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Candidates- Don’t Get Too Big for Your Britches

June 11, 2013 – 11:09 am

I met with a very junior account candidate the other day and was inspired to blog about my conversation with her. This is a good lesson for candidates at any level and in any function but most relevant to those who do not have a ton of real work experience and are just starting out. Again this candidate was a very junior account person with one year of experience yet she was given the unique opportunity at her level to truly own projects and to interface with the client. I told her that she is actually in a unique position at her agency in terms of project ownership as her level is often more administrative/pure support in many agency environments and structures. I actually even said “the grass is always greener” to get my point across. I was shocked as she was calling the clients “her client” and also expressed frustration that the Account Supervisor on her team was more strategic while she handled the day to day—this is exactly how these levels should function!

This candidate had somehow gotten too big for her britches. It is normal to have frustrations in the job and to feel disgruntled from time to time. However, it is very important to keep the big picture in mind, to take a step back every now and then and think about whether or not things are that bad. It is wonderful to be eager to grow in one’s career but it is also important to remain humble, to not become impatient, and to look at the positives in your situation rather than possessing an attitude that something is owed to you. Surely there are some awful work situations where candidates have every right to want more for themselves but this particular candidate was clearly in a great spot for her level. My advice to her was to have some healthy and open internal conversations with her supervisor. I advised her to position the conversation as “I am eager to grow here and would love to discuss the next steps in my career” rather than “I feel like I deserve a higher title due to all of my responsibilities.” Perhaps she should be more thankful for the amount of responsibility that she has been given and realize that this will help her to position herself in a slightly more senior light once she decides to explore new roles.

Hopefully it will all work out for her but I decided to hold off on presenting her anywhere until her internal situation is resolved and she can think more clearly and with less frustration when exploring new opportunities.

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments (0)

Why you should be patient when settling into a new role

April 25, 2013 – 11:13 am

Rome wasn’t built in a day and candidates should not expect to settle into a new role in a day either! I love to see candidates eager and proactive when starting a new role- this is part of the reason they were hired in the first place. However, often times candidates prematurely think there are issues or problems in the role and don’t allow themselves ample time to settle in—They didn’t realize they’d be sitting in a cubicle! They aren’t immediate besties with their manager! They are doing more data entry than they had anticipated! Let me caveat this by saying that part of my job that I love the most is guiding and helping candidates well after they have accepted a position as settling in is definitely a process. However, I strongly believe that it takes 1-2 months to be able to truly and accurately evaluate a new role. One week in a new position is not enough time to get to know the agency/company, the position, or the team. Candidates must remember that they are new as well and thus change a previously existing dynamic so everyone around them is adjusting to their presence on the team. If candidates still have concerns or issues after a month or two in the position, they should speak with their recruiter for advice and likely the recruiter will suggest elevating the issue to an HR professional or manager. Candidates should have high expectations but they should also be realistic when adjusting and adapting.

LESSON: Be patient when settling into a new role. Give yourself time to learn the ropes of the agency/company and it will all turn out beautifully

By Jodi Shapiro | Also posted in Tips for Candidates | Comments Off

Candidates-Why You Should Consolidate Your Questions During The Offer Stage

March 25, 2013 – 1:31 pm

The moment a candidate receives an offer is like music to the ears and such a cause for celebration! While a joyful moment, it can also be stressful and candidates often react in a more frantic and disorganized manner than they should. It is part of my job as a recruiter to reign candidates in and keep them focused and organized during offer negotiations. However, it doesn’t always go as planned and frankly the offer can be seriously jeopardized if not handled correctly and with care by candidates.

Once candidates receive an offer and review the terms—it is essential that they take a deep breath, sit back, and write a list of consolidated questions regarding the offer and perhaps even the role/agency (if they did not have the opportunity to ask certain questions during the interview stage). Once this list if vetted and thoroughly reviewed, it is presented to the client who will in turn respond in a consolidated manner as well. Issues arise when there is a surplus of backs and forths—candidates appear annoying, doubtful, and frankly not buttoned up. A lot of hiring managers/HR people like to move quite quickly so backs and forths are a total nightmare and cause for concern. The worst case scenario is a withdrawn offer, which I have seen happen a couple of times, because candidates are literally asking very ignorant and even petty questions during offer stage—is there a coffee machine on every floor? What’s the policy on working from home? These types of questions are a NO NO and a complete waste of time.

The bottom line is that the offer stage is a very fragile and critical part of the hiring process. Candidates need to act professionally and organized so the process can be as streamlined and clear as possible. Candidates have any right to gather more information at this stage, but it must be done in a thoughtful and concise manner. This is definitely a skill honed over time, but candidates should at least heed this advice before they make major mistakes once an offer is made. A good recruiter will help to manage this part of the process but even a good recruiter can have a difficult time dealing with a frantic and question slap happy candidate.

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments (1)

Introduction from Thea Raskin, Our New Senior Creative Search Consultant

March 21, 2013 – 3:16 pm

I am thrilled to join TMAA as a Senior Search Consultant, where I’ll be managing all creative related searches for the agency.  My transition into executive search stems from a decade of experience within advertising and talent recruitment.

After graduating from The George Washington University in Washington, DC, I spent seven years working in the New York offices of Saatchi & Saatchi, Gotham, and Kirshenbaum Bond + Partners, during which I provided client services on a variety of accounts, including General Mills, Maybelline, Perry Ellis, and Coca Cola.

My experience in advertising led me to realize a passion for the creative process, as well as an expertise within personal communication and client engagement. This realization determined a whole new area in which I could provide services to the advertising industry: staffing and talent recruitment.

I relocated to Los Angeles and transitioned my industry knowledge to the world of staffing, spending 4 years at Creative Circle, a national search firm specializing in representing advertising and marketing professionals for freelance and full time opportunities. Within my role as an Account Executive, I was responsible for new client relationships and seeing the seeds of those relationships develop into job opportunities for our creative talent.

I quickly realized that talent recruitment left me feeling valued on a personal and professional level that was lacking when I was involved in agency work.  When I think back to my years spent within advertising, it was always a great feeling to see my creative work penetrate pop culture or double mascara sales – but there is something very different and incredibly gratifying about being an instrumental key in finding an amazing candidate their dream job.

Over the years I developed a personal and professional relationship with Melanie Andersen and saw first-hand how well respected she was in the executive search community. I am honored to join her team as a Senior Search Consultant where I will be splitting my time between New York and Los Angeles to pair leading creative agencies with top talent, in what are arguably two of the largest creative markets in the states.

By Thea | Also posted in Industry Updates | Comments (3)

Important Reminder to Candidates: Why You Should NEVER Lie About Your Salary

February 7, 2013 – 2:20 pm

This is a very important reminder to all candidates—do not lie about your salary. It is natural and realistic to seek an increase in salary when seeking and considering other opportunities. Unless there is some special circumstance, both recruiters and clients are aware that candidates desire salary increases in order to accept a new role in their careers. A lateral move is often entertained if the candidate is extremely overpaid or perhaps has been out of work for an extended period of time. However, candidates often lie about their salaries (either their bases or total packages) and this always results in unfavorable situations during the offer stage—either the client withdraws the offer or the candidate ends up looking suspect even if we (as recruiters) do our best to smooth things over in the face of a lie.

We always ask candidates to disclose honest and detailed information regarding their base salaries and total compensation packages (if there is some type of base plus bonus or commission). Clients take this information into account when they review candidates information. Clients will often decide to pass on a candidate, for example, if the salary is too high. It would be a waste of time to entertain a candidate who is out of budget. That being said, this salary information is most important during offer stage as the compensation offer is based upon the candidates’ current and targeted salary.

*** This advice is even more important as most clients ask for paystubs at offer stage to confirm salary. If candidates are lying about salary, it is going to be uncovered and the offer will completely fall apart due to this lie. It really isn’t worth it. Our goals are aligned—we want to get you the increase you want and likely deserve, but we can only do so if a truthful conversation about salary occurs from the start.

So bottom line to all candidates—lying about salary will get you nowhere and only end up in a shattered offer and a group of very disappointed and disheartened people. It is also a very small industry so having the reputation of a liar is not a good thing and can spread through the grapevine quickly. The moral of the story is to tell the truth and good things will come!

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

WHY AGENCY CLIENTS MUST BEWARE OF LOSING MOMENTUM WITH CANDIDATES

January 22, 2013 – 12:28 pm

Agency clients should be mindful of causing candidates to lose interest in their roles by taking too much time to get them back with next steps during the interview process. The advertising industry is extremely busy and often chaotic with insane timelines, client demands, daily internal/external challenges, and a huge load of deliverables. Clients often get very busy during the interview process for a new role and tend to let this role drop off as they focus on other agency priorities.

This type of situation is often unavoidable as business needs to get done. However, when clients do not follow up with next steps for weeks at a time, candidates are bound to either accept a position at another agency or lose interest in the agency/role at hand. Clients should not be surprised when this happens as most candidates are extremely eager to proceed with the interview process and often very motivated to leave their current roles. It should not come as a shock that most candidates interview at multiple agencies at one time and, even if they prefer one over the other, they will sometimes accept the offer that comes first. Just as we coach candidates to be very responsive when it comes to communicating with clients, we give this same advice to clients so as to not turn the candidates off from the agency and the opportunity.

The bottom line is as follows- we understand that other priorities often get in the way of keeping the candidate interview process moving forward. However, clients should make a very conscious effort to not allow too much time to lapse in between candidate interviews (especially if it’s a candidate they truly love) or else they run the risk of losing them.

 

By melanie | Also posted in Job market | Comments Off

Tip to Clients: Introduce Prospective Candidates to Office Culture

January 8, 2013 – 1:14 pm

Happy New Year to all of our amazing clients! We look forward to our partnerships in the New Year as there will be many talented candidates looking for the next step in their careers. It is truly an exciting time!

Clients play a really important role in garnering candidate interest in their agencies/companies and roles at hand. They can often make or break an interview situation as they play an essential role in representing their agencies/companies and positions in the most positive and favorable light. In my dealings with candidates, I have realized that culture, environment, and vibe is very important to them as they explore new opportunities. It is not just the roles and responsibilities of the job that they take into careful consideration but the essence and vibe of the office.

Often times candidates love the client(s) with whom they meet but are hesitant about an agency/company even after multiple interviews as they have not gotten a true sense of the agency/company environment. Interviews tend to be held in conference rooms or offices—behind closed doors- where it is basically impossible to get a sense of the vibe of the office… candidates wonder what a typical day is like at the agency/company…. Is it chaotic or calm? Do employees communicate via email or in person? Is it a casual or more corporate environment? These are intangibles that make a huge difference as candidates decide whether or not an opportunity is right for them.

That being said, if a client is really interested in a candidate, they should go beyond the standard conference room interview and make the effort to show the candidate the agency/company culture. This can be done in the following ways–

1)      Give candidates an office tour. A client can certainly save this step for a second or third interview as it does take time to show someone around, but it is a great way for candidates to see how the office runs and feels on a typical day.

2)      Take the time to describe the agency/company culture during the interview. What sets the agency/company apart from others? Is it a more fun loving or serious environment? What is the quality of life? By doing so, clients will also be able to avoid hiring candidates who do not fit into their agency/company on this level

3)      Clients should also get a sense of the candidate beyond the resume by asking questions about personality in order to see if there is a fit beyond skillset. By asking these questions, the candidate will also gather a lot of information about the agency/company culture

I truly think this is critical advice for clients. Just as clients review a candidate’s total package, the candidates do the same—and candidates want to really get a sense of where they will be hanging their hats for the next period in their careers.

By Jodi Shapiro | Also posted in Tips for Clients | Comments Off

Candidates- Why You MUST prepare for an Interview

January 7, 2013 – 1:13 pm

Candidates MUST take the time to prepare for interviews. This may seem like a given, but many candidates go to interviews totally unprepared and this can ruin their chances of landing a great new role. This can even occur when the candidate is perfect for the position. Even if you are not sure that this is your dream job, you should go to the interview fully prepped so the client believes that you are very interested in the agency and the role. It is also a matter of courtesy and etiquette to go prepared to an interview as the client is taking the time to meet with you to discuss your background.

Prepping for an interview includes the following—

1). Researching and becoming familiar with the company or agency in terms of its culture, client roster, previous and current work, and vision. If you appear to know absolutely nothing about the company or agency, you will give off a vibe of indifference or disinterest and completely turn off the client.

2). Reviewing the role at hand and being able to position your experience so it seems relevant. Also thinking of unique and interesting examples of achievements and challenges to relate to the position during your discussion with the client. For example, if the position entails heavy TV production, it would be smart and strategic to discuss a high profile shoot you managed or your ability to stay calm under very tight broadcast production deadlines.

3). Researching and becoming familiar with the client. It is always very good to have commonalities or similarities with the client—did you both work at the same agency in the past? Were you also an a cappella singer during college? LinkedIn is a great place to gather information about the client. Do not act like a stalker and recite everything you have read about the client’s past but definitely use this information to your advantage and slip on some of these commonalities casually during your chat.

4). Knowing your resume inside and out. You should not have to hold a copy of your resume and refer to it during an interview. Own and be confident about your experience, even if there are breaks in your resume or things that you regret—be able to discuss them openly and position them in a positive light. Prepping is a way to not be caught off guard if and when the client asks you a difficult question.

5). Using your recruiter during your prep. Ask your recruiter questions  in order to avoid asking ignorant ones during the actual interview. Your recruiter can provide a lot of insight into the company/agency and role. Your recruiter can often give you a step up before the interview by providing information about the client’s personality or interview style, for example.

6). Choosing the right outfit to make the best first impression. This pertains to our clients especially as most of our roles are fashion related. Wearing a corporate suit to a trendy and hip agency interview will not look good to the client. It is important to look the part so ask your recruiter or do your own research on the company aesthetic and vibe so you show up looking like you will fit in really well. Of course your outfit is only one part of your overall package, but it is an essential part of making a great impression.

As you can see, being prepared for an interview is extremely important. Even the best candidates often make the mistake of being overly confident and doing no prep beforehand, and the client can usually see right through this. Bottom line—prepping vastly increases your chances of making a great impression during interviews and ultimately getting a job offer.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates | Comments Off

New Year…..New Job!

January 6, 2013 – 8:46 pm

Happy New Year to everyone! The Melanie Andersen Agency is very excited for a new year as this means a fresh start and a new outlook on the job hunting front. The start of the new year is always a really great time to reflect on the previous year’s happenings from both a career and personal perspective. What were you proud of last year? What excited you? Are you ready to make a career move and, if so, what is your ideal next step? A new year is a wonderful way to wipe the slate clean and start over as well as learn from the previous year’s ups, downs, twists, and turns.

Despite our country’s overall economic issues, 2012 was an extremely active job market. The Melanie Andersen Agency was briefed on new roles constantly on both the marketing, advertising, and PR front and the range of functions and level of experience was very diverse. We anticipate 2013 being an even more active market and are so excited to work with existing and new clients and candidates on new opportunities.

The Melanie Andersen Agency is not a typical recruitment firm. We take great pride in truly partnering with both clients and candidates to ensure a perfect, long-term career match based upon skillset and personality. In 2012, we increased our candidate pool greatly and made strong connections with A LOT of talented candidates. We anticipate being able to help a majority of them find great new agencies/companies/positions in this new year. On the client front, we made great ties with new clients (a handful of innovative start up digital agencies, for example) and maintained relationships with clients who are very dear to our heart (you know who you are!!).

So….. HAPPY NEW YEAR 2013!!! Here is to a great 2013 filled with happiness, success and an exciting job exploration with the end result being an incredible new career opportunity.

By Jodi Shapiro | Also posted in Industry Updates, Job market, Tips for Candidates, Tips for Clients, You and Your Recruiter | Comments Off

Interview Scheduling Etiquette for Candidates

December 18, 2012 – 4:42 pm

Throughout the interview process (which often entails multiple rounds) there is a lot of back and forth between recruiter and candidate in order to schedule candidate interviews with the client. There are often cancellations on both the client and candidate end and the hope is they are not last minute (ill save that for another blog!!). Here is an example of improper interview scheduling etiquette on the part of a candidate.

One of our clients provided availability to offer up to the candidate for a third round interview. During this particular interview, the candidate was supposed to meet the President of the agency. It should be a given that senior members of the agency have quite limited avails and their time is very valuable and should be treated as such— especially by a prospective employee. The client offered these avails and the candidate took days to reply. The President had been holding this time slot for him and was informed last minute that he could free it up because the candidate could not commit.

This really looks bad on the part of the candidate. It comes across as flighty and disrespectful and sends a signal of disinterest and lack of commitment or care. Even if the candidate is very busy during the day with his or her current job obligations, replying to emails regarding client interviews is extremely important and should be made somewhat of a priorty as it affects other people’s schedules and can also affect impressions in a major way.

If a candidate has chosen to explore an opportunity, timely replies regarding scheduling interviews for new opportunities is expected.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates, Tips for Clients, You and Your Recruiter | Comments (1)

Why Eye Contact During an Interview is so Important

December 17, 2012 – 12:48 pm

Candidates must make eye contact during an interview as lack of this contact most always results in negative feedback on the part of the client. Eye contact signifies confidence, strong communication and a human connection. A lack of eye contact can be a sign of insecurity, nerves, lack of confidence in ability or experience, and inexperience. Eye contact can really make or break an interview– it is that important for candidates to look into the clients’ eyes when speaking during an interview.

This can be very difficult as nerves often take over or perhaps there are moments when thoughts are being gathered and eye contact is lost. This is truly something that candidates should practice before an interview so it comes as second nature. Keep that eye contact with the client strong– obviously don’t be creepy about it and burn a hole through the client!!! But make sure eye contact is maintained as this makes candidates look confident and secure in what they are communicating.

Eye contact is of course one of many important factors to remember during an interview but it is one that candidates often forget and one that can ruin their chances of landing the role.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates | Comments Off

Why Clients Should Always Keep Recruiters Informed of Changes to a Role

December 14, 2012 – 11:48 am

I love our clients and absolutely enjoy working with each of them as they are all very different in terms of culture, approach, and needs. I have learned that communication between recruiter and client is extremely important, especially as it pertains to the particular role on which the recruiter is actively working. Miscommunication or lack of communication can be detrimental to the process of finding a great candidate for the role. Here is a good example–

I was briefed on a particular role by an agency and the position entailed managing three particular brands. The brands were awesome and a major reason why so many candidates expressed interest. While I always stress that candidates should join an agency for the agency and not a particular account, the account does matter– especially when garnering candidate interest in a position and for initial discussions between client and candidate. Accounts being managed become even more important to seasoned candidates who are more focused in terms of category expertise.

In this particular case, there was a handful of candidates very excited for the interview with this agency as the accounts were quite appealing and in line with their interests. However, during the interview, the client switched gears and discussed entirely different accounts which accounts which were night and day from the ones mentioned in the initial brief. The result was confused and disappointed candidates who also felt they had been misled by me and were caught off guard during the interview.

As a recruiter in a fast paced and quick changing industry, I realize that staffing needs can evolve and change from one moment to the next- and that’s ok. However, clients should take the time to inform their recruiters of any changes to a brief so recruiters can update the candidates and also shift gears in terms of the search pool if necessary. Again we do stress that accounts can come and go so candidates should pursue an agency for all its offerings and not one of its brands, but the reality is that accounts are very important to candidates also.

This is one strong example to prove my point but the overall lesson is that open communication between client and recruiter is extremely important and can only help to improve and streamline process.

By Jodi Shapiro | Also posted in Tips for Clients, You and Your Recruiter | Comments Off

An Important Tip on Targeting Salary

December 5, 2012 – 11:33 am

While it is never a good idea to be completely motivated by money when pursuing new opportunities or deciding whether or not to accept an offer, money is clearly a factor and a motivation for candidates as they search for and evaluate the best next step in their career. As a recruiter, part of my job is to guide candidates regarding their salary requirements so that they present a number that is optimal for them (based on current salary and level of experience) and realistic for the client (based on budget and scope of the role). Candidates often come to us with rather unrealistic expectations regarding salary and we try our best to ground them before we present them for roles. Sometimes we opt to not represent them if they are not flexible or realistic regarding salary.

That being said, a situation that I often run into is the following—a candidate has just received an internal raise and still wants a significant increase on the base salary in order to make a move. In my opinion, this is greedy and it also looks greedy to a potential employer. This type of candidate never looks good in the eyes of a potential employer. We often level with this candidate and advise them to either make a lateral move or ask for a slight and fair increase.

Someone who was just increased from $55k to $65k internally should not be targeting $75k to make a jump shortly after this increase—it just isn’t fair.

There are a few lessons here: 1) a good recruiter will accurately guide candidates when it comes to salary negotiations, 2) candidates should focus more on the actual role (is it a good long-term move with great opportunity for growth) and less on the immediate salary increase, and 3) candidates should leave greed at the door when negotiating salaries.

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Why You Should NEVER Lie About Your Current Salary Information

December 4, 2012 – 12:14 pm

This blog will probably seem so obvious to most candidates but you would be shocked at the fact that I have run into this situation with candidates in the past. It is VERY important to disclose all pertinent information in a truthful manner to your recruiter so this can be relayed to the client. I have blogged about candidates lying about their current salaries (and there is a difference between base salary and total salary package) and trust me they usually don’t get away with it.  The truth is often comes up in reference checks (informal or formal).  In the same vein, candidates MUST always be truthful about their current employment situation  and reasons for leaving. I worked with a candidate (a wonderful one) who had actually left her job—meaning she was no longer employed by the company!!!—and she did not inform us, even throughout reference checks, which was when we found out and had to inform our client that the candidate we were representing was no longer employed. This is seriously a cardinal sin in our eyes and in the eyes of the client. This makes the candidate look unprofessional and deceitful, and in most cases will result in the loss of an offer from a client. Even if the reason for leaving is negative or reflects poorly on candidates, they must disclose the situation to their recruiter so they can be transparent with their client about the candidates reasons for leaving. The moral of the story is candidates should always be honest when disclosing their career history and current job situation to recruiters or directly to clients (if they are not using a recruiter’s assistance). The lie will catch up with you more often than  not.

By melanie | Also posted in Tips for Candidates, You and Your Recruiter | Comments (1)

Why You Should ALWAYS Show Enthusiasm During An Interview !

December 4, 2012 – 12:11 pm

One of the most important interview tips that I can give to candidates is the following: SHOW ENTHUSIASM DURING AN INTERVIEW!!! This probably seems like a given but you would be shocked at how many clients circle back with me and tell me that the candidate showed zero enthusiasm during the interview. Candidates should be very enthusiastic about the agency/company and come to the interview having done a lot of research and being equipped with knowledge about the agency/company process, history, culture, brands represented, and key players. Candidates should also show a lot of excitement about the role itself and appear completely interested in the job function and prepared to explain how their backgrounds correlate to the role. Candidates must use the interview as a time to sell themselves and to express sheer enthusiasm for the agency and the role at hand. Even if candidates have doubts about the agency or the role or start to feel like it isn’t a good fit during the interview, these feelings should never be expressed during the first interview! These doubts and questions can be addressed at a later stage of the interview process, however the first interview is all about making the best first impression possible. Very often candidates sound extremely excited about an agency/position when I speak with them but fail to show these emotions during the interview, which results in them not getting a second interview. The moral of the story is SHOW ENTHUSIASM as a part of selling yourself to your potential employer. Sometimes it is this expression of enthusiasm that truly helps candidates to get the job as clients have a lot of heart for great attitudes, spirits, and someone who really wants to join their team.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates | Comments Off

Why what you wear on your interview can be almost as important as what you say

September 13, 2012 – 11:56 am

Candidates need to think very carefully on what to wear to an interview as this is an important part of making a good first impression in the face of the client. Clients obviously care immensely about candidates’ skillsets and evaluate them accordingly but the wrong outfit (especially when interviewing for fashion companies or agencies) can be detrimental. There are always exceptions to the rule based on the particular culture and vibe of the client but in most cases candidates should err on the side of toned down- not boring of course but not too loud either. The outfit should not be a distraction to the client and it should also show that the candidate is professional.

I have seen cases of a wonderful candidate being rejected because the outfit was too loud and showy and this made the client feel that his personality would follow suit! This wasn’t the case but the client only has certain elements to go on and forms opinions accordingly. Please ask your recruiter what to wear to the interview and more importantly, listen to their advice, as the recruiter will know the company well and will be able to guide a candidate on what would be or would not be appropriate.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates, You and Your Recruiter | Comments Off

Congratulations Chrissy and Guy!

August 16, 2012 – 4:35 pm

This post is a little out of the ordinary but one I felt I needed to write today. Today was a very special day as one of the key members of The Melanie Andersen Agency got engaged. We have all been waiting on pins and needles for this to happen and it finally did. Phone calls were exchanged immediately, shouts and even some tears of joy.. bottom line is we were all collectively ecstatic. It reminded me how much of the team we are at the agency. Of course we communicate about professional topics most of the day. However, we also take time both inside and outside of the office to catch up on life and stay in tune with each other’s successes, failures, and daily happenings in general. This comradery makes the agency a really special place and is one of the reasons we thrive in our jobs as recruiters—we all LOVE being here every day at work (if you can imagine that) and play critical support roles to one another at all times.

This blog can actually serve as a lesson to everyone in a work environment. Be nice, friendly, personable, and inviting. These are not only the people who you will spend a majority of your time during the week but they are also the people who will be able to give you a great recommendation .

Time to celebrate this engagement!

By Jodi Shapiro | Also posted in Job market | Comments Off

Farewell Message from Carolyn

August 16, 2012 – 3:19 pm

Today marks my final day with The Melanie Andersen Agency. The past two and a half months have been incredible and my dream of working in the Big Apple had been realized! I owe a great deal to the Melanie Andersen Agency for the patience and kindness the have extended on to me. I understand that the content of the blog below is not conventional in regards to the recruiting and interview tips typically posted on “It’s a Blonde, Blonde World;” but I believe the following small observations about these outstanding, awe inspiring and giving women might help you gain insight into the real individuals you are doing business with.

Nadine:

Melanie likes to say that Nadine is a very good manager. She is exactly right. Nadine is a charismatic, bright personality with phenomenal people skills. There is never a mundane or boring moment in the office when Nadine is around. Through out my internship she has helped me to develop a sense of prioritization and confidence in my correspondence skills, as well as gave me a few good laughs each day!

Jodi:

After watching the TMAA’s video, Jodi’s quote about wanting to work with and place “nice” people stood out. Since getting to know Jodi I can say that her kind hearted and compassionate nature puts others at ease. Actions speak louder than words – The time Jodi spends prepping candidates and talking to clients in order to full understand their needs is commendable.

Chrissy:

Patience – I cannot thank Chrissy enough for how patient she has been with me. I really appreciate all the time she spent helping me adjust my first week, teaching me how to utilize our programs and about general office protocol. Over the course of my internship, I have truly enjoyed working with and learning from Chrissy. She is a wealth of information as well fantastic mentor and representative of TMAA.

Melanie:

It would be putting it mildly to say that Melanie has a busy schedule – but as founder and CEO of a company that holds her namesake, this is to be expected. That being said this is why the time Melanie has taken to serve as a mentor has meant so much to me. During the course of my internship she has taken a keen interest in making sure understood the meaning behind each of the tasks and processes involved in successful running the agency. Her insights and wisdom have helped me learn a great deal about business – recruiting, fashion/creative industries, interviewing, and about myself.

Each of you has had a hand in my professional and personal growth. Thanks for helping me to understand that workplace can be a professional/productive and fun/enjoyable environment simultaneously. I am so grateful to have worked alongside and learned from you all this summer!

By Carolyn The Intern | Also posted in Job market | Comments Off

Clients: Do Not Scare Off Candidates

August 16, 2012 – 12:19 pm

I get briefed almost daily on new roles by clients who are eager to find unique talent who can fit in at their agency from a skillset and cultural perspective. One would think that clients would put their most positive and enthusiastic faces forward when interviewing potential candidates for a role. Surprisingly, this is not always the case—I know—isn’t that hard to believe?!

Clients should not candy coat an agency to the point of lying. It is important to be transparent with candidates about agency challenges and cons so the candidate does not walk into a situation that was falsely represented on their first day of work. That being said, transparency is one thing but a full on warning and complete negativity is another. Clients need to be very careful to not let their bad days, awful client meetings, rejected creative ideas, or any other “bad” situation affect the way they represent the agency to a candidate during an interview. Clients should represent their agencies in the best light, balancing honesty with a really solid and positive pitch for the agency culture and role itself. Of course some clients have more passionate and creative personalities but they need to be sure to temper them when interviewing candidates.

It makes it very difficult as a recruiter to work on roles for clients who do not “drink the kool-aid” of their own agencies. It is also unfair to candidates as they walk away feeling dejected and doubtful when a client makes the interview more of a warning than an invite.

By Jodi Shapiro | Also posted in Tips for Clients | Comments Off

Why You Shouldn’t Drag Your Heels on Responding to an Offer

August 15, 2012 – 12:26 pm

To all candidates: I might sound like a broken record but this lesson continues to prove essential as candidates continue to make the same error.

Candidates should not take more than 24 hours to review an offer and make a final decision about whether or not they are accepting it. Of course there are extenuating circumstances (the candidate has questions regarding the offer and is awaiting the client’s answers; the candidate is suddenly called out of town due to an emergency, etc). As a general rule though candidates should respond to the offer promptly– even if it’s to decline.

There are multiple reasons why candidates should reply to an offer promptly–

1) Often there is a backup candidate who would love the job, so taking a lot of time to make a decision affects other people’s chances at pursuing an opportunity as well as puts the client in jeopardy of losing multiple candidates

2) Even if the candidate wants the job it might appear that he or she is pursuing a counter offer– which is a turn off to the client

3) It might appear that the candidate is not that excited about the offer so, even if he or she accepts, a lot of momentum and enthusiasm has been lost and by that point the client is not so excited about them joining the company.

The bottom line is candidates should not drag their heels when reviewing and responding to an offer. It is really quite simple at the end of the day– you either want the job or you don’t… So take a day to think about it and decide either way so everyone can proceed accordingly and get on with it.

By Jodi Shapiro | Also posted in Tips for Candidates | Comments Off

Improper Client Etiquette During an Interview

August 9, 2012 – 1:08 pm

While we always stress candidate etiquette throughout the interview process, it is also very important to stress client etiquette. Interviews are truly a two way street– of course the client is assessing the candidate from a skillset and personality perspective, but a candidate is also making assessments of the agency or company, the role itself, and the overall vibe in the room. For this reason, it is of utmost importance that a client also makes a very good impression on the candidate.

This morning a very good candidate went on an interview with a great new client, and I was truly hoping they would click. Unfortunately, the candidate called me and said the client was totally distracted throughout the interview– no eye contact, on her laptop the entire time, and barely any question asking… This was a complete turn off to the candidate who felt like the interview was really a waste of time– and her schedule is too busy for a time wasting meeting.

This is a perfect example of how a client can lose a great candidate at first contact. It is very important for a client to give full attention to a candidate during an interview and to show interest so as not to make the candidate feel as if the meeting was pointless. Even if the client is having the busiest day of the year, it doesn’t matter.

This might seem like interview 101 but this error is quite common among clients and should be corrected so great candidates do not walk away with a bad taste in the mouth and choose to withdraw from the process.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Clients | Comments Off

A Breath of Fresh Air

August 9, 2012 – 11:10 am

I had a great morning today… Not only because Melanie and I made a wonderful match between a great candidate and client but because both were so easy and nice to work with! Both had a clear idea of what they wanted throughout the process and they were honest and forthright from the start. It obviously feels very fulfilling as a recruiter to “fill a role” but when it goes without a hitch due to both client and candidate cooperation and respect there is really no better feeling!

By Jodi Shapiro | Also posted in Tips for Candidates, Tips for Clients, You and Your Recruiter | Comments Off

Why Candidates should keep their recruiter up to date with any salary changes

August 3, 2012 – 2:38 pm

Candidates should keep their recruiters up to date regarding salary changes– either internal increases or a change made when transitioning to another job. I am working with a client to negotiate an offer for a candidate that the client really likes and would like to bring on board. Salary negotiations are very critical and often times tricky and challenging. In this particular case, the candidate is a bit out of the clients budget for the role and the client would like the candidate to potentially make a lateral move. When I asked the candidate if she was comfortable with making a lateral move (let’s say her salary was 75k), she told me she had received an internal raise and was now earning 80k. Thus the salary that the client had in mind for the lateral move was no longer accurate.

This is a great example of why candidates should always keep their recruiters up to speed regarding compensation changes as a client’s offer will be based on their current and desired salary… And obviously any changes in current compensation will affect the offer!

By melanie | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

A Great Start to Thursday Morning

August 2, 2012 – 12:51 pm

This morning was very nice as Melanie and I had breakfast with a lovely and talented candidate. She was really the perfect candidate—poised, polished, articulate, informative, and curious about what we do as well. She came to the interview totally prepared to speak about her experience in detail and asked all of the right questions. One of the things I appreciated most was her honesty. She was completely upfront about the fact that she was quite happy in her current role and had not actively been exploring new opportunities. She was, however, open to having conversations with different agencies and seeing if something struck her as a good fit (which emphasizes my previous blog to candidates- “The Best Time to Look Is When You’re Happy”. It was refreshing to meet with this candidate and it got my morning off to a great start and even reminded me why I love this job as much as I do. Because of how wonderfully she presented herself and her experience, I will always think of her when I am briefed on new roles that are relevant to her background and carer goals.

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Resume Advice from Carolyn The Intern

July 25, 2012 – 3:44 pm

Last week I sat in on an interview tutorial with Melanie and Nadine, during which Melanie covered the basics of the candidate interviewing process and shared some insight that she has acquired over the years. Throughout college I have attended interview seminars and tutorials, but never one focused on giving the interview and it was quite enlightening. One of the focal points of the training was resumes, and stressing the importance of reviewing it to ensure that it is a complete and polished document.

HONESTY

I cannot stress enough that in today’s ever-growing world of technology, it essential to be truthful when crafting your resume. Besides the fact lying on your resume is grossly unethical, it will not go unnoticed for the following reasons. In our daily lives we appreciate, even rely on how advancements in technology have given us access to what seems like boundless amounts of information at our fingertips. Companies value and utilize this technology too – especially when looking to fill a role. It is very simple to contact a candidate’s former employer for more interest about the candidate. In addition, you risk outing yourself during an interview with a company and destroying your professional credibility. In summary it is better for all parties if candidates are honest on their resume.

OMMISION

Another common practice when writing a resume is omission. Leaving off a former position or degree is a red flag to recruiters and companies. This is not typically thought of as dishonest behavior; though purposely leaving off key information alludes to the fact that you have something to hide. If you are forth coming about an uncomfortable or negative experience your recruiter can discuss it with their clients, instead of the company finding  “skeletons in your closest” at a later point in the interviewing process.

CONSISTENCY

Be sure to match your LinkedIn profile and resume so that they provide the same information as well as any other paper or online bios. Controlling your image so that it is uniform across all public channels and documents is key. Companies and recruiters conduct extensive research and will inquire about inconsistencies.

Lastly always compared to every interview prepared with multiple copies of your resume and references.

By Carolyn The Intern | Also posted in Rules of the Resume, Tips for Candidates | Comments Off

Why too much eagerness looks like desperation

July 25, 2012 – 12:12 pm

Advice to all candidates: enthusiasm and eagerness are wonderful and appealing attributes. I have warned in the past that low energy and an apathetic attitude (both in person and in writing)can certainly turn a client off so it’s always important for candidates to turn up the heat during an interview and let the enthusiasm for the role, the agency (company), and brand shine through.

That being said, too much enthusiasm and eagerness can be a negative. When asked by a client during an interview- “when can you start?”- the candidate should never answer “tomorrow!” Even if this is the case (perhaps the candidate is miserable in her job or is currently unemployed) it wreaks of desperation and can subconsciously and consciously make a potential employer feel that anyone could attract this candidate because she is “easy” to get.

Also a candidate, even if very eager, should definitely take some time to review the offer letter and ensure that all the terms are acceptable. I am not implying that a candidate should play hard ball or try to negotiate just to appear savvy or get the most bang for the buck out of the client but even the most eager of candidates should take the time to make sure that the final offer is good for them.

My point is that a candidate should definitely be enthusiastic during the interview process but also play it a bit cool so as to not seem too available in the eyes of the client. It is the same advice I would give to a girl friend before a date, and it works like a charm every time!

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates | Comments Off

Why you should always do your “homework” before an interview

July 17, 2012 – 12:08 pm

Last week at the Melanie Andersen Agency we finally settled into our new office in the Meatpacking District. Prior to last week we were in transition, moving from SoHo to Meatpacking. During the week I was able to experience the true atmosphere of our office filled with candidate interviews, new business development meetings, and research as well as sit in on my first weekly company meeting. This week we discussed candidate interviews.

Based on what I have gathered from my time at TMAA and from discussions with other professionals, I believe a key step in the interviewing process is sometimes neglected or taken for granted. All of our lives our parents and educators have told us to “do our homework,” the same applies in regards to interviewing. Research prior to any interview is imperative. As recruiters we will do our best when briefing you in the days before your interview with the company but it is up to the candidate to peruse the company’s website or other notable material/press releases. For example before you enter an interview, be sure to familiarize yourself with the company’s initiatives or goals, check out the latest media buzz/trends in their industry or the company’s direction over the past year. There are various reasons why research will benefit both you and the company you are interviewing with. 1) How can you express to the employer that you are the right fit for a role if you do not understand the company and and its values? 2) Research helps a candidate discern if the company and role are truly the right fit for their lifestyle, and 3) By researching, a candidate assures a company that in the beginning steps they have all ready taken a interest and value the opportunity.

I am very excited that Melanie has suggested that I sit in and observe interview training and I look forward to sharing what I’ve learned next week!

By Carolyn The Intern | Also posted in Interview Etiquette, Tips for Candidates, You and Your Recruiter | Comments Off

Why you should list clients on your resume

July 13, 2012 – 4:06 pm

The following piece of advice is very relevant to candidates in the advertising and design/branding industry. It is helpful and beneficial to include clients managed on the resume.

I often receive resumes from candidates that are great in terms of achievements and very thorough. However, they often lack a list of clients managed at each agency and in each role. The client list not only brings the resume to life but also helps a potential employer to get a better sense of the candidate’s experience and even interests. It is a very important detail that should not be excluded. It is even a good idea to list specific projects and initiatives for each client. For example– “oversaw flash banner production for Nike” or “owned all Spring 2013 print initiatives for Macys”.

 

Candidates should feel free to ask us whether or not certain client names should be included or excluded. For example, someone who is pursuing a fashion advertising role might not want to list Pfizer as a main account as pharma is not very appealing to the more fashion focused agencies.

This can be taken on a case by case basis but it is usually smart to list out clients on a resume to add flavor to the experience and grab a potential employer’s attention.

By Jodi Shapiro | Also posted in Rules of the Resume, Tips for Candidates | Comments Off

Candidates and Counter-Offer Motivation- Not Cool

July 12, 2012 – 11:50 am

One of the worst and unethical things a candidate can do (to a client, especially) is to go through the interview process in hopes of receiving a counter offer from their current employer. It is wrong for several reasons (in no particular order): 1) it is a waste of both the search firm’s time and the client’s time, 2) it burns bridges majorly with the client and, since these industries tend to be small, tarnish the candidate’s reputation, 3) jeopardizes the client’s opportunity of finding a great person for the role (especially if the client proceeds with one particular candidate because it seems as if the candidate is truly serious about joining the company), and 4)  creates a really bad situation at the candidate’s current company as it becomes obvious that the candidate might not be loyal and is perhaps out for money only.

I worked on a senior role and the client had put all of their eggs in the basket of one candidate. Several rounds of interviews were involved, and the role was an immediate need so the client felt that they would have a great and much needed addition to their team after making an offer. The entire process lasted for about two months, and the candidate expressed a very strong interest throughout. When the offer came, she took several days to respond and even asked a very senior client in the company to make time out of their busy day to answer questions about benefits, etc.  All parties involved believed she would accept based upon all of the signs and actions. In the end, she declined the offer and said she had received a nice counter offer from her current agency. She gave some other reasons for her decision but it was clear that more money from her current employer was the primary motivation to stay put. To note, her original reasons for wanting to seek other opportunities were based on valid concerns regarding her current agency—which could not have gone away in a week’s time!

While a candidate has any right to say “no” to an offer or ultimately decide that this isn’t the right next step, a candidate should really think things through before getting to the offer stage and should definitely not express an extreme interest in joining the company if he or she is only doing it to get a counter offer from his or her current employer.

Again this not only leaves the client in a bind with an incredibly bad taste in the mouth, but it also signals to the candidate’s current employer that he or she is actively seeking other roles—and this makes for an awkward and unstable situation ultimately.

LESSON: Candidates should pull out of the interview process at the right time (definitely before reference gathering and offer stage) if they know that they are only pursuing an opportunity to use it as leverage at their current company. It just isn’t cool.

By melanie | Also posted in Interview Etiquette, Tips for Candidates, You and Your Recruiter | Comments Off

Why you should never TEXT your recruiter- Reminder !

July 10, 2012 – 5:49 pm

This is another reminder to candidates to NOT text your recruiter. This is so unprofessional and can lead to dangerous situations. If you are going to be late for an interview, for example, texting a recruiter to let them know is a terrible idea- as the recruiter might not get the text immediately and thus not give the client fair warning. Texting is for friends and, while some recruiters and candidates do become friendly, all professional correspondences must remain via phone or email. Please heed this reminder and remain professional for the sake of your relationship with your recruiter as well as your chances of getting a great job!

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Why You Should Never Lie about your Salary

July 10, 2012 – 5:45 pm

We all want to get as much money as possible when going for a new job… As you know, a client establishes a budget range for a role and then alters it on a case by case basis depending on a candidate’s current salary, levels of experience and targeted compensation. Part of a recruiter’s job is to guide both candidates and clients regarding salary- letting the client know the “going rate” for certain roles and levels as well as keeping the candidate’s goals and expectations in check when it comes to compensation.

More often than not clients will ask a candidate to submit paystubs as proof of annual salary to avoid any type of dishonesty. The worst thing a candidate can do is lie initially about current salary as a paystub doesn’t lie. This dishonesty will most likely lead to a complete loss of the job opportunity– and a recruiter will not want to work with you again. Also, aside from being dishonest, a lying candidate also wastes a clients time majorly as they have tailored their offer based upon an incorrect figure.

So be honest throughout the process. The end goal is to get as much money as possible in the move (while being realistic of course) but honesty is always the best policy and achieves the most favorable outcome in the end for all parties.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates, You and Your Recruiter | Comments Off

Candidates To Limit Their Client Contact

July 10, 2012 – 5:43 pm

When working with a recruiter and just in general, candidates should really limit their contact with potential employers. I will give a good example so you can see what I mean. I sent a good candidate for an interview at a reputable agency. She was totally on point in terms of personality and skillset, and she was very interested in the role and the agency. She did the right thing by sending a “thank you” email after the interview. I have stressed in the past that thank you emails/notes are very professional, appropriate, and often make a candidate stand out from the rest (I know it’s difficult to imagine but some candidates do not think to send a thank you following an interview, and this does reflect poorly on them in the eyes of the client).

In this particular case, the candidate did send a thank you but then also sent a follow up email that was a little bit quirky in hopes of being funny and perhaps seeming unique or different. The note was sent to a very senior person at the agency, and it completely turned him off from the candidate. It was unnecessary and was not entirely professional as a candidate should not be superfluously emailing/contacting a potential employer in this manner.

As a recruiter, a critical part of my job is to manage the relationship between candidates and clients throughout the interview and hiring process. Candidates should leave it to the recruiter to act as the communication liaison during these stages and truly limit interaction with the client until (fingers crossed) they have gotten the job. It is the best, smartest, and safest way to go about it. And if a candidate has a point to relay that was not stressed in the interview, for example, the candidate should speak with the recruiter instead of the client directly- and the recruiter will handle this communication in a professional way.

In this case, the candidate literally put herself out of the running through one email. The candidate’s intention may have been great, but the end result was quite negative and unfortunate.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates, You and Your Recruiter | Comments Off

Proper Candidate Etiquette when Declining an Offer

July 10, 2012 – 5:39 pm

Candidates have any right to decline an offer from a client. This is quite common and happens for various reasons. It is of course disappointing to the client, but it is a candidate’s right and personal choice to decline (even if he or she has expressed interest in the role throughout the process). As a recruiter, I obviously feel disappointed when a candidate declines as a lot of effort is put into the process overall and much faith is put into the candidate and the candidate/client match. The client has also spent a great deal of time and energy on interviewing (in most cases multiple times), discussing, offering, and negotiating with the candidate. I am writing this blog as I have seen candidates exhibit very poor and rude behavior upon declining an offer. It not only makes the candidate look bad from a personal standpoint but it really can burn a professional bridge with the client as well as tarnish the candidate’s reputation—as the creative industry is small, and people talk.  Below are some helpful and proper pointers for candidates when declining an offer—

1)     A candidate should call a recruiter to decline (rather than shoot off a quick email) and give an explanation as to why he or she has chosen to decline. With this information, the recruiter can provide the explanation to the client so the client does not feel as burned or rejected. Also the recruiter can uphold the candidate’s reputation by positioning the reason for the decline in the best light. It is our job to manage this part of the process.

2)     The candidate should not avoid a recruiter’s phone calls when the recruiter reaches out for a lengthier conversation as to why the candidate has declined the offer. Some candidates feel scared to connect with the recruiter but avoidance makes it worse.

3)     A candidate should send a nice email or letter to the client , thanking the client for the opportunity and closing the loop on a more positive note

4)     A candidate should be able to give an answer to the client in a 24 hour period. There are some exceptions to this rule, but it should not take much longer to make a decision. It reflects poorly on the candidate and instills a lot of doubt in the client’s eyes.

Candidates should realize again that a lot of effort has been put into the process by all parties involved, and it really doesn’t take much time to handle this type of situation with grace and class. Also a recruiter and a client will likely not want to work with the candidate moving forward if he or she behaves in a nonchalant, dismissive, or indifferent manner upon declining the offer.

Please heed the above as it really does make a huge difference. An offer declination is never a fun situation to face but it doesn’t have to be bad if handled the appropriate way.

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Post from Carolyn our new intern

July 10, 2012 – 4:32 pm

As the new intern at The Melanie Andersen Agency, I had no prior experience in regards to recruiting or creative industries. Honestly, I was not completely sure of what I had signed up for but when it comes to a new adventure I am always up for the challenge. This will be my third week with the ladies of TMAA and I believe that I have already picked up some information that is invaluable to any professional or company.

1. Who is the client?

The answer to this question is the cornerstone of how an executive search consultancy operates. Our clients are the companies that pay us to find them candidates. This is not to say that recruiters do not have the candidates best interests at heart or put in hours of extensive prep time with candidates prior to the screening and interview process. That being said, our primary function, as a recruiting agency is to find candidates that fit the job description given to us by the clients who we have been retained by. Each job description is customarily very detailed with specific expectations and experience required. We are not agents – this would change recruiters’ moniker from “head hunters” to “role hunters.”

2. The salary and package

Normally a high priority topic for candidates, the salary negotiation is an essential and yet sometimes tedious part of the recruiting process for the candidate, client and recruiter alike. Due to the often structured and non-negotiable terms of the job description, some candidates become slightly outlandish with their salary expectations during the negotiations. The best weapon a candidate has in their salary negotiation arsenal is research. Candidates it is crucial to know the worth your current role holds as well as the role you are interviewing for. With this information you will gain understanding of what is acceptable salary request during negotiations and what is not.

More frequently than not candidates are too concerned with the highest salary possible and lose sight of the big picture and end result, i.e. getting the job. Always remember happiness in the work place is just important as salary. It is vital handle negotiations in a respectful and polite manner because the way the candidate handles the interview process can either leave good or bad impression with both the recruiter and the potential new company.

In summary, I am looking forward to what this next week will bring and continuing to sharing what I am learning!

By Carolyn The Intern | Also posted in Interview Etiquette, Job market, Tips for Candidates | Comments Off

Do not text your recruiter

May 21, 2012 – 8:45 am

I have already covered this topic but felt the need to reiterate as candidates continue to text us. Today, for example, a candidate texted me to cancel an interview one hour before they were supopsed to be with one of our clients for an interview. I nearly missed ithe text which would have resulted in a bad situation when the candidate did not turn up for his interview with the client this morning. Last minute interview cancellations are bad enough but sending the cancellation via text is extremely unprofessional and potentially detrimental to the client-candidate relationship as well as to the candidate-recruiter relationship.

Texting your recruiter about any topic is a huge “no no”. It does not get captured by our database so our correspondences go unrecorded and it is just very unprofessional for many different reasons.

So don’t be surprised if we stop responding to text messages as, from our perspective, this is a cardinal sin amongst candidates.

As an aside, even if we are friendly and have hung out in the same social circle one time and are now working together in a professional capacity, still do not text regarding anything work related.

By Jodi Shapiro | Also posted in Interview Etiquette, Job market, Tips for Candidates, You and Your Recruiter | Comments Off

When it comes to salaries, don’t shoot for the stars

May 15, 2012 – 8:24 am

Candidates often make the mistake of expecting and asking for salaries which are far too high as a next step in their careers. Unless you are being overpaid (which is sometimes the case), we do not suggest that you should make a lateral move but rather ask for an increase when you make the move from one company/role to another. It is always encouraged to rise up the ranks both in title and salary as you make transitions in your career. However, candidates sometimes get too big for their britches and ask for way too high of an increase when negotiating their terms with agencies. Perhaps you did not get the raise you were expecting during your last review—this isn’t the fault of your next employer. Perhaps you took a year off to travel and this has affected salary increases—this isn’t the fault of your next employer. Maybe you’ve even been performing at a level above for the past year and feel extremely disgruntled in your current role—this isn’t the fault of your next employer either!

I realize that many times you feel overworked and underpaid, but part of our job as recruiters is to guide you regarding salary and keep you grounded and objective. As recruiters, we not only know the “going rate” for particular levels of experience, types of experience, and industries/roles in general, but we also know our clients’ budget ranges and what they are able and willing to pay for particular positions. We obviously want to negotiate the best and highest salary for you, but we will always be honest in terms of what we feel you should and can realistically ask for during offer stage.

I’ve been faced with the difficult task of bringing candidates back to reality when it comes to salaries, in hopes that they will agree with me and not box themselves out of a great opportunity because they want to negotiate a higher salary or strongly feel they deserve more. There is usually someone with a similar skillset and comparable years of experience who is asking for less, so it is in your best interest to listen to your recruiter when it comes to salary negotiations and follow his/her advice so as not to appear too expensive, unrealistic, or money hungry.

Being a dreamer in life isn’t necessarily a bad thing, but you really need to come back to reality when discussing and finalizing salary expectations with a potential employer. While salary is important, the most crucial thing at the end of the day is to secure the position that is truly the next best step in your career. All the money in the world can’t buy the happiness you feel when  going to a job you love every day, and monetary success will most likely follow this feeling of personal and professional contentment.

By Jodi Shapiro | Also posted in Industry Updates, Interview Etiquette, Job market, Tips for Candidates, You and Your Recruiter | Comments Off

Why you should keep your LinkedIn profile up to date

May 10, 2012 – 5:13 pm

It is very important to keep  your LinkedIn profile updated  in terms of current employer, title, and even including personal email address. LinkedIn has become a very active and important professional network for candidates and clients. Whether you are actively exploring new opportunities or happy in your current role, you should always make sure that your LinkedIn profile is current as this is a prime “hunting” ground for recruiters as well as a place where your entire professional network can view your work experience in detail.

Today I received an email from a candidate saying that I had targeted him for a role that was too junior given his experience. However, his LinkedIn profile was outdated in terms of title and there was no detail whatsoever included. He was open to new opportunities and eager for me to contact him with great roles—which would be impossible for me to do if I didn’t know his proper title and really had no concept of his previous roles and responsibilities. This is just one example of how an outdated LinkedIn profile can hurt your chances of being tapped for new and interesting roles at your level.

Also the more information you provide in your profile, the better—I suggest including a summary of your experience and a career objective, key words, and critical  highlights beneath each role—accounts managed and skillset, for example. It is much easier to understand your experience and target you for relevant opportunities if you include a detailed description of your previous roles.

In terms of including your personal email, I strongly urge this if you are open to being contacted by recruiters. By including your personal email, a recruiter does not have to guess what your work email address is and your company will never have access to your correspondences.

By Jodi Shapiro | Also posted in Job market, Social Networking, Tips for Candidates | Comments Off

Client advice: Be realistic about salary

May 8, 2012 – 4:51 pm

Clients want to find and hire amazing candidates but they need to realize that talent of this caliber usually comes at a cost.

Let me caveat this by saying I fully realize that clients have budgets and must respect these numbers in order to run their companies successfully. However, they should also keep in mind and make an effort to match the “going” rate for particular levels of experience.

Example- if an advertising agency seeks  an Account Director but the budget is only 90k (purely hypothetical) they should be open to senior account supervisor candidates or quite junior ADs–  who can grow into an account director role and whose salaries are in line with the position to start. It is unrealistic to expect to attract a seasoned account director when this type of salary is being offered.

Clients who are offering a salary that is not in line with the level of experience they seek are going to have trouble finding that amazing candidate for the role because -

1) That awesome candidate is most likely not going to take a paycut for the role and frankly shouldn’t.

2) No matter how promising the role is, the qualified candidate will not consider it in most cases because the company cannot match or exceed current salary.

3) It often makes the company look bad when they appear to be lowballing great candidates (even if this isn’t the intention) Recruiters are very knowledgeable about salaries in their respective industries and companies should take their advice when it comes to establishing a range for a role and negotiating offers to candidates.

Obviously companies shouldn’t break the bank in order to make an offer but they should be realistic and fair when establishing salary ranges for particular roles.

By Jodi Shapiro | Also posted in Industry Updates, Job market, Tips for Clients | Comments Off

Make time to prep with your recruiter before an interview with a company!

May 7, 2012 – 9:42 pm

A very important part of the recruitment process at our agency is prepping candidates before an interview with one of our clients. It is sometimes difficult for us to get in touch with candidates in order to prep them which is always extremely surprising to us that candidates would want to show up to an interview with a company unprepared.

Candidates should set aside five to ten minutes to prep via phone with their recruiters before an interview. And don’t leave this until the last minute when you are jumping on the subway or in a taxi to the interview – we are busy too and may not be available.

What does an interview prep call include?

- Critical details such as the name, title, and any other details regarding the person(s) with whom the candidate will be meeting. This would have already been provided to you in an email, however we will be able to offer insights into the people that you will be interviewing with. In some cases the recruiter has been working with the hiring manager for a long time and is very familiar with the managers interview style and demeanor.

- Advice on how to best position the candidates’ experience (i.e. reason for wanting to leave current job, reason why this agency is the next best step).

- The appropriate dress code for the interview based upon the particular company and role (trendy vs. corporate).

- Specific strengths and skillsets for the candidate to highlight in order to be relevant to the role at hand.

And MUCH MUCH MORE.

A prep call between a candidate and a recruiter prior to an interview is essential and extremely helpful in not only preparing the candidate, but also in providing a sense of confidence and ease.

By Jodi Shapiro | Also posted in Interview Etiquette, Job market, Tips for Candidates, You and Your Recruiter | Comments Off

Candidate Desperation is a Turn Off to both Recruiters and Clients – Do not be a stalker

May 3, 2012 – 3:54 pm

It is wonderful to be eager about finding a new position during the job hunt and to really fall in love with a company or a role. Also it is completely fine for a candidate to follow up with a recruiter to see if a client would like to schedule an interview or has provided feedback following an interview. However, there is such thing as TOO MANY follow ups. As a recruiter, my job is to liaise between candidate and client and to manage the entire process from start to finish. While some recruiters are not great at following up, our agency prides itself on being very good about keeping candidates in the loop. However, in the case that there is no update to provide, a candidate will most likely not hear from us. One of the worst things a candidate can do is to continually follow up as it is a turn off to the recruiter and it does make a candidate look a bit desperate. Candidates should trust that a recruiter will follow up with them and provide updates throughout the search anytime there is information to provide. A recruiter will often stop reaching out to a candidate with great opportunities if the candidate goes into stalker mode. A lot of our in-house recruiter friends discuss with us that they have stopped approaching stalker candidates about roles for these reasons.

LESSON: Do not stalk your recruiter. Trust that he or she will keep you in the loop and update you throughout the process.

By Jodi Shapiro | Also posted in Interview Etiquette, Job market, Tips for Candidates, You and Your Recruiter | Comments Off

Agency Candidates – Express Interest for the Agency as a Whole and Not Just for a Particular Account

May 3, 2012 – 3:50 pm

A mistake that candidates often make which can completely ruin their chances of getting an offer from a company is to express interest and enthusiasm solely for the particular account/brand on which he or she would be working and not for the agency as a whole. It is great for a candidate to show passion for the particular brand which he or she would be managing. However, as I have blogged about previously, a candidate should be careful to not pigeonhole himself or herself by appearing open to only certain types of  accounts. Often times the way to get one’s foot into the door of a great agency is to accept a role on a brand that might not be the “dream” account with the possibility of transitioning onto different accounts while at the agency—this is very common

That being said, a candidate should also be sure to express interest in the agency as a whole during the interview process. It is a turn off to a potential employer when a candidate seems to be interested solely in the brand and not the agency — as the agency could lose the account at some point in the future (worst case scenario) or the candidate could be moved onto a different account based upon staffing needs. These are all likely scenarios so candidates should express enthusiasm for the actual agency during an interview as well.

I met with a client recently who absolutely loved a candidate that I had presented but said one of the reasons he will not receive an offer is that he didn’t express interest for the agency, only for the brand on which he would be working. This is a shame as this mistake can be easily avoided.

Here are some ways to express interest in an agency during an interview:

  1. Make it clear that you are familiar with the agency/have done your research prior to the interview
  2. Give an example of a campaign the agency has produced which inspired you
  3. Give some reasons why the agency would be great for you as a next step
By Jodi Shapiro | Also posted in Interview Etiquette, Job market, Tips for Candidates | Comments Off

Why candidates need to make themselves available for interviews with companies

May 3, 2012 – 12:24 pm

A majority of the candidates with whom we work are currently in jobs. Thus their schedules tend to be very busy and availability (especially during work hours) rather limited. Setting up interviews with these candidates can be very tricky as they do not want to raise suspicion in their offices and often times they have to put their current role first (attending internal meetings, etc). This makes complete sense as they do not want to lose their jobs!

That being said, candidates should make an effort to not be too difficult when a recruiter is trying to schedule an interview with a potential employer for them. Their lack of availability can signal indifference or even an absence of real interest in the role at hand. This is not the type of vibe or energy they should give off before meeting the hiring manager.

Even if it takes some major juggling or  a white lie (doctors appointment, cable guy visit– note we do not advocate lying but you know what I mean here), candidates should realize that the client is not doing them a favor by requesting an interview and should do their absolute best to be accommodating and flexible in order to keep first impressions very positive.

By Jodi Shapiro | Also posted in Interview Etiquette, Job market | Comments Off

Interview cancellation and/or rescheduling etiquette for candidates and clients

May 1, 2012 – 4:47 pm

There is proper etiquette for candidates and clients to follow when canceling and/or rescheduling interviews. It is bound to happen- a candidate wakes up with the flu or a client gets stuck with a last minute internal meeting– and the interview has to be cancelled. This is totally understandable, especially in these creative industries where schedules change and firedrills occur all the time.

However, both candidates and clients should do their bese to give as much advanced notice as possible and try not to cancel at the last minute as it can leave a bad impression on both parties.

Often a candidate has taken time off from his or her current job for the interview so a last minute cancellation could jeopardize his or her current role. Also when a candidate cancels last minute, it unfortunately can imply irresponsibility or rudeness in the client’s eyes.

The bottom line is that these last minute cancellations are often unavoidable. However, both parties should do their best to give advanced notice and proactively reschedule so momentum isn’t lost and interest is maintained.

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates, Tips for Clients | Comments Off

Candidates- do not text or facebook message your recruiter

April 30, 2012 – 11:24 am

It is not appropriate for candidates to text, facebook message, or reach out to a recruiter in any way other than the phone or work email. Although modern day communication has evolved, we do encourage a more professional way of corresponding with your recruiter. Even if a recruiter and candidate have formed a close relationship over time, correspondences regarding a job search should remain professional.

In our case, we have an extensive and thorough database which captures all emails and also allows us to note all phone conversations. Text messages are not picked up by the database so these conversations are completely lost.

Also texts in general can easily be overlooked if your recruiter is not checking his/her phone, or misread as texting is typically reserved for personal correspondence. The same can be said for Facebook. While often times a recruiter will post a job listing on FaceBook,, a candidate should not email the recruiter via FB, and most definitely NOT send instant messages via FaceBook but rather send messages to the recruiters work email.

Lesson: even though most of us are avid texters and facebook users, candidates should stick to email and phone when communicating with a recruiter.

Jodi Shapiro

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Candidate Interview Tips: Don’t pigeonhole yourself during an interview on the agency side

April 26, 2012 – 1:37 pm

As a recruiter, I encourage candidates to take time to think about what they want to achieve in their careers and what their ideal next step would be if they are looking to make a move. Candidates should consider the size and culture of company, type of organization and the brands they would like to work with.

While it is good to have focus and passion, candidates must be careful to not pigeonhole themselves during an interview with a agency by expressing an interest in working for only one type of category (only sports or retail, for example). If the interview is for a specific account, of course candidates should focus on why this account is desirable to them. However, many interviews (especially at larger traditional advertising agencies) are more general, and not soley focused on one account, as there are often multiple openings on various brands. In this case, agencies interview candidates to see where they would fit best in terms of accounts based on skillset, personality, and how they would interact with the team.

During these types of interviews with agencies, candidates should focus more on why the agency is a great fit and less on the particular types of accounts which appeal to them– as they do not want to rule themselves out of any opportunity. Keep it general in these situations and again express interest and enthusiasm for the agency and an open minded attitude in terms of the accounts.

Addendum: I am not suggesting that candidates with a passion for fashion should settle for an automotive account, but be very careful during a general type interview to appear open to multiple categories as you could end up getting your foot in the door at an amazing agency and ending up on the dream account!

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Candidates | Comments Off

The Importance of Client Feedback Following Candidate Interviews

April 26, 2012 – 12:43 pm

It is much appreciated and very important that clients provide feedback following candidate interviews. As a recruiter, this feedback is really critical as we can help candidates to improve their interviewing skills through constructive criticism. Also it is always very encouraging to provide positive feedback from a client, even when the candidate has not been chosen for the role. This keeps the candidate interested in the company should future roles open and also boosts his or her confidence for future interviews. Clients should feel completely comfortable providing feedback to us, even if it is negative, as we relay it in a very eloquent and constructive way to our candidates.

Client feedback is also very helpful as it gives us even clearer direction in terms of the ideal candidate skill set and personality for the particular role. There are often very slight nuances that set one candidate apart from another or that make a candidate the perfect fit for an agency/position, so this type of post-interview feedback is critical to conducting the most thorough and accurate search on our end.

I realize that our clients are extremely busy on a daily basis so do not expect pages of feedback on each candidate. However, it truly is helpful to all parties throughout the process to be frank and forthright in terms of feedback on candidates that interview for specific roles.

Many thanks in advance to our clients who take the time to download us following interviews and help to guide us as we find the PERFECT candidate for the role!

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Clients | Comments Off

A Classy and Smart Client Gesture

April 26, 2012 – 12:21 pm

Today a client asked me to forward the below email to a candidate that she had really liked but had decided to not hire as she had met someone a couple of weeks ago that she had really liked as well (who had immediate availability). It is not often that a client takes the time to send a personal note to a candidate following an interview, especially when the candidate is not the one to which they are extending an offer.

This is very smart on the part of the client as, if the candidate really liked the agency following the interview, he or she will most likely be touched by this gesture and remain open to future opportunities at the company. It also shows that the client appreciates the candidate’s time and talent and establishes a personal connection between them from the start.

As a recruiter, I truly appreciate this client gesture and do encourage other clients to follow suit if they really like a candidate and see him or her as a potential asset for future roles.

“Dear XXXX,

Thank you for your time and interest in xxxxxx.

It was our pleasure to meet you, both xxx and I were very impressed with you and your experience as account executive.

After a difficult deliberation, we have decided to move forward with another candidate for the time being but wanted to reach out to let you know our appreciation and hope that our paths will cross again.

Kind regards,

XXXX.”

By Jodi Shapiro | Also posted in Interview Etiquette, Tips for Clients | Comments Off

Fidgeting No No’s during an interview

April 12, 2012 – 3:22 pm

I got a call from a Human Resources Director at a great company yesterday giving me feedback about one of the candidates that I had presented. She really liked the candidate and felt her skillset and personality were right on brief. However, she informed me that the candidate was picking and even biting her nails during the interview. I am pretty sure we have all been stricken with the nail biting habit at some point in our lives and we probably all realize how yucky this looks in public.

We often do it without even realizing it at the time (guilty as charged!!).

However, it is essential that NO nail biting or picking or any type of nervous fidgeting occurs during an interview. A candidate should remain poised and confident and not do anything that takes the clients’ attention off of his or her experience and positives.

LESSON: whatever you do, break those nervous habits before the interview because they can ruin your chances of getting a great job!

By Jodi Shapiro | Also posted in Interview Etiquette | Comments Off

Working from Home Request– NO!!!!!

April 12, 2012 – 2:30 pm

Below is an email that I just received from a candidate that I had reached out to regarding a great account management opportunity. Her response is a great example of what not to say when replying to a recruiter. Again honesty is a good and smart policy, but in certain cases it can completely take a candidate out of the running for job opportunities. I will of course reply and see what the candidate’s situation is, but I am already weary that she will be difficult to work with in terms of her needs/expectations/situation when it comes to finding a new opportunity for her. There is almost a zero chance that a new employer would allow her to work from home when first starting a job. A candidate needs to express enthusiasm and let the employer know that he or she will live and breathe the position. Requesting to work from home is a complete turn off—even to a recruiter. These types of work situations—a 4 day week, extended vacation, etc- are earned when a candidate does a fantastic job over a long period of time!

THE INFAMOUS REPLY:

I hope you’re well!

The position sounds fantastic and a perfect fit for my background. I would
be interested in the position if it allowed me the flexibility to work from
home. Is that possible or is it required to work full time in the office?

Please let me know.

Thank you!

Jodi Shapiro – Senior Consultant

By Jodi Shapiro | Also posted in Interview Etiquette | Comments Off

A Thank You to our candidates

March 29, 2012 – 1:42 pm

One of the best and most refreshing parts of my job is meeting new candidates every day. Candidates bring such a diverse range of experiences, interests, and dreams to the table. Some absolutely love their current roles and simply want to explore new challenges out of curiosity and others want to make a fresh start at a new agency because they want to grow,  learn, and do something different. It is so exciting as a recruiter to see the passion and enthusiasm in a candidate’s eyes as they weave together the interesting stories of their resumes and express their future goals and desires. It is also amazing for me when a candidate acts as an educator. Our candidates are at the front lines of these creative industries every day, rolling up their sleeves and helping to create some amazing and memorable work. Some of this work even stands the test of time and builds brands that we see and even use every day. I continue to learn and grow through my discussions with each of them and it truly makes going to work every day an adventure and a pleasure… so THANK YOU to all the candidates who meet with Melanie and I and share their stories in hopes that we can help them grow their careers and find the best next step for them!

Jodi Shapiro – Senior Consultant

By Jodi Shapiro | Also posted in You and Your Recruiter | Comments Off