Are you doing all that you can to excite potential employers?
As Tracey Parsons, CEO of CredHive (a job-credentialing firm), writes for Careerealism, there are several things that employers seek in candidates:
- Follow instructions – “At my company, we require you to join our database. We only use our own tool to identify talent for our open positions. We don’t take resumes. We don’t believe them. But, that’s our requirement. So, when people do what we’ve asked, we are happy. We look at their work samples and try to find the best hire based on what they’ve done.”
- Use focused communications – “When you focus your communication on solving business problems, I love you for it. I can imagine you doing the job right away, because you get it.”
- Show that you understand the company – “This tells me three things: First, you took the time to read our site and understand our personality. Second, you understand our brand enough that the learning curve when you start isn’t steep. See, I can already see you working here when you write in our voice. And finally, it tells me that you also see alignment.”
- Show examples — “Nothing beats examples! Examples are awesome and help you stand out. If you have a portfolio, Slideshare, CredHive, links to documents, spreadsheets, reports, project plans, ideas, and presentations from Dropbox, send them.”
- Ask intelligent questions – “You should be curious about our company, its trajectory, my management style, and the team. You need to ask good questions to help yourself make a well-informed decision. When you ask good questions, I can tell you are curious and that you are thoughtful.”
- Do a good job of following up– “Nothing seals the deal like a smartly crafted follow-up message. First, there’s the follow up thank you note. I have to admit as digital as I am, I do like a nice hand-written note. But, the E-mail type is also a really nice thing. The net, always send a thank you note.”
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Here are a variety of videos for those considering a career in marketing. They cover a lot of bases for you to think about.
How to Start Your Marketing Career
A Realistic Job Preview: Jose, Multicultural Marketing Communications Director, Comcast
Product Marketing Opportunities at Amazon Web Services
A Career in Marketing…Ng Ee Chuan, Head of China Sales at Bloomberg
Market Director, Greg D. on Career Mobility – Exploring Careers at Chase
Product Management & Marketing Careers at Optum
What Do You Look for in an Employee? by Tracey Abbott, VP Strategic Planning at Footlocker
Several of these videos suggested by Ana Luiza Loures.
Russell Glass is Head of Products for LinkedIn Marketing Solutions. He was formerly the founder, president, and CEO of Bizo, a B2B audience marketing and data platform. Glass is also the co-author of a new book titled The Big-Data Driven Business: How to Use Big Data to Win Customers, Beat Competitors, and Boost Profits.
In a recent article for Adweek tied to his new book, Glass says that:
“The rising importance of data to companies (organizations in general and marketing departments in particular) is changing the perception of marketing’s value. In fact, marketing is now so important that CMOs [chief marketing officers] will make the best next-generation CEOs — thanks to their understanding of data and the customer. Only the marketing department has a clear window on the behavior of the prospect during 90 percent of the buyer’s decision making — the time spent doing research via visits to Web sites, reading online reviews, connecting with peers on social media, and conducting online searches.”
“The CMO’s team has the clearest window into customer and prospect behavior. To sales, the CMO delivers the leads most likely to buy to sales. To finance, the CMO shows his or her team’s revenue contribution. And with IT, the CMO helps built out the marketing technology stack that mediates critical interactions with customers and prospects. The winning companies of the future will be data-driven and customer-focused. No one is in a better position to lead this kind of company than the CMO — the executive who is eminently qualified to be your next CEO.”
Click the image to read more of the Adweek article. Click here to access Glass’s book on Amazon.
It is not just our qualifications that determine whether we get a desired job. It is also the passion we display about getting and doing that job during the interview stage of the hiring process.
Consider these observations from Jessica Simko, writing for Careerealism:
“You [should] understand why a person who may be less qualified than you gets a job you don’t get. It’s all in the presentation. Oftentimes, you say all the right things but if your presentation is flat, it will fall on its face. If you don’t really want the job or you aren’t excited about it, it shows even if you say, ‘I want to work here more than any other company.’”
“Enthusiasm, presence, and passion – these qualities excite hiring managers and they will always tip the scale in someone else’s favor if you don’t show up with them in your interview. When you are expressing those qualities, people can’t help but love you and be engrossed in everything you say. This is especially important to remember when you consider that many hiring managers conduct back to back (or close together) interviews. I cannot express in words how often candidates get tossed out of the candidate pool simply by deficiencies in their overall presentation that only become apparent when running multiple interviews back to back or close together.”
Read more by clicking the image.
Photo credit: Shutterstock
Stand out better on LinkedIn, THE premier social networking site for professionals. Don’t treat your LinkedIn page in a casual way. Be serious — and present a great self brand!
Don Goodman, writing for Careerealism, offers these 4 key suggestions. They may sound simple. But are you effectively following all four tips?
Click the image to read more from Goodman.