BBDO NY names Ng ECD...Emerge adds group account directors...Imagination taps Rogers as CD, Americas...SKM Group promotes LeFauve to VP.
Toni Hess joins Rosetta as ECD...Definition 6 turns to Distin for search...Vertis names Berry SVP sales...Dennelly and Hamilton promoted at G2 D&D
Levis taps Szulc as global CMO...Goldstein head of planning at TBWA LA...Arens joins Catalyst as partner...Concept Farm hires director, account management...Incisive taps Grehan as VP...Travel Ad Network promotes top execs Lawson, Silver
Barker/DZP and LBi add US MDs...Yesayian to lead West Coast Mediaedge digital...Datran names Syracuse SVP...de Lafuente on board at Adrenalina...Definition 6 lands agency vet Rogers
Stoller leaves Organic for BBDO...Martin leaves VW for Coda...mcgarrybowen taps planning director...Fathom gets boost for enterntainment division...Kinch named Euro Discovery sales leader...executive moves at Rapp
David Smith named ECD at Carton Donofrio...mediaedge promotes senior execs...Light new director at Catalyst:SF...Former Yahoo exec Taplin joins Collective
Euro adds two directors in Asia...TargetSpot and Strategic Fundraising name new CEOs...Colman Brohan Davis names Seyfert interactive director...D&G adds three...Clickable adds former Google/Doubleclick exec
Emerge adds Shapiro as senior advisor...SVPs to manage new London, Boston Digitas Health offices...ClickSquared names King GM...Local.com taps Plonski as CTO.
LePlae named president at McCann NA...Orbitz CMO and marketing SVP take flight...Iaccarino in as CEO of Mobile Messenger...Blue Sky Factory names Lucas chief of compliance
Euro RSCG names Ron Bess president of North America...Lagattuta new group creative director for G2...Tanya Collins joins OgilvyAction...New international VP at Bazaarvoice...Meurer Brossy named SVP at Brightline iTV.
Ricci VP of Merkle's new mobile practice...Maxus UK names Weedon CEO...Former eBay, Best Buy CMO on Marketshare board...Wong joins Siegel+Gale as strategy director.
Digitas snags two former Tribal execs...Rapp brings brand experience director on board...Harty consumer mag president of Meredith...DJ Waldow named director of community at Blue Sky.
Jordan named ACD at EuroRSCG NY...Lombardo-Negron joins Hawthorne Direct...Two sales directors at Teracent...Ouvaroff names GM of WhittmanHart LA.
New CD at Gray & Partners...Andy Bhatt joins BBDO...Concept Farm taps digital director...Chris Allen moves to Bonnier...Good Health Advertising names Jennings CEO...Terry Young promoted to MD NY at Rapp.
Entertainment Publications names CMO...Andy Bishop joins Cellufun...ForeSee Results taps Kevin Ertell as VP...AbelsonTaylor names four senior art directors...Frank Romano promoted at Eclipse.
Coleen Cahill joins Euro RSCG, Ripple6 hires two sales VPs, Scott Montgomery comes to Hawthorne Direct, Neil Powell heads BMB NY office.
Loren Weinberg has been promoted at FatWire... Marc Lucas named ECD at Razorfish...Warren Mays joins Peer39...Richard Foster promoted at GroupM Entertainment UK...Fanscape hires two directors
Jay Stevens joins Rubicon Project...Mia Sossei named director at ContextWeb...Afar Media taps Daniel Orum...Alex Kooluris joins Purple@Epsilon
Chris Becker joining Gyro:HSR as chief creative officer...Eric Brown leaves NetApp for Yahoo...Napper Tandy comes to David & Goliath...Clea Shearer leaves MySpace for Fanscape...Silverpop adds two VPs
David Lane named board chair of PennFuture...Vertis names Carmen Allen SVP human resources...Dave Sandstedt new associate creative director at PJA...Joyce Bell new CFO at Clicksquared
Engauge hires Korey Thurber...Local.com appoints Scott Reinke general counsel and Ken Cragun VP of finance...Geoff Schiller named national sales director at Hearst Digital
Euro RSCG hires Fernanda Romano...DMW promotes promoted Tara DiFrancesco...Inter/Media Group promotes Malena Cruz...Catalyst Group appointes Ethan Farber director of client dev...iPerceptions names Claude Guay president/CEO...Morsekode promotes Paul Jongeward
Once you have inventoried the employers who are hiring, the companies you want to target, and what positions are available, it is time to get creative. In addition to posting your résumé online, consider using a featured résumé listing or résumé distribution service to directly market yourself to employers and differentiate yourself.
Most people would agree that the best way to land a new job is to network. Now, there's some new research to back that up. The Bernhart Associates Employment Report has been surveying hiring trends in direct marketing since 2001. This was the first time we asked employers to identify their largest source of new hires.
The Twitter phenomenon has taken the social networking world by storm. While policy wonks, celebrities and even your own mother may be Tweeting, Twitter also has very practical applications.
As an executive recruiter, I am speaking with many concerned, distressed or outright panicky direct marketers these days.
If a candidate said something like this to me, personally, I would continue to look in other places. If a candidate is coming in for an interview, you need to understand that there may be other options that they are exploring.
The best thing to do is not get into the clutter in the first place. Right now, the first thing people do when they are looking for a job is they get on the Internet. Candidates think that job-hunting is spending hours and hours in front of the computer. Turn off the computer, get outside and start face-to-face interaction with people.
To get the best new employees, I recommend a pretty lengthy interview process involving a portfolio review with art and creative directors. Don't just be interested in a candidate's skills, but also who they are as people. This ensures that there is good chemistry and synergy with the rest of your team.
Social networking is one of the fastest growing segments of the Web. If you are looking to hire, it is a tool that can provide a variety of data points on a candidate from several different perspectives.
Digital marketing demands a sophisticated work force: business systems analysts, database developers, statisticians, graphic designers and client service professionals. To hire top talent in these diverse areas, you need to cast a wide net - and diversity hiring needs to be a key part of your talent acquisition strategy.
The agency business, often led by direct marketing, is fundamentally re-orienting toward accountability and collaboration. This means that all kinds of agencies must work together to prove and improve their results for clients.
Being an experienced direct marketer is certainly an excellent stepping stone to becoming an executive in that field. Understanding the fundamentals of direct marketing should lead your supervisors to take notice.
International experience as a marketing professional is still optional — for now. However, we are rapidly moving into a world where international experience is not just an advantage for success, but a requirement.
As far as entry level candidates go, we admire someone who takes the time to research the industry, especially in our areas of specialization.
It's imperative to hire people who can bring a considerable amount of knowledge and experience to the table. Candidates should also do some old-fashioned homework. Many people will come and say they want to work for a particular company when they have no idea what the company does.
Social networks give you an opportunity to control your online image, so be very thoughtful about what you put on your profile. Keep it professional and encourage others to write recommendations for you. Also, be specific about the work you've created and the skill sets you have.
My advice to candidates, especially those looking for a position in interactive marketing, is to seek out a company with an extensiveon-boarding program. This can help a new hire get up to speed. Also, a mentor program can give new hires opportunities to meet coworkers within the first few months on the job.
In printing and production, there's not as many jobs as there used to be. When it comes to experienced candidates, there's a need today to learn new skills, and workers in this field can be resistant at times.
While interviewing perspective employees to join my firm, I noticed that sometimes it could be like Jekyll and Hyde. I'd hire the person and then think, "Where is that person I interviewed?"
It is not HR's job to fill a requisition for a marketing position or any other position in their company. It is HR's job to attract the best candidates and showcase the company in the best light.
There is a premium on talent in the current search engine marketing (SEM) landscape. Since search is still a fairly new area, there are relatively few seasoned professionals with proven track records. It is rare to find someone with SEM experience covering several business verticals who is also fluent in the major search engine interfaces.
As the war for talent rages and the economy leaves clients seeking speed-to-market advantage, we are all faced with attracting — and staffing — our companies with the best of the best.
You have to treat Web analytics positions with high priority and care. They are quickly becoming the hottest commodities in marketing departments. Just a few years ago it was a fight to get decision makers to acknowledge the legitimacy of having a Web analyst on the team. Now, they can't find enough of them.
The ability to navigate new forms of media, branding and technology is critical to success, whatever side of the desk you occupy. Establishing yourself or your company as a leader and an innovator in your segment of the business will add to your value in the marketplace.
When a potential recruit asks if there is a "lack of opportunity" with a smaller business, I highlight some of the advantages. Smaller marketing businesses often promote entrepreneurship, vision and innovation at an individual level.
While it's easier to build an entry-level pool of candidates through advertising, job postings and external referrals, it becomes more difficult to find qualified candidates at the senior level using those tools. What you want to seek out is the passive candidate — the star performers who work for your competition and are not actively in the job market. Attracting such a candidate is done through networks and relationships.
The key to enticing these individuals is to post your positions on a network that offers enhanced privacy, as these candidates are typically concerned about their existing employer finding out that they are looking for another job, or that their personal data will be compromised.
Effective search engine marketing requires that you blend marketing skills with equal parts linguistics and statistics. The ideal candidate will be someone that can get inside the consumer's head and understand motives, why people search the way they do and truly understand the market clients are trying to reach.
As advances in technology and communication take place, businesses are growing more comfortable looking outside of their local areas for the best technology talent. However, managing a global remote team poses many complexities. So while there will always be some bumps in the road when hiring a remote team, a few tips can make the process much smoother.
Company of the week
R2C creates, produces, distributes and measures messages that inspire and compel consumers to do something with a brand to drive commercial advantage. The full-service advertising agency specializes in creative, production, media, analytics and performance.
What's in our mailbox this month: fitness postcards from Retro Fitness, American Woman Fitness Centers, Union's United Taekwondo Academy, and Bally Total Fitness. (We're totally pumped.)
Social data can improve a brand's bottom line and customer relationships. Just ask brands Infiniti and Diamond Nexus.
Here are three must-have data sets that every marketer should include in his or her email strategy.