Category Archives: Recruitment

Fame at last!

No, I’m not one of the reserve contestants for Big Brother 8.  One head hunter on there is enough don’t you think?  Instead I’ve been featured on Louise Triance’s blog, of UK Recruiter.  Thanks Louise!

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Is this the future?

This You Tube clip is American, but makes interesting reading nonetheless.  Whether the figures predicted are accurate is anyone’s guess but if they are there is one thing for sure, recruiters aren’t going to be out of a job any time soon.

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PR Job Watch

As reported in PR Week last week, there is an every growing PR community on Facebook.  As a recruiter who is always interested to hear what’s going on in the industry I’ve joined lots of the PR related groups, including Alain Desmier and Alex Pearmain’s PR and Communications Network – the fastest growing PR group on Facebook.

Today, I created the group PR Job Watch.  A free and easy to use space for recruiters to advertise their jobs and for PR professionals to keep an eye on the job market and ask for career related advise.  It’s the first PR job group on Facebook and I’ve let lots of our competitors know that it’s there.  It’s about time there was somewhere that PR recruiters can debate the issues of the industry and collaborate -and it’s cheaper than advertising in the back of PR Week, who have had a monopoly on PR job advertising for at least as long as I’ve been recruiting in the industry.

Come and join us, you don’t have to be looking for a new job – it’s a great place to network with other PR folk and pick the brains of PR recruiters.

Join Facebook (if you haven’t already) and search the groups for PR Job Watch.  See you there!

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Filed under Internal Comms, PR, Recruitment

Online Reputations Affect Employability

The FT has today ran an interesting article – Careless Talk Online Can Cost Candidates Jobs.  Well I would say it’s interesting as I’m quoted in it.  It raises a good point though, we often Google candidates to see what’s said about them online.  I also run searches on My Space and PR Week to see what pops up and now with networking services like Linked In and Viadeo you can virtually get potential candidates CVs online at the click of a mouse.

In fact, if anyone a bit more geeky than me can tell me how to add widgets to my blog to link to my Linked In and Viadeo profiles I’d be very grateful.  I’ve been trying to work it out for days and it’s getting the better of me.

Your online reputation can work both for and against you as far as job hunting is concerned.  Certainly it can raise your personal profile – I know of one blogger who is always being recommended to me for roles, but I’ll keep his name to myself until I can persuade him to move jobs.

We take recommendations, on Linked In for example, very seriously.  Those sorts of social networks are a great place to pick a few brains and find out who is rated as the best amongst their peers.  You are much more likely to be headhunted for your dream role if you make your presence known online. 

I’d be careful about putting anything about your wife-swapping, drug taking days on your blog or profile though, you never know when your next potential employer may Google you.

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Headhunting Social Media Style

I’ve recently decided to take advantage of all the lovely information on the interweb and start networking a bit more proactively with fellow bloggers.  Yesterday, I tried a quick experiment of emailing some internal comms bloggers to see whether I could pick their brains on the internal comms market who they rate as the top practitioners.  I had varied results. 

Marc Wright of and Charlotte Butler of both suggested I use their sites for advertsing – at a price, obviously.   

Wayne Clarke called me up and we had a good chat about internal comms and who is doing great things out there – thanks Wayne!  His details are firmly in my contact book.

Lee Hopkins came back to me on email and suggested a number of avenues to try.  First on the list was to contact Neville Hobson. Your fame is far reaching Neville!  I am of course already in touch with Mr Hobson ever since our sponsorship of Delivering the New PR.  Watch this space for an innovative use of Second Life that we are partnering with Neville on.  Secondly, Lee said I should try Linkedin.  Again, I’m already on Linkedin and have in fact made a few contacts that way.  I definitely don’t use it to its full potential though so it’s a big kick in the pants for me to do more. 

The final two suggestions were the ones that really interested me.   Firstly I was directed to JOTW and Ned Lundquist.  From a recruiters point of view this is an extremely interesting development in job hunting.  Thousands of people worldwide share their knowlege on who is recruiting and what they are looking for.  I contacted Ned immediately.

The last idea was to look at IABC and search for UK internal comms professionals, which I did but not with any great results.  It’s certainly something I’ll be keeping an eye on though.

Check out Lee’s podcast with Peter Vogt at eBay, it makes for interesting listening for internal comms bods.  I’ll be keeping in touch with Lee too!

Social Media networking is one of the ways forward for headhunting I feel.  Headhunters have been networking for years.  I’ve spent hours trawling through my contact book and asking top level PR people "do you know anyone that could do x, y and z?".  Journos also get the odd call, although they’re harder to gleen information from.  They’re always keen to know what’s in it for them.  My answer to that is, my undying gratitute and help to move into PR when you’re fed up being a hack.


Filed under Internal Comms, PR, Recruitment, Social Media

Work Life Balance For All

I was interested to read this articlein The First Post demanding that work life balance be seen as a right for all, and not just for working mothers.  As PR is an industry dominated by women, it has become increasingly important to employers to find a way to accomodate working mothers and bring skills back to the workforce after the baby is born.  Lots of PR agencies (and to some extent in-house too) have cottoned on to the fact that allowing part time working, job shares and flexible hours means that mums that really do want to come back to work, can.  Just because they choose to have children, does not mean they can’t add value to their clients.

When we head hunt candidates here at Indigo Red we ask them what they would change about their current position to make it the perfect job.  Perhaps surprisingly, the answer isn’t always "money" and increasingly the response is "I want a better work life balance".  Flexible working and part time opportunities are increasingly more appealing to everyone, not just working mothers, and at the more senior end it seems these wishes can be accomodated.

I currently work from home one day a week, which means on that day I don’t have an hour and a half commute each way and essentially get three extra hours to do with what I wish – even if it is the laundry!  On the days I am in the office in Watford, I work from 7.30am – 4.30pm and hence miss most of the heavy commuter traffic.  After 4.30 I still have my Crackberry so there’s no danger that clients or candidates (or my boss) can’t get hold of me.  I have no children, but these flexible working arrangements were extremely appealing to me and I can’t deny that they were part of the reason I took this job.

As trends change in both recruitment and employment, it is essential that employers are as flexible as possible with their working arrangements.  Those that offer flexiblilty will find employees who know they are on to a good thing and will encourage loyalty and brand praising from within. 

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Why we’re quaking about Second Life

I don’t want to bang on about this, but I’ve had my boss on the phone this afternoon congratulating me on making my first tentative steps into blogging and Second Life reared its ugly head again.  Apparently, he’s been investigating the virtual world and happened to bump into Neville Hobson on his travels.

Neville was one of the speakers at Delivering the New PR on Friday, causing much discussion around Second Life and the launch of his virtual business crayon.  While some of the delegates questioned WHY anyone would want to spend real money on a pair of virtual jeans, others it seems (my boss included) are intrigued to know how it could benefit them – particularly in business.

As head hunters, we spend much of our lives in hotel lobbies and coffee shops trying to remain as anonymous as possible and interviewing potential candidates.  In Second Life, anonymity is assured and a virtual coffee is possible at the click of a button. 

I do question though whether chemistry is something you can measure when not meeting someone face to face.  When a CEO says to me "so tell me, what’s X like as a person" I don’t think I’m going to be able to say "well his avatar is pretty funky" and still be taken seriously.

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