media sales

Money Well Spent?

When I got into the media business (sales) ad agencies were known for hiring youth, paying meager wages, providing minimal training and offering limited advancement. Long hours were common and I’m pretty sure late night pizza delivery was common several times a week.

That was 45 years ago! Over the last couple of decades agencies have pivoted, reimagined, reinvented and hacked themselves promising to be the agency of the future.

But wait, there’s more. Back then it was common for an agency to have 10 employees grinding on just 1 Million dollars in billings. Over time technologies introduced some new efficiencies and, of course, salaries exploded with inflation and the ratio declined to one person working on $1 Million. Today, I’m told, a single agency employee works on several million dollars’ worth of billings.

So, have those millions of dollars clients spent supporting the agency of the future built a place of well-trained, highly experienced, highly compensated individuals with multiple choices for early and frequent advancement?

I’m guilty of generalizing because there are some great shops, foundries, farms, or whatever that are doing their clients proud. For the rest keep disrupting until you get it right!

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Exploring the Undiscovered Career Move

There was a piece in USN&WR citing a career consultant who urged employees to always be on the lookout for new opportunities even those who are happy in their job and well paid. Unfortunately, across various fields of marketing communications, job security is rare. How rare? About as rare as chicken’s teeth. Good people find themselves laid off for reasons beyond their control and, typically, not for lack of performance.

As recruiters, we always look first to the people who are happy, successful and not actively looking for their next opportunity. These are considered by many as highly desirable “A” players. When asked, most CEO’s say when moving through the hiring and interviewing process, they look first for character and integrity because those are traits you can’t teach. And, those traits are shared by the people who are better adept at dealing with a steep learning curve.

So, you “A” players, the next time you get a call from a recruiter, it might be worth a few minutes to listen and learn about the offering. Who knows, it could change your life and, it only takes a minute or less to reply, “I’m not interested at this time but, let’s stay in touch”.

SAVE THE DAY

It’s very frustrating for a professional recruiter to be called in to “save the day” tasked to find a new hire in an extremely short period of time after an internal search failed to produce any acceptable candidates. Professionals are good at what they do is because they take the necessary time and effort to conduct a thorough search and that doesn’t happen overnight. The most desirable candidates are usually gainfully employed and are not looking for other opportunities.

To find top candidates we start every search with a “blank page” not simply relying our extensive data base. To fill the “blank page” we conduct a thorough needs analysis discussion with the hiring manager and anyone else involved in the hiring decision to fully understand the ideal candidate’s profile covering both soft and hard skills.

So the next time you hear or are tempted to say, “We’ve never had any luck using recruiters” or “We can do what you do so you’re not worth the money” consider this. It’s true, there are bad recruiters out there just like any other profession but the good ones know their value and earn appropriate and fair fees. Most of the elite members of the executive search profession have a solid business education defined by years of experience, continue to be trained in new search methodologies and are dedicated to professional excellence.

We’d like to think that PointClear Search is included in that group.

Old Dogs Can Learn New Tricks

social-media

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 https://www.facebook.com/roger.tremblay.1690?fref=ts and take a moment to like my company page https://www.facebook.com/PointClearSearch/?pnref=lhc

I guess even us old dogs can learn new tricks.

Happy New Year,

Roger Tremblay

 

Honesty

Honesty

In one of his acts George Carlin had a telling line about honesty, “Everyone appreciates your honesty until your honest with them. Then you’re an a**hole.”

This dovetails nicely with an old recruiter joke. The hiring manager is conducting an interview with a candidate and everything is going smoothly until the interviewer asks an uninspired but common question, “So what do you consider your greatest weakness?” The candidate answers tersely, “Honesty”. Taken aback, the interviewer says, “I don’t consider honesty to be a weakness”. The candidate replies, “I don’t give a damn what you think”.

Honesty is an interesting facet of the recruiting process. Obviously, candidates, through their resumes or interviews, are often less than transparent. On occasion, every hiring manager will admit to the same lack of transparency. And recruiters may be even worse offenders. At PointClear Search, we try to be guided by the principle of telling people what they need to hear, not what they want to hear. And that goes for both clients and candidates.

We try to fix bad resumes and we coach candidates prior to interviews. If the candidate completely blows the interview, we gently tell them why so they won’t make the same mistake again. When it comes down to a small group of finalists in a bake-off, somebody has to lose and often the real reason someone loses is because the hiring manager simply liked someone better. I’ve seen some very ugly and emotional reactions when I’ve delivered bad news and I’ll admit to sugar-coating the truth when I know a candidate is very emotionally invested.

In the used car business, there’s an old saying “How can you tell when the salesman is lying? His lips are moving!” Politician’s also fall under the same banner. We try real hard not to be that cynical but some days it’s very hard.

I Support Diversity in Hiring

Compass

It seems that almost everything that Ad Age publishes lately both online and in print has some editorial devoted to the diversity issue. There are certainly plenty of comments about how women still do not have the same kinds of opportunities that men have in the broad field of marketing communications especially at the senior level. And of course, there are no scarcity of comments on how our industry is not reflective of the general population in terms of employing African Americans, Hispanics and Asian Americans. My liberal friends tell me I should feel guilty because I make my living helping these “racist, misogynistic SOB’s” continue to acquire talent perpetuating these injustices.

In looking back at my own career in media sales, I know that I hired many more women than men for the very specific reason that they were the best salespeople available at the time I was hiring. I used to say I would hire a little green person from Mars if they could sell but no one like that ever came in for an interview. But, neither did any significant number of “minority” candidates. I was compensated on my ability to deliver results so I always tried to do the best I could with the talent available. I wasn’t going to be a social engineer with my career and the careers of others on the line.

Yes, in a perfect world we would have an industry whose work force more accurately reflects the population as a whole. But, if one lacks the skill set or experience to do what my client needs for a specific role, I can’t recommend that she/he hire you. Yes, I understand the Catch-22 of a biased education system and limited opportunities at the entry level. Is that fair? I don’t know. Life’s not fair.

I wonder how many other industries can claim they’re doing a better job of providing the “level playing field” than advertising.

Congratulations Roger Tremblay, Mary Henry Humanitarian Award Recipient!

Dream Fund

Congratulations Roger Tremblay, Mary Henry Humanitarian Award Recipient!

Roger Tremblay is a Detroit, Michigan native who graduated from Michigan State University with a BA and MA in Advertising and is a recipient of the University’s Alumni Service Award. He has held sales and management positions with The Wall Street Journal, Southern Living, Texas Monthly, Chicago Magazine, Houston Metropolitan and Media Networks. He is the co-founder, along with Joe Kelly, of Kelly/Tremblay & Co, which was one of the nation’s largest independent media sales firms. He was a Senior Partner at Allen Austin Global Executive search before starting PointClear Search with Dave Manchee.

Roger, in addition to many years of service to DREAM Fund, is a director of the Michigan State University of Alumni Association, both internationally and locally here in DFW. Roger also serves as a mentor for graduate students at MSU. He has given countless volunteer hours in both leadership and volunteer positions for AAF Dallas and initiated and created the first AIME Award in Dallas/Fort Worth.

Roger, most deserving of this recognition, will be presented with the award at the AWM Awards of Excellence Gala on April 7th.

What They Need to Hear

What Clients Need to Hear

One reoccurring conundrum in the recruiting world occurs when market facts contradict client’s beliefs.  It’s happening with growing frequency as the flow of information floods decision-making.  The downside is suspect information that may not be valid in real time.

PointClear Search Principal and Founder, Roger Tremblay, continually reminds us of a simple truth well illustrated above, “Tell the client what the need to hear not what they want to hear”.

It’s not always a comfortable conversation but, at the end of the day, it’s always the right conversation. And, it always builds trust and confidence.

Managing a Most Precious Commodity – TIME

Clock 1

Last week Roger’s blog examined how some companies’ inattention to moving the hiring process along with serious deliberation opens the door for quicker moving, decisive hiring managers to snap up superior talent. And, in today’s tight market every open head means lost revenue.

This week let’s examine the process as a doctor would a patient to determine what’s contributing to the long hiring cycle. Let’s consider the real cause too many layers of interviews and the extended cycle the symptom.

Consider one major time suck – the interview panel – that sometimes awkward series of back-to-back interviews populated by junior and highly experienced individuals. We know assembling the panel requires days if not weeks to organize. And then there’s the question of the members influence on the final outcome. Should panel members be afforded equal “votes”? Has the company adequately trained each of the interviewers? Are they checking off the boxes in the correct order – intelligence, cultural fit and skills?

There’s a special excitement for candidates after meeting with well-trained panels. Unfortunately momentum somehow falls into a black hole when management fails to act on panel feedback further causing the process to drag on.

If over-interviewing is crippling your quest to hire great talent are you prepared to avoid the time trap in 2016?