Posts tagged ‘marketing’

‘I Would Be Absolutely Perfect For This,’ Report 1,400 People Looking At Same Job Posting

The Onion nails it with a story that all recruiters will believe about the number of perfect applicants for a marketing job at Swensen Digital:

‘I Would Be Absolutely Perfect For This,’ Report 1,400 People Looking At Same Job Posting

SAN FRANCISCO—Upon coming across the same job posting Monday for a full-time position at a local startup company, an estimated 1,400 people reportedly described the opening as “a perfect fit” for their qualifications, saying it was exactly the opportunity they’ve been waiting for. “I have all the skills they want, my experience matches up—I honestly don’t know if there’s anyone out there better suited for this job than me,” said unemployed man Charles Duncan, echoing the sentiments of 1,400 others, 900 of whom believe their facility with social media and knowledge of web design will definitely make their application “stand out from the rest of the pack.”

See the video or the full text story to see how it worked out.

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5 July 2013 at 2:19AM Leave a comment

How Not to Get a Job in PR (or other fields)

PR Expert Harry Hoover has some feedback for job seekers based on the submissions he’s been seeing:

If the resumes and emails I receive are any indication, neither your parents nor your teachers taught you how to properly look for a job. I frequently receive notes to my email address that are addressed “To Whom It May Concern”, or “Hiring Manager”, or even “Please pass this along to the appropriate person.” I guess since YOU are the one looking for a job, that I am supposed to help YOU find it. Because YOU are special. Your Baby Boomer parents have been telling YOU this all of your life, so it must be true.

It’s not. Welcome to the real world.

If you are looking for a PR job, it’s YOUR JOB to find it. You should have had intro to journalism at some point in your college career. Unless, of course, liberal educators have removed all job-related courses from the curriculum. But that is another posting.

From your journalism courses, you should know how to do a modicum of research to find out the proper person responsible for hiring. In 20 seconds on my website, my eight-year-old grandson could discover the name of a real person and also determine that My Creative Team doesn’t have employees, only freelancers.

And if you are going to be working with journalists, you need to know how to customize your story pitches. “To Whom It May Concern” sure gives me a warm and fuzzy feeling. I’m sure a reporter would love to receive that in an email pitch.

Nowadays, tools like LinkedIn and ZoomInfo make the research much easier than back in the early ‘Oughts, when all we had was Google.

Hoover closes with specific suggestions:

Now, here’s a little more unsolicited advice. If you want to stand out from the crowd of job seekers, it is not hard. Send a letter and resume via snail mail. Address it to a real person that you have done a little research on. Include some references about the person’s history or career in your letter. If you really want a job, show why you should have it. Trust me, it is easy to separate yourself from the crowd. At least, based on my experience.

Sound advice from someone who sees a lot of paper.

See the full article from Mr. Hoover here:
http://www.my-creativeteam.com/blog/?p=753

28 August 2012 at 1:42AM Leave a comment

XKCD: Marketing Interview

This one is for Kathy:

Must see: http://xkcd.com/

27 November 2009 at 6:41PM Leave a comment

How NOT to Get a Job in the Communications Industry

Hodgson/Meyers is an award-winning marketing communications agency in Kirkland Washington. They focus on improving their client’s B2B communications. Gary Meyers, the president of Hodgson/Meyers, receives many job inquiries from the college aged demographic. His experience is like mine, in that most of them blow it entirely.

Earlier this week, Meyers blogged about some recent communications he’s received from those with college degrees in English or Communications. He provided two examples. Here’s the first:

Inquiry #1 (name changed, spelling, punctuation and grammar per original):

Hello,
my name is Janie Doe, Im interested in getting into advertising and
trailor making of major motion pictures and i came across your
company. I’m a graduate of the UW in 05/09 and am looking for
an internship possibility or if your hiring some time soon
thank you
Janie

Gary offers these poor unfortunates four points of good advice. Here’s his first:

1. Use proper spelling and grammar. Not lower-case text slang riddled with misspelled words and poor punctuation. You are looking for a job in a field where professional communications skills are critical. Reading the above email is painful.

See all of Gary’s advice, and one more painful example, here:
http://blog.hodgsonmeyers.com/2009/10/01/how-not-to-get-a-job-in-the-communications-industry

Any company that offers complimentary tattoos of the Pileated Woodpecker would be a cool place to work. Click the link to Spike’s page to get yours. (Maybe Hodgson/Meyers will send me some for my Cub Scouts!)

UPDATE 13-OCT-09: For more NotJobs tips on how NOT to get that PR/Marketing/Communications agency job, see these postings:

10 October 2009 at 12:54PM 1 comment

How Not to Get a Job at Brains on Fire

Robbin Phillips (actual title = “Courageous President”) of Brains on Fire runs a national naming and identity company. She recently noted another way not to get a job.

Step One: Address an envelope to Robert Phillips, President.

Step Two: Start the enclosed letter with “Dear Mr. Phillips.”

Obviously, Mr. Candidate didn’t do his research.

The original post is here:
http://www.brainsonfire.com/blog/2006/08/30/how-not-to-get-a-job-at-brain-on-fire/

23 April 2007 at 3:21PM Leave a comment

How Not to Get a Job at Wieden + Kennedy

Perhaps it is the far end of the bell curve of the creative population, but the advertising/public relations business seems to attract some of the world’s most… interesting… candidates. The folks at the London office of Wieden & Kennedy (Blogging at welcome to optimism) seem to get best of the worst.

First there was the cover letter received from “The Terrorist“:

This week we received possibly the most inappropriate job application for any job, any where, at any time. We’re pretty broad minded here, some might even say laissez-faire, but what would lead someone to think it a good idea to put on the front of his CV a big colour photo of the burning twin towers about to be struck by the second jet, coupled with a ‘humorous’ caption?

Then there was the Banana Boy (spelling in context):

“Hello Natalie, how are you? do you remember me? We met years ago in a supermarket, yeah, trust me, I gave you an orange and a bannana while you were in the check out counter. That was a difficult moment for you, I saw your desperate face and I was right there for you when you needed my help. Do you remember me, right? The orange and bannana boy?”

Finally, the applicant in pain:

I sent you my application on Friday today is Monday morning and I’m waiting for responsiveness. It hasn’t come. This is a shame. I wish to make my purpose fully clear to your business and so write you again.

While their count seems a little high, any recruiter who has been in the business a while will have a fair share of examples to share. I’ll admit that the banana thing is weird.

Wieden + Kennedy is the same agency who did the great Cogs ad for Honda.

22 April 2007 at 1:14AM 1 comment

How Not to Get a Job at uShip

Anyone who has been in recruiting for any length of time runs into a fair share of strange candidates. Matt at uShip.com details his experience with the ultimate presumptive close:

We recently had an unusual (think Twilight Zone) experience here at our office in Austin. We have a few jobs posted on our Jobs page for which we receive many resumes – some great and some not so great. Occasionally, a bold candidate will try to stand out from the pack by sending cookies with their resume or even showing up with a sack of BBQ sandwiches (a good choice given my weakness for BBQ and food in general). This is all well and good.

A couple weeks ago, an unannounced visitor shows up at our door (which is usually wide open) and walks in. Without saying a word, this individual walks right through our main, open office area (our outer defenses) and into the hallway that leads back to some offices. A few employees subsequently told me that they thought something seemed weird but didn’t say anything because we frequently have people they don’t recognize coming in and out for meetings. This person walks back to the room where our Service team sits and up to the first employee he sees (Heather) and says, “Hi. I’m your new Director of Marketing.”

We have interviewed a lot of people for this job and have yet to hire anyone. However, Heather doesn’t know that for sure so all she can say is, “Oh, I didn’t realize we had one”. At this point, introducing yourself as already having the job might be kind of funny IF you follow it with, “Just kidding, I’m not hired yet”… However, this individual continues the charade and starts asking all kinds of questions. This is where it gets even more weird…

See the full posting (and the outcome) here.

20 April 2007 at 8:51PM Leave a comment


My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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