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 Recruitment

Hire a candidate who has a high ROL (Return on Life)

Sara Arnell, Arnell Group February 01, 2012

Imagine that you're about to interview a prospective new hire. You've read their resume, been briefed by HR and are feeling confident that your recruitment team has done their job well. Now, tear up the resume and step away from your desk. It's time to find out what the true value of this candidate is: their "ROL," or "Return on Life."
 

Inspire your employees to be 'entrepreneurs' and success will follow

Ben Kirshner, CEO, Elite SEM March 01, 2011

Corporate America bears a striking resemblance to competitive sports. The CEO plays the role of team captain and the players work together to win the game, which translates to revenue growth, business development and client retention.
 

Recruiting 101 for Web 2.0 - Why you should use social networking sites

Jerry Bernhart, principal of Bernhart Associates February 01, 2011

One of our 2010 quarterly hiring surveys included a question on how digital and direct marketing employers were leveraging the social networks to fill their open positions.
 

What unique challenges do sales managers face in the business-to-business space?

Randy Ilas, VP, product development and marketing, Harte-Hanks Market Intelligence May 20, 2010

Doing "more with less" has become a mantra in many organizations still reeling from the recession. But for today's sales managers, the more may be too much (rapidly changing technology, unlimited access to leads, new ROI methodologies); the less too little (reduced staff, budgets and time to get back into the game).
 

How can I evaluate a potential new hire so that I ensure that the candidate is the best fit?

Wendy Weber, president, Crandall Associates May 03, 2010

Trust your gut. Don't be afraid to extend an offer to the candidate that "feels right," or dismiss a candidate who doesn't feel like the right pick, even if you can't put your finger on why. Your reaction to what was said — or what was left unsaid — is often remarkably accurate.
 

What do I need to know to land an account director gig at a direct marketing agency?

Neal Boornazian, president and CEO, The Wilde Agency April 19, 2010

In today's competitive market, experience, tactical expertise, education and a mantel-full of industry awards may not be enough to land you a job, let alone your dream job. In fact, they may only be enough to get you a "thanks for your time." To stand apart, you'll need more.
 

In this computerized world, what do agencies look for in people to fill technology's gaps?

Irv Brechner EVP and founding partner, Acquirgy February 15, 2010

The answer to this question lies in understanding what you should expect from machines and people, with the goal being to strike the right balance between your staff and technology. At our agency, we call this "humanology."
 

CMO hires show focus on direct, digital ROI

February 01, 2010

A steady stream of CMO turnover stories is a long-established part of the marketing landscape. Yet an emphasis on customer retention and digital initiatives, as well as the stubborn economy, is resulting in more companies now filling the position with marketers with database and digital experience.
 

What is the current state of hiring for direct and digital marketers at the start of 2010?

Wendy Weber, president, Crandall Associates January 04, 2010

Good news: The hiring landscape has improved greatly since last year at this time. Though it is true that the economic recovery has been slower than we had hoped in terms of job creation, things are progressing in the right direction. Companies are making room in their 2010 budgets for additions (or replacements) to direct marketing staff.
 

Why is the 'human touch' important for people looking to work in search engine marketing?

Mark Simon, VP of industry relations, Didit December 14, 2009

When thinking about skills to look for in search hires, a few traits are obvious. Search marketers must be analytically-minded to get the most from metrics and testing, must think flexibly as this industry changes every week, and can't be afraid of hard work. But one SEM trait that's often overlooked — and is absolutely critical — is the ability to connect on a human level, and to translate that connection into better business.
 

How to make the most of your e-mail manager

Wendy Weber, president, Crandall Associates, Inc. September 23, 2009

An e-mail marketing manager is the person who oversees the development and growth of e-mail marketing programs. This person is responsible for all aspects of the planning, execution and analysis of e-mail marketing campaigns including contact strategy, calendar development, creative, segmentation, production and analytics. The e-mail marketing manager creates a one-to-one relationship with the customer, making it easier to respond to the customer's habits, interests and needs in a more immediate way than through other channels. An e-mail marketing manager has the potential to have tremendous, immediate impact on the bottom line. There is also the opportunity to react quickly to market conditions, and tailor messages very specifically to different segments of the audience.
 

DMers face long unemployment

September 14, 2009

Direct marketing pros have it worse than your average American when it comes to finding a job, according to a recent survey published by Bernhart Associates Executive Search.
 
 

How can I recover if I've been fired from a position in the past?

Wendy Weber, President, Crandall Associates Inc. June 15, 2009

Almost everyone has been fired at one time in a professional career. Some can admit it; some never can. But many who admit to being fired say it ultimately contributed to success in their career in direct marketing.