I've been in social media marketing for over two years now (which again makes me a relative grandpa), and after a lively conversation with a candidate yesterday, I often wonder if I should be working to place these people.
From Web Analytics Managers, to SEO specialists, to Database Marketers, E-mail List Consultants, Community Managers, and even humble (and not so humble) bloggers, corporate America, and the agencies that serve them, are struggling for talent.
Wired and Hired, a Talent Zoo blog that cover marketing jobs for the candidates, is saying it's s candidate's market right now in advertising. In this post, Amanda begs her clients to do a better job selling themselves to her clients.
This means there are lots of unavailable creatives and very available job opportunities.
After searching, asking, analyzing and searching more, I find a great candidate
for one of my available art director positions. They see value in my
client’s job opportunity, we get through the initial stages of
recruiting… and then there’s the interview.
Please, please learn to sell your agency to candidates.
This is a common problem for staffing firms, who go to the effort of finding passive or semi-passive candidates, and then have the deal fall apart when the company wants to assert its authority early in the hiring process. From 2002-2004, this was more acceptable, as companies had the upper hand for most disciplines. In the last three years, managers who don't show an interest in hiring bright people waste a lot of time interviewing candidates but failing to get them to accept the job offer.
It's not an easy answer. If companies fall over themselves to recruit candidates, they look desperate, which leads to a weakened position in salary negotiations, and disgruntlement among current employees who wonder why the manager is so fawning to the new guy. Managers went through that in the late 90's, and they aren't about to cede total control again.
So what can a company do?