Ghostblogging for Executive Recruiter
Goal: Convert the client’s original ideas into engaging content to establish thought leadership while preserving his unique voice.
Approach: For each topic, we have an initial chat to explore the topic and identify key points. Next, I outline, research, and compose a first draft for the client’s approval. With his review and comments, I hone in on his desired message and tone. Generally, after two rounds of revisions, the post is ready for publication.
Excerpts:
Brave Hiring July 2010
What does BP’s ongoing disaster in the Gulf of Mexico have to do with your hiring practices? More than you may think.
Last month, five international oil companies were chastised by the US Congress for having near identical spill-response plans. Putting aside questions of negligence and complacency, this tragedy hyperbollicaly highlights the risk of only hiring from a talent pool with industry-specific experience. Perhaps, if BP had enlisted the help of an industry ‘outsider’ -one with parallel experience, complementary competencies and a fresh perspective- their spill-response plan would have worked.
Winning at Trade Shows (for companies) September 2010
“Find the best deals and acquire new clients.”
That may be your top priority at the upcoming trade show, but how will you make the most of your downtime?
Hint: trade shows are a great place to expand your talent pool in anticipation of executive recruitment.
No vacant positions?
No problem.
You’re always on the lookout for good people, right? Replenish the recruitment pool to smooth out your next executive search.
Winning at Trade Shows (for candidates) September 2010
Woe for those who rely on job boards and advertisements to advance their careers. The cold truth is that most job vacancies are filled by word-of-mouth referrals and established relationships.
If you are ready to cultivate job opportunities rather than idly wait for them, take a look at trade shows. You will have to be on your game in this high-energy arena. Whether you’re actively looking for change or just flirting with the idea, these tips will help you attract the attention and earn the esteem of your target employer.
Think Globally, Recruit Locally September 2010
“Eat locally produced food.”
“Support the local economy.”
“Recruit from your local talent pool.”
While ‘my’ quirky Portland may actively embody the first two statements, it -along with the rest of the country- could still learn from the third. Aside from the associated warm-n-fuzzy feelings, the slew of benefits from hiring locally just makes good business sense. Let’s take a look at what your company has to gain by recruiting locally. First thing’s first…
Eco-Index November 2010
Lately, the mythical silver bullet for our ailing economy has taken on an emerald hue. While “green jobs” have been heralded as a source of employment, the true complexities of “eco” are just starting to take shape. As you read this, the outdoor apparel and footwear industry is in the midst of a major collaboration to measure, define, and refine each stage of the design, manufacturing, and delivery process. The result –and consequential shift- promises to affect every job in the industry, including yours.
When it’s time, it’s time February 2011
We have all fantasized about it at one time or another.
We accept a new job, set sights on the future, and compose a few choice words to share with a frustrating co-worker, boss, or client when we are ready to announce our departure. In reality, most of us (with a few notable exceptions) know that burning bridges is dangerous business.
Although it has been an ‘employer’s market’ for some time, you might be surprised when your current employer reacts more aggressively to your resignation than you were expecting. Resignations can lower morale, reflect poorly on the immediate superior, and disrupt productivity. It is no surprise that companies would react with the following retention tactics to prevent (or at least stall) your departure.
Resigned to Resign February 2011
Often, the moment of truth is not when the candidate accepts your offer, but when she actually goes to resign.
As recruiters, we often pat ourselves on the back when a candidate accepts a job offer and agrees to make the leap to a new company. However, any recruiter who has been around the block knows that there remains the slim, but all too possible, chance that the ‘perfect fit’ might be lured back to his or her old team. (Oh, the audacity!) Therefore, our job isn’t done until that recruit –that employee-yet-to-be- actually shows up for his or her first day of work.
The dynamics of change… have changed.
Mike Russell, Principal of Pivotal Writing, LLC in Portland, Oregon, is a freelance copywriter who specializes in ghostblogging, website copy, and professional profiles.
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