Candidate information and advice
… from a marketing recruitment specialist.
Here’s a marketing recruitment specialist you can depend on. The consultancy is owned and operated by Philip Brown. Philip’s been specialising in recruiting marketers for over 20 years but he also has a “real world” background in marketing with major brands in FMCG, tourism, QSR and advertising.
Because he operates as a “one man band”, Philip handles all aspects of the recruiting process. He demonstrates a high standard of ethics, with candidates and clients.
Candidate Care
Candidate care involves basic empathy and simple courtesies that are seemingly often overlooked. It involves accurate, timely and respectful communication while operating with a high standard of ethics. Also, relevant candidate information and advice is part and parcel of a successful recruitment business.
As a result, around 80% of Philip’s assignments come from clients who were once his candidates (even from those he’s never placed!). You’ll have confidence in working with a marketing recruitment specialist.
Confidentiality
If you want to have a chat about your career and have a background in consumer (or B2B) marketing or sales, then please make contact. It seems a large number of candidates I place are sourced from my network rather than through advertising.
Certainly all discussions are confidential. Candidate details are never disclosed to any clients without the candidate’s express permission.
Information and advice – the big tips on CV’s
Good recruiters are busy people. This is due to partly to the large of CV’s they screen day in, day out. They also need to speak to a lot of people…clients and candidates as well as work colleagues. Therefore, and this may sound harsh, the initial screening of CV’s may only take 30 seconds to decide to “keep” or “reject”. Consequently, your CV must pack punch.
What do we look for? Firstly, a cover letter targeted to the position, CV relevance (and clarity), qualifications, key achievements and career stability. If your CV indicates experience irrelevant to the role, is too hard to read or has few (if any) achievements, it will probably go straight to the “reject” pile.
Other CV tips;
Your CV and cover letter are your main initial marketing tools. Above all…
- The layout should be spacious and easy to read.
- Do a spell and grammar check before you send it.
- Use bullet points and don’t use long essay-type paragraphs.
- Begin with your most recent position. Keep to a maximum of 3 or 4 pages.
- Include “Reason for leaving” under each role. This removes guesswork or possible false assumptions by anyone reading your CV.
- Don’t assume the reader will know about the businesses you worked for. Under each company employer, give a two/three line summary; size, brands/products/services and channels.
There’s more…
- Emphasize your “Key Achievements”, rather than generic “Responsibilities”. Quantify the achievements wherever possible. Be honest. Make sure you can articulate your role in these achievements during an interview.
- A cover letter targeted to the specific role will be seen as intelligent etiquette as well as helping create an advantage to your application. It shows you’re savvy and you care. Address the key aspects of your experience/skills that the role requires. Above all, it’s a big disadvantage not to provide a good cover letter that is tailored to the role.
In conclusion, following the above steps should reward you with a distinct advantage in the recruitment process!
Any questions? Please contact me.