicated to matching each open job with the right candidate.

  • Use a PEO – One way to cut hiring costs is to outsource HR altogether. However, companies may not wish to entrust payroll, benefits and other HR functions to an outside organization. 

  • Outsource Recruiting to a Professional Firm – Partnering with a business-savvy staffing agency offers many benefits, from a well-established talent community and social media presence to an intensely focused, “when you need it” recruiting service that can reduce your overall cost-per hire. The best recruiting agency will integrate seamlessly with your operations and become part of your HR or management team.  

Finding the Best People: Balancing the Cost and Cost-Effectiveness of Recruitment

An organization may be tempted to handle talent acquisition themselves, to save money. However, being besieged by a large field of candidates who aren’t sufficiently skilled for the position or who aren’t right for the company’s culture can waste valuable time and cost more in the long run.

There’s considerable value in trusting the recruiting process to professionals who have years of experience and who maintain a highly vetted community of premiere candidates. They will be able to quickly generate a small group of the best people, so that the manager can conduct interviews, get to know each candidate and hire in a timely manner.

Fast hiring of skilled people greatly reduces downtime, so that your company can continue growing. Working steadily with a recruiting agency that knows your business lets you handle every personnel change nimbly for long-term success. 

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Tips for Conducting a Video Interview /blog/tips-for-conducting-a-video-interview/ Mon, 21 Oct 2019 18:14:07 +0000 /?p=1998 Video interviewing has become popular for companies hiring a new employee. It’s convenient, time-saving and the next best thing to meeting with someone in person.  A professional recruitment company can help you find the best possible candidates for your organization. They would provide you with a “short list” of the most experienced people to consider, […]

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Video interviewing has become popular for companies hiring a new employee. It’s convenient, time-saving and the next best thing to meeting with someone in person. 

A professional recruitment company can help you find the best possible candidates for your organization. They would provide you with a “short list” of the most experienced people to consider, after which you may decide to conduct an initial round of video interviews before you meet with key applicants in person.

These interviews are ideal for the middle stage of the recruiting process, when a company is still considering several individuals. Read this article to learn its benefits as well as the types of questions you should ask and strategies for the best results.

What Are the Benefits of Video Interviews?

  • Allows a more personal connection
    With a telephone call, you don’t have the visual cues that may give you additional insight, and it’s rather impersonal. For example, the job-seeker might hesitate before answering a question that makes them uncomfortable. This may not be obvious on the phone, but on screen, you’ll immediately see their reaction. You’ll also be able to see pride in an achievement, by observing their facial expressions and body language.

  • Gives people the opportunity to engage through another medium
    Conducting a video interview with job seekers provide an alternative communication method and gives both parties the experience of connecting in different ways for maximum convenience and flexibility.

  • Saves time when meeting with several prospects
    Video interviews take less time to arrange, and the hiring manager can meet with more individuals over a shorter period of time. It’s a good option for having a “face-to-face” without having to book a conference room or take too much time out of a busy schedule.
  • Gives a good indication of the applicant’s presentation style
    As with an in-person interview, a video job conference allows the employer to observe the potential employee’s presentation. This includes their appearance, how they choose to dress and physical mannerisms. These issues, while not critical for all occupations, are very important for those who will be meeting with clients and customers. 

  • A good option for remote candidates
    Video conferences are helpful when screening job-seekers for a remote position, or considering those who plan on relocating if they get the job.

  • May indicate skills and comfort with using online tools
    If a candidate is savvy with a webcam and video conferencing software, this is a good indication of their familiarity with internet technology. In their new workplace environment, there may be video conferences with clients and remote meetings with co-workers. Even a “technical difficulty” tells you a lot about someone. How do they handle a situation that doesn’t go according to plan? Someone who can adjust to unexpected events will do well in a fast-paced environment.

What Questions Should You Ask in a Video Interview?

Think of a video job interview as a face-to-face meeting, only remote. The questions will vary depending on the stage of the process. Typically, it takes place in the middle of the recruiting process, so the questions will delve deeper and the answers will provide more of a narrative for greater insight into skills, abilities and personality.

Topics might include:

  • Detailed information about the candidate’s background, including companies they’ve worked for, projects and schooling
  • Discussion of their skillset and specific instances of how they applied these skills
  • Details of their achievements, milestones reached and work successes 
  • Information about their work failures, why they occurred and how they handled them
  • Their game plan for future success

Tips for a Successful Video Interview

For a video conference to be successful, you must consider all the issues you would face if conducting an in-person meeting in addition to issues unique to using computer equipment and software to facilitate a conversation. 

  1. Choose a video conferencing platform that you’ve used before or at least research, install and test it before your first interview. Nothing is more embarrassing than struggling with a computer application when you want to present your organization as professional and forward-thinking. You’ll want to ensure that your internet connection can handle live streaming and that your computer’s webcam and built-in microphone are working properly.
  2. Pick a video platform that allows recording.
    Even if it’s just an audio recording, you’ll be able to play it back to review responses and take additional notes. People’s interviews may begin to blend together if you’ve spoken to several people over the course of a few days and it may be difficult to take notes during the interview.
  3. Prepare your questions.
    Create a basic set of questions that you’ll use for all candidates. Think of the most important qualities for the position. Structure the questions so that they will give long, detailed answers that respond directly to your must-have skills, personal qualities and any concerns. Choose questions that will help you get to know your prospect on a professional and personal level. Have their resume nearby so that you can refer to it during the job interview.
  4. Choose the interview setting.
    It isn’t only the candidate who should think about their background. You’re both trying to make a good impression. Your computer’s onboard camera won’t pick up everything in the room, but it will display some of the space directly behind you. Do a test to see what’s visible. Remove any clutter and anything that’s distracting. Don’t set up in front of a busy hallway or colorful artwork that may take the person’s attention away from your conversation. Use lighting that is sufficient, but not overpowering, so that they can see you clearly. Choose a quiet location where you can’t hear co-workers or loud HVAC equipment, printers and other devices. A separate room where you can close the door is preferable.
  5. Avoid any distractions.
    Turn off your phone’s ringer as well as any computer or phone notifications. Give your prospect your complete attention and don’t try to multitask.
  6. Observe the candidate’s complete presentation.
    Note the environment they chose, how they’re dressed, their communication skills and their body language. Are they professional or more casual and informal? Are they cluttered or neat and organized? Is it a noisy environment or quiet? Maintaining eye contact, while important in an on-site, is trickier in a video setting. They might look directly into the camera or at the screen. However, they should be focused on your conversation and not distracted. Measure these factors against your company’s office culture, brand and image. These are all clues as to what you can expect should they become an employee.
  7. Take notes.
    As best as you can, jot down notes as you’re talking about their responses and general presentation. You can also rank their responses to each question and other things such as appearance and body language.

What do you do after the video interview?

First, review your notes and the recording, if you have one. You may have additional questions you wish to ask at a future date. At this point, the list of job seekers will likely be narrowed down to just a few of the most impressive people. If the interview went well, the company will typically invite the candidate into the office for an in-person meeting. During this final round, they’ll likely meet and greet more of the team members and may have additional interactions. Taking the extra time to prepare and conduct the perfect video job interview will pay rich dividends later, in the form of highly valued, long-term professionals that will keep your business growing.

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How to Tell if a Candidate is Reliable /blog/determine-if-candidate-is-reliable/ Fri, 13 Sep 2019 18:34:33 +0000 /?p=1986 Employee turnover can be costly to your company. It wastes time, money, energy, and disrupts the workflow. So, first and foremost, you need to make sure you’re staffing your team with reliable employees who will come to work and do the job you need them to do. You need to be certain before you make […]

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Employee turnover can be costly to your company. It wastes time, money, energy, and disrupts the workflow. So, first and foremost, you need to make sure you’re staffing your team with reliable employees who will come to work and do the job you need them to do. You need to be certain before you make a hiring decision.

How Do You Define What It Means to be an Efficient and Reliable Employee?

In basic terms, employee efficiency means completing tasks and responsibilities on time and within budget. Reliability goes hand in hand with efficiency, it’s the proven track record of an employee’s work efficiently over the course of their employment. To be reliable means that they can complete tasks and job functions in a timely, cost effective manner. This includes arriving to the job on time every day, meeting deadlines and following through on requests for help.

How Can a Candidate Demonstrate Their Dependability?

During the interview and hiring process, a candidate can provide evidence of their dependability by showing completion of tasks and job functions within budget and within a prescribed timeline. Showing below budget and before deadline percentages are good indications of dependable employees.

However, this isn’t always possible to know from a job interview. Fortunately, there are other ways to determine a person’s reliability that don’t involve pre-employment testing like personality tests or integrity tests.

Here are four methods you can use to determine how reliable a candidate is.

1. Use Clues from the Job Interview

Did the candidate arrive early? Promptness and especially an early arrival show excitement and eagerness that will likely translate into a hard-working, dedicated employee.

Did they take the time to research the company? Learning as much as possible about the company’s business prior to the interview demonstrates a level of interest that goes beyond it being “just another job.” This is another strong indication of a highly motivated employee, which will strongly impact their reliability.

Did they ask questions that showed that they listened carefully? Asking intelligent questions during the interviewing process shows a high level of interest and involvement. That type of enthusiasm and curiosity will likely bode well for the future.

2. Ask Specific Questions During the Interview and Pay Close Attention to How They Answer

Evaluate Their Commitment.

Why do you want to work here? In addition to inquiring about candidate experience, ask why they want this specific job. If they’re just looking for something to pay the bills or fill their resume and they’re not passionate about your company or their role in it, they might not be the one you need to get the job done. Enthusiasm and a positive attitude go beyond having the basic skill set.

What are your long-term career goals? Where do you hope to be in 5 years? Ask about their long-term plans. If they see your company as a placeholder while they look for something better, you might not trust them to churn out quality work and be eager for new responsibilities. But if they’re excited about what you do and seem like they’re motivated to move up the ranks in your company, they’ll probably have a strong work ethic and be successful.

Inquire About Their Needs.

What is your ideal work environment? Have them describe their ideal work situation and make sure it matches with what you have to offer. If they’re looking for the chance to telecommute but you need your staff to be onsite, then they might not be happy working for you. And if they’re dissatisfied, they’re probably not going to be very driven to go the extra mile. Instead, they might check out or even quit.

Ask About Their Work History

What was your most difficult workplace decision? Ask them to describe what it was and how they handled it.You want to hear about their history with high-pressure situations. If the stress was too much and paralyzed their ability to function, this is not a good sign. If they accepted the challenge and were able to work through it, you’re probably dealing with someone who has advanced problem-solving skills, who you can trust with future high-pressure situations and projects.

What do you do when a disagreement arises? Ask about a time they disagreed with a co-worker. Were they able to constructively problem-solve the issue? Or was it too much for them to bear? As they’re describing the situation, note whether they repeatedly blame others or accepted responsibility. Conflict at work is inevitable, so it’s important they can be mature and resolve the matter without disrupting the workflow. Behavioral interview questions can help with your assessment and tell you a lot about a potential employee.

What do you do if the workday ends and you haven’t finished your work for that day? The answer to this will tell you if this candidate will go the extra mile (or the extra hour) to excel in their position.

Ask How They Deal with the Work-Life Balance.

Tell me about a situation when it’s ok to be late for work. Unexpected things will happen. What you’re looking for here is what they consider to be “beyond their control.” Is it an actual emergency, an unexpected traffic problem or something else? Do they immediately call and let their supervisor know?

What happened the last time your personal life pulled you away from work? This will indicate if they’re able to handle the work-life balance. If they have recurring family crises they can persevere through, great. If they’ve had to miss time for them or they’ve been too distracting for them to get anything done, they might not make the most reliable employee. Pay attention to how they handled their absence, such as letting management know about their situation and making up the time.

3. Ask Their References About Their Character, Job Performance and Reliability

Many hiring managers might not want to take the time to contact former employers, but it’s extremely helpful in your final assessment and a great way to know for certain if that person is reliable.

4. Work with a Recruitment Partner

Specialized recruitment firms spend time researching candidates and conducting due diligence before presenting them to a client. They’ll ask questions and conduct thorough reference and background checks. For consultants, they’ll examine their performance at past assignments. A professional recruiter helps managers through the entire selection process.

By following these guidelines, including what to ask in an interview, a company can bring on board the most qualified and driven employees.  

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How to Retain Your New Employees /blog/retain-new-employees/ Tue, 10 Sep 2019 17:36:10 +0000 /?p=1981 Employee retention is important. It says a lot about the health of your company. Losing a key employee costs your company money and time. And when the current unemployment rate is low, competition for the most talented professionals can be fierce. But if you can retain your best employees, you can focus on selling your […]

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Employee retention is important. It says a lot about the health of your company. Losing a key employee costs your company money and time. And when the current unemployment rate is low, competition for the most talented professionals can be fierce. But if you can retain your best employees, you can focus on selling your product, satisfying your customers and growing toward your long-term goals.

Now that you’ve completed a highly successful recruiting process and have hired outstanding new talent to power your organization, here are ways you can make sure your new hires are happy in their work environment.

The Importance of the Onboarding Process

Many people who quit within their first month because they were never properly onboarded. Their fantasy of their new job doesn’t match the reality. Harvard Business Review reports that 20% of employee turnover occurs in the first 45 days of their first day. What is orientation and onboarding? Onboarding new hires begins with showing them how things work and giving them all the necessary tools to function smoothly within the company. This includes everything from where to park and obtain a company ID to how to enroll in health benefits and learn about company policies.  A comprehensive onboarding process also includes helping them to assimilate, giving them a well-defined job description and letting them know what is expected of them.

Check in weekly with new hires to see how they’re settling in. They should meet with their manager one on one, have a clear grasp of policies and procedures, and be equipped with everything they need to be successful. A good onboarding experience includes setting achievable goals for new hires, gradually increasing the level of responsibility to build trust and their own confidence. 

Coaching sessions should be weekly for the first several months, then quarterly for the first year. Eventually the more straightforward questions will evolve into long-term goal setting. Be sure new hires are adopting the company’s core values from day one.

Part of the strategic onboarding should be focused on building relationships and a sense of community within the company. This makes new hires feel more welcome, and it helps build trust and camaraderie among your team.

A Lifetime of Learning for a Happier Team

For high employee retention rates, staff training should be an ongoing process throughout their career with your company. How long should it take to train new employees? It typically takes 1-2 weeks for a new employee to feel comfortable in their role and to begin contributing, but it may take up to a year for them to be “fully productive.” An ideal training program lets a new employee ramp up quickly, giving them a secure foundation on which to build their career. Having meaningful opportunities for advancement and the ability to add to their experience contributes to greater employee satisfaction, higher employee retention and a more well-trained, knowledgeable staff.

How Do You Keep Employees from Leaving?

Train, Develop and Reward Your New Hires.

Employees want to know they’re valued, and that their efforts are recognized. Thank your employees regularly. If your budget allows, consider offering monetary rewards, bonuses, raises and gifts. Help your staff develop skills and knowledge they can use as they grow in their careers and move up in your company. Consider professional development classes, job shadowing, leadership training programs and mentoring. The more you invest in your employees, the more committed they’ll be to the company.

Provide Perks to Help Make Your Employees’ Lives Easier.

A company perk doesn’t have to be a complete benefits package or stock options. It can be smaller gestures that are low-cost yet effective methods for employee retention. Consider offering employees the option of a flexible work schedule or the ability to telecommute on certain days. These are also ways to make your workplace more efficient, since an employee who is experiencing stress or having difficulty maintaining a healthy work-life balance won’t be as productive. Providing food and/or snacks is also a perk that busy people appreciate.

Conduct Interviews with Long-Time Employees.

Exit interviews are well known, but what about “stay” interviews? As part of the Wall Street Journal’s guide to employee retention, they suggest asking seasoned employees what they like about working at the company, why they’ve stayed and what they would improve. This information can be used to strengthen your company’s employee retention strategy.

How Do You Keep Your Employees Loyal?

Promote and Be True To Your Company’s Culture.

Employees who buy into the company culture are more loyal and engaged. Clearly communicate your values to your employees and make sure your policies reflect those values. Welcome their feedback and suggestions, so that they more strongly believe that your vision is their vision.

When Possible, Promote from Within.

This can’t always be done but rewarding a valued employee by giving them a promotion is a great way to keep them loyal to your business. It also gives employees a clear path to advancement, which will encourage them to stay put.

Hire a Human Resources Professional.

This may not be practical for a smaller company, but for a workplace with more than 100 employees, an HR professional can manage employee benefits, perks, reviews and other important issues, as well as keep lines of communication open between employees and managers.

How Do You Keep Your Employees Engaged, Motivated and Happy?

Communicate Effectively and Encourage Ideas.

Poor communication can lead to misunderstandings, distrust and poor performance. Employees need to know what’s expected of them and how their personal goals contribute to the company’s goals. Be upfront about earning potential and provide frequent feedback on performance. Require managers to interact with and coach new hires regularly. And give your new hires the chance to share their voice and opinions as well.

Value Employee Feedback.

Collecting feedback from your new hires is important and of course you should continue doing so for more seasoned employees as well. Solicit questions and concerns at regular staff meetings, provide an employee suggestion program and gather satisfaction surveys. Letting your staff know how valued they are boosts morale and makes company culture more appealing to new hires.

Learn from Survey Data.

Hearing from your employees who are on the “front lines” helps you figure out why people are leaving, so you can examine those issues and be proactive when you sense a new hire is thinking of leaving. Surveys can also help you see trends in what types of people are likely to stay long term and seek those traits out as you hire.

Employee Satisfaction Builds a Successful Business

Now that you’ve learned some effective employment retention strategies, your company will grow in tandem with their job satisfaction and experience. By engaging in a robust onboarding program, rewarding your employees and valuing the opinions and ideas of all your staff, you’ll see immediate results in a lower turnover rate and greater employee retention. You’ll also understand and appreciate the direct relation between your people and your success.

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The Benefits of Using a Marketing Recruitment Agency /blog/marketing-recruitment-agency-benefits/ Wed, 04 Sep 2019 21:46:20 +0000 /?p=1977 Your company has just decided that you need to hire a marketing professional. What is the best way to go about this? You could post the listing on an online jobs site, advertise in a local newspaper or possibly get the word out to your staff and offer a referral incentive. But are these effective […]

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Your company has just decided that you need to hire a marketing professional. What is the best way to go about this? You could post the listing on an online jobs site, advertise in a local newspaper or possibly get the word out to your staff and offer a referral incentive. But are these effective ways to quickly and efficiently find the best talent for your organization? You’re busy trying to run your business and likely don’t have the time to create an effective job description, determine the best places to advertise that will attract the most qualified candidates and then weed through what may be hundreds of resumes, trying to find the best people to interview.

There are many benefits of a marketing recruitment agency when it comes to discovering and bringing fresh new talent onboard.

Why is Effective Marketing Recruitment Important?

The recruiting process is the key to growth.

Your business is only as strong as your employees — their skills, industry knowledge, professionalism, resourcefulness and ability to satisfy the demands of your customers and clients. There are many desirable qualities in the ideal marketing professional that can’t always be seen at first glance in a resume, which is why the recruiting process is so important. Superstar new hires will take your business to profitable new heights.  

The ability to target, motivate and hire top talent will lead to continued growth.

A business owner or manager may understand what they desire in an ideal candidate, but they may not know where to look or how best to communicate their requirements and preferences. They might also not be skilled in presenting their company’s strengths and opportunities to properly motivate potential candidates, nor in deciding who is the best fit. Not presenting positions properly or not choosing the best people can lead to poor fits or high turnover, both of which will waste valuable time and decrease efficiency.

An efficient yet thorough process will lead to strong results.

The key is to ensure that all qualified candidates are brought to your attention, while not getting bogged down in the process. The recruitment process can be strenuous and time-consuming, so efficiency is extremely important.

Current market conditions demand agility in the hiring process.

With unemployment low and the battle for the top talent becoming more competitive, your company must have a streamlined process that ensures you are putting your best foot forward in how you present your company to candidates, how you express the job requirements and desired skills, and the value of the candidates you bring in to interview.

What is Effective Recruitment?

For marketing recruitment to be effective, there must be a streamlined process in place with clear objectives. In this way, your team can scale quickly and smoothly as is needed, to keep up with the demands of the marketplace. An effective strategy means that you’re in constant communication with top employees, supervisors and managers, so that you can plan accordingly and are ready to hire when the need arises, rather than having to scramble suddenly as a reaction to unexpected events. In this way, you’ll be able to attract and retain the most dedicated, qualified and talented full-time employees to power your business.

What Are the Benefits of Using a Recruitment Agency?

In a marketing recruitment agency, trained career recruiters stay apprised of the latest trends in the industries they serve, and they’re always on the prowl for highly qualified candidates. Staffing services use online job boards and social media, in addition to phone calls and emails, to look for talent. They’re highly adept at navigating the current employment marketplace, vetting talent and streamlining the entire hiring process.

Benefits of using a marketing recruitment agency includes the following:

1. Increases the bench of candidates by targeting the passive population.

Recruiters will occasionally reach out to highly qualified individuals that meet their client’s requirements, even if those people are not actively seeking employment. These may be very desirable candidates, since they have current industry experience, and they may be interested, once they learn about the company and hear the offer. According to LinkedIn, just 12 percent of the workforce is actively looking for a job, yet 85 percent is open to learning about a new opportunity.   

2. Decreases the time to hire.

A recruitment agency employs seasoned professionals who are focused all day, every day, on the front end of the recruiting funnel. Recruiters have an existing talent pool of highly qualified individuals that they can pitch the job to, which streamlines the vetting, interviewing and hiring process. In the case of staffing agencies that specialize in marketing, they’ll already be in touch with top marketing professionals in the area.

3. Improves the quality of the hire.

Most recruitment agencies specialize in certain industries or functions, so they’ll already have a connection with the top talent in that field. Because of their expertise, recruiters will likely know right away which candidates are the best fit for a specific position in your organization.

4. Maintains a professional appearance.

Particularly in the case of a new startup, some organizations may not have in-house recruiters. Using a professional recruitment firm ensures that your company always maintains a professional appearance throughout the hiring process. An impressive operation attracts equally impressive talent.

5. Takes full advantage of third-party endorsement.

A recruitment agency can offer third-party advice and guidance to candidates, making the interviewing and hiring process run far more smoothly. Professional recruiters can answer questions from candidates and hiring managers, so that each party knows what to expect and what is expected of them, without any discomfort on either side.

What Does a Marketing Recruitment Agency Do?

Recruitment agencies are hired by employers to find the best candidates for the job from a pool of highly qualified talent. Often confused with employment agencies, which cater to job seekers, a recruitment agency serves the employer.

A professional recruitment firm:

  • Identifies specific backgrounds that best fit the job requirements.
  • Targets candidates that are passive (not actively looking for employment), as they will likely be currently working in the desired field with valuable job skills and may be interested in hearing about an exciting new opportunity.
  • Motivates passive candidates to visit the company for an interview.
  • Screens and vets the candidates so that the employer can focus their time on a select handful of hopefuls. This saves the hiring manager a lot of time that they would otherwise spend digging through possibly hundreds of resumes to find the best people to meet with.

A Strong Partnership for the Best Results

Working with an outstanding recruitment agency as part of your company’s recruitment strategy is like having a first-rate hiring agency in your office. Ideally, these professionals will integrate seamlessly into your organization to provide you with the best service that’s attuned to your unique needs and requirements. The result of this partnership will be extremely highly qualified, motivated talent that will become valuable assets to your business.  

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Top Things to Look for in a Marketing Candidate’s Resume /blog/marketing-candidates-resume/ Fri, 30 Aug 2019 17:16:49 +0000 /?p=1973 Today’s marketing professional lives in a completely different world from their counterpart of 15 years ago — and predictably, so does their marketing resume. In fact, the marketing landscape has vastly changed since just last year, but the early to mid-2000s was when social media giants Facebook and Twitter first launched and Google Analytics was […]

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Today’s marketing professional lives in a completely different world from their counterpart of 15 years ago — and predictably, so does their marketing resume. In fact, the marketing landscape has vastly changed since just last year, but the early to mid-2000s was when social media giants Facebook and Twitter first launched and Google Analytics was born, and Google’s first major algorithm update was in 2003, ushering in a new era for SEO (goodbye keyword stuffing and invisible text). Marketing hasn’t been the same since.

Whether someone is an entry level marketer hoping to land their first position or a seasoned marketing executive with years of experience looking for an exciting new opportunity, it is vital that the marketing resume aligns to today’s marketplace. A hiring manager or highly skilled professional marketing recruiter, for their part, should be looking for certain skills and abilities — many of which were barely considered not that many years ago. For those looking for employment and companies who want to be hiring the best employees, being armed with this information greatly speeds up the search and delivers a successful outcome.

What Should Be Included in an Entry Level Marketing Resume?

An entry level marketing resume is unlike any other professional resume, as the entire presentation can be thought of as a sample marketing campaign.

Expert Salesmanship

Both the cover letter and resume should be unique, interesting and informative, as it demonstrates the applicant’s marketing skills and savvy, as well as their enthusiasm for the marketing field. This goes a long way, especially if they have limited experience. It’s an excellent opportunity to showcase their creativity and their ability to convert the reader (the hiring manager) into a “buyer,” which is the ultimate goal of all marketing campaigns.

Marketing Success

The candidate should obviously list their marketing projects and accomplishments, as this demonstrates their track record, even if they haven’t been a marketing specialist for very long. But for the perfect marketing resume in today’s competitive job market, merely listing one’s work experience isn’t enough. If possible, the marketing candidate should discuss at least one successful project on their marketing resume, even if they can’t provide conversion metrics.   

Education, Interest and Experience

An entry level marketing resume should include any related degrees and certificate classes, whether it’s an advertising and marketing communications degree or SEO certification. It should also mention marketing affiliations. Having experience in the marketing field, even it’s an association membership or writing a personal essay about a marketing experience, shows dedication. This is a strong indicator of the person’s commitment to their chosen occupation.    

The Personal Touch

Something else that sets an entry level marketing resume apart from what will likely be many others is a personal touch, based on the company they’re applying to. Ideally, this is something that would be reflected in both the cover letter and the resume. A marketer “newbie” may not have a lot of job experience or many (if any) successful campaigns to proudly trumpet, but they can make up for that by doing a little research and tweaking their cover letter and resume to speak directly to the hiring manager. If they show a special interest in the company and explain how they can benefit the organization, that will give them a distinct advantage with the hiring manager or marketing recruiter.

What Skills Should You Look for in a Marketing Resume?

During your hiring process, the key skills you should be looking for in a marketing resume are communication skills, creativity and imagination, interpersonal skills and analytical skills.

Communication Skills

For a marketing manager, marketing coordinator or any other position, communication skills (both writing and verbal skills) are key. Whether they’ll be writing a proposal to present their marketing strategies with clients or meeting to discuss the company’s latest marketing campaigns with co-workers, both their written and verbal communication must be impeccable. Writing in the world of marketing may take many forms, from an internal email to a long article or proposal. Other types of writing in marketing professions include blog posts, press releases, video scripts, case studies, white papers, social media posts, product descriptions and landing pages. Their marketing resume (and portfolio) should indicate that they have experience with at least a few of these.  

Creativity and Imagination

All the industry experience and technical know-how in the world can’t make someone creative and imaginative, yet these are important qualities of a true marketer, and these qualities should be apparent in their marketing resume. It may be the unique way they present themselves in their cover letter or how they describe their work experience, but there should be something special about this candidate that sets them apart from the rest.

Interpersonal Skills

The ability to engage others and to be a “people person” is an important life skill in general, but it’s critical for those in marketing. It’s known as one of the soft skills that aren’t always apparent. In a marketing resume, this may take the form of a group project successfully completed, complimentary references from previous employers or the candidate’s involvement in a marketing blog and their online interactions.

Analytics Skills

In today’s world where most marketing occurs online, being able to track traffic results and conversion rates is a valuable skill that has become a basic requirement for a marketer, and this skill should be evident in their marketing resume, in the form of actual job experience. At the very least, they should have received some formal training in that area.

What Other Skills Should a Marketer Have?

Beyond the ability to effectively communicate, creativity and imagination, strong interpersonal skills and analytics skills, there are many other skills that a marketer should have. One of these skills is business savvy, which means that they understand the rules of commerce as well as the client’s business goals, so that they can base their marketing program around the client’s vision.

But there are many more important marketing skills. In fact, SEO marketing professional Sujan Patel lists 50 of them. While it’s unlikely that every marketing manager or sales professional will be able to check off each one of these skills, they can be thought of as something to aspire to. This dizzying list is proof of how complex and challenging the marketing profession has become, with new technology, methods and lingo arriving daily. In fact, one of the skills a marketing professional should have is the ability to adapt to a rapidly changing business environment. In terms of analytics alone, just keeping up with Google’s search engine algorithms requires an agile mind!

Here is a sampling of marketing skills that are useful to have. Some of them, like creating a customer experience, storytelling, social media, influencers and metrics have become bonafide buzzwords that may turn up on a marketing resume, so be on the lookout for them.

  • Customer Obsession – Great marketing professionals are completely focused on what their target customer needs and wants, in addition to their dreams and challenges. It has become very important to create an engaging, satisfying experience for them, which includes a strong presence on social media platforms. In fact, the experience has become even more vital than the actual product and the price.
  • The Storyteller – Everyone loves a good story and an important marketing trend is to identify and communicate a strong narrative which includes conflict and resolution.
  • Keeping Up – It helps marketers to be an avid reader, so that they can stay at the top of their game in the rapidly evolving environment. On the marketing resume, look for memberships in organizations, involvement in online marketing communities and interest in new technologies and trends.
  • Sharing the Knowledge – Especially in the case of a marketing manager, a clear sign of dedication to the field is the desire to teach others what they know. A marketing resume for a marketing manager hopeful might include regular blogging that examines marketing-related topics, podcasts, workshops, mentorships or teaching in a classroom or office.
  • Tech Savvy Social Media Maven – Whether it’s Twitter, Facebook, Instagram, Snapchat, YouTube or whatever the next trendy social media platform happens to be, marketing professionals should be familiar with all of them. They should also know how to choose the right social media channels for their clients and understand the importance of influencers and ity sites. As for technical skills, a partial list is SEO, metrics, memes, mobile-friendly, HTML, podcasts, CRM, CMS, scheduling and messaging, email marketing, analytic software and marketing automation.   

The World of Marketing and What Lies Ahead

Forbes gazed into their crystal ball to foresee important trends that will likely shape marketing in years to come. This includes a greater role for artificial intelligence (AI), smart speaker advertising, brand ambassadors, thought leadership and expanded content marketing to influencers and micro-influencers. It can be overwhelming, but with superstar employees carefully vetted by a skilled and knowledgeable recruiter, your organization can ride the crazy wave and thrive.   

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