job description

Old Dogs Can Learn New Tricks


The December 4th issue of the New York Times carried an article by Patrick Gillooly in the Sunday Business section entitled “Why You Need Social Media” Mr. Gillooly puts forth the proposition that a well executed social media strategy is critical for career advancement. Full disclosure: he is Director of Digital Communications and Social Media for the career site Monster and he openly admits his bias.

Reading this article made me question my own preconceived notions. As a recruiter, I live and die by LinkedIn. I use Facebook for keeping up with an array of non-business friends and relatives across the country. So when I think this is a common practice in the business world, I am extrapolating from a sample of one. And don’t get me started on Twitter.

I think Mr. Gillooly makes a good point when he says that excluding yourself from social media means you may not be staying on top of the opinions and workings of people who can have a very dramatic impact on your life and career. By embracing social media, we can create career opportunities from simply expanding our networks, improving our knowledge and exposing ourselves to jobs we may not have otherwise considered.

So, please join me in taking the first step. Go to and take a moment to like my company page

I guess even us old dogs can learn new tricks.

Happy New Year,

Roger Tremblay


Time To Get Serious About Hiring.


This week THE WALL STREET JOURNAL ran a piece in the Personal Journal section titled “The Six-Month Job Interview – The Hiring Game: Surviving The Job-Interview Marathon”

The article described, in detail, the long, drawn-out process that some employers put prospective candidates through before they are hired.  From this recruiters point of view, some of it certainly makes sense but, much of it is just plain poor business practice. In the marketing communications space where we work, the reality is that the demand for top-tier talent far outstrips the supply – it’s a buyer’s market!

On more than one occasion this year, after being thoroughly vetted by us, PCS delivered a really top candidate to the client for an initial interview.  The interview goes well, there is a promise of a second round of interviews with, perhaps multiple participants, and then the whole process drags on for days, weeks and, sometimes, months.  Perhaps scheduling multiple interviewers is difficult, maybe the daily demands of the company require immediate attention or, heaven help us, the hiring manager and the HR manager have a different opinion on the urgency of filling the position.

But, the end result is always the same: the candidate gets frustrated and tired of waiting, has other suitors who act quickly and accepts another job.  As a result of feet dragging our client loses out on a potential valuable employee.  We go back to square one. And, the former future star possibly has a less than favorable opinion of “Glacially Slow, Inc.”.

Most of the companies we deal with say, “our people are our most valuable asset”.  You would never know it from their hiring approach.

How Do I Know I’m Working With The Right Recruiter?


As a candidate I’ve worked with some very talented recruiters. I’ve also had conversations with recruiters who were clearly only working for themselves. From a candidate’s perspective here are five questions you should ask yourself.

1. Is the initial conversation with the recruiter focused on you, your career goals and needs or, is the recruiter hard selling the job he/she is trying to fill?
2. Does the job presented by the recruiter fit your personal and career goals? Does it fulfill your immediate and long-term needs?
3. Can the recruiter provide meaningful insights into his or her client company’s business model, culture, leadership, and competitive advantage (verses he/she lazily directing you to the client’s website suggesting you “check ‘em out and let me know what you think”)?
4. Has the recruiter set realistic expectations with you about the steps in the hiring process and timing?
5. Are you receiving regular communications regarding your status in the hiring process? And, timely replies to your inquiries?

If your answers are “yes” you’re working with someone with a genuine interest in furthering your career. Congratulations!

2016 Resolutions


I resolve to do a better job for my clients by:

  • Learning as much as possible about my client’s company and culture.
  • Forwarding as many exceptional candidates as the market provides.
  • Telling my clients what they need to hear as opposed to what I think they want to hear.

I resolve to do a better job for my candidates by:

  • Learning as much about my candidate’s character and integrity as their experience and skill set.
  • Keeping them in the loop on the hiring process with regular communications.
  • Providing them with realistic expectations and thorough preparation for interviews.

And, I resolve to continue to ALWAYS tell the absolute truth to both parties.

Get Professional. Start Your Career.

Character vs Tech Knowledge

Lately I’ve received a number of referrals looking to break into anything digital. After reviewing a bunch of resumes and checking out social media profiles here’s my response to a young, honors graduate from a top tier Boston area private university, currently working in finance and planning to relocate to NYC.

Dear Candidate,

Here’s some advice (listed below in no particular order of importance).
• Grow your contacts
• Replace your photo with a professional head-shot
• Add your resume’s narrative to each job emphasizing results, milestones, innovations, etc.
• Ask employers and associates for recommendations – important!
• Include any fraternal, athletic or college associations noting leadership positions
• Add professional groups that reflect your career objectives
• Add individuals to follow – again reflecting career interests or leadership qualities that you expect to emulate
Your Resume
• Add any volunteer experience – current or past (should also be included on LinkedIn)
• Education – your resume and LinkedIn don’t match. Edit to match
Your Career – I’m going to assume you’re interested in all things digital, right? OK, so I suggest considering the following:
• Start with leader companies – places that offer internal training, mentoring and rapid career advancement – the start-ups will always be around and for every story about hitting it big with a start-up there’s scores of untold failures.
• Think about where you’d like to be 2-3 jobs from now. Find some folks who have those jobs – reach out, tell them you’re green and would like to buy them coffee just to learn what they know and how they got to where they are now. Sometimes magic happens.
• Consider Internships if you’re not fixed on a specific job type. Try to get those that pay (important for NYC living) and offer a duration of 6 months (takes 90 days to find the water closet).
• Join NYC groups and associations that reflect your career interests. Network. People will recommend those they like for jobs in their company (sometimes they earn a bonus for recommending new hires)
• Get involved – volunteer – another great networking environment plus it makes you feel good and keeps Karma happy
• If digital is your passion check with the Interactive Advertising Bureau for information on earning certifications that align with your interests and the marketplace. Sign-up, study, and get certified.
Social Media – make certain all social media reflects the professional you – you can certainly be fun loving, active, etc. but ditch the stuff you might not want to explain to your Grandmother or clergy.

I’m confident anyone reading this might have a suggestion or two so keep the advice flowing. Might just add a few Karma credits!

Do Resumes Matter Any More?

Steve Jobs


Each week we receive and review scores of resumes. Remember the 1966 Italian epic Spaghetti Western film starring Clint Eastwood? “The Good, the Bad and the Ugly”. That title describes today’s resumes.

To limit the bad and the ugly remember a resume reflects education, experience and occasionally skills. Be certain to align this chapter of your story with social media including LinkedIn. Hiring managers scour LinkedIn, Facebook, Instagram and Twitter accounts, which reflects what you believe is worth sharing about yourself. Are they reflecting the real you? Is the message positive and consistent?

What matters to hiring managers is personality, intelligence and drive. Are you driven to use your brains to acquire the knowledge that will assure your success and help grow the organization? Are you someone who earns respect among peers, clients and management? Culturally will you fit in?

What, in addition to a well-crafted resume, does one need to get in front of the hiring manager (and, past the gatekeepers)?

Consider telling your story with a short, well-written semi-biographical narrative. How did you overcome a huge hurdle? How do you lead? How do you deal with opposing views? What passion is behind seeking the next career move?

A great narrative separates you from the crowd, wins the interview and leads to the all-important chemistry question. Is this the job I can’t wait to start every morning? And, from the hiring manager’s view, is this someone I want to spend 8 plus hours with five days a week?

So, write a great resume, make certain social media reflects the real you and then tell a story that piques the interest of your potential next boss.

Help Wanted!

All job descriptions are not created equal. Many are written by HR managers who are not always in sync with the needs of the hiring manager. Many are the classic definition of a camel: a horse designed by a committee. Often they are a “wish list” of what several stakeholders want in the future employee. But every once in a while, we see a job description that is short and to the point. It includes a brief bio on the company, the job requirements and what the expectations are both short and long term. All good recruiters, after seeing a job description, will have a discussion with the hiring manager about what is needed in the optimal candidate. This Needs Analysis is usually a fairly lengthy conversation about what attributes a candidate must have in order to be considered by his/her future manager.

Last week I had the pleasure of talking to a hiring manager who was able to articulate exactly what he was looking for in a candidate. When I asked him what are the three most important qualities he wanted the prospective hire to have, he was able to spit them out without hesitation in clear, simple language. I left that meeting thinking to myself, “I wish they could all be
that way.”

Writing job descriptions is usually an acquired skill. It’s not taught in most business schools. But, the necessity of producing a job description that will attract the best candidates as well as position the company in a positive way is paramount to a firm’s strategy of assembling human capital who will achieve the long term objectives of the organization.