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    What We Do ...

    We specialize in contingency-based Manager, Director, and VP-level executive searches for online marketing and ecommerce.  We are in constant contact with the Internet industry's best players, and we speak their language and offer them the best career opportunities.  Period.

    Call us at (678) 795-0900 and let us tell your story to the candidates who can take your business to the next level.  Or click here for more information.

    UPDATE (April 28):  Please click here for new RSS feed address.

    April 25, 2008

    Marketing Jobs: "Digital Careers to Watch"

    NEW YORK - About a month ago, marketing and technology writer, Steve Rubel, wrote about Three Internet Careers That Soon Won't Exist.  The post rocked.  (Note the demise of "social media.")  In that post, Mr. Rubel promised a follow up piece about digital careers to watch.  Again, his post rocked.  If you don't already subscribe to Steve Rubel's terrific blog Micro Persuasion, here's your chance.

    Recruiters especially, check out this quote ...

    ... there is a big market for people who know how to create or cultivate compelling content that pulls in people. To that end my employer is starting up Edelman Studios - a virtual content house that will identify online talent and pair them with brands.  Many in the Hollywood community, ex-journalists and advertising/PR creatives will orient their careers in such a direction ...

    What does this mean for permanent staffing?  It's a brave new world.  Recently I placed a Rhode Island-based Director of Online Marketing with a Miami-based online retailer.  But here's a new twist:  The new Director will work from Rhode Island 90% of the time!  Are we getting closer to a remotely-based, free agent nation?  I wonder.

    Both of Mr. Rubel's posts are very thought provoking.  Also, be sure to check out Mr. Rubel's comments on "marketing pollution" and managing information overload below.

    April 22, 2008

    Resume Writing: One More Thing ...

    ATLANTA - Last month, I wrote a post on MarketingHeadhunter.com called "Do you need a resume? Google thinks so" in which I took marketing author Seth Godin to task for stating that "great people shouldn't have a resume."  You can read my post to see what I wrote, but the reader comments were especially thoughtful.

    Of particular interest were the comments of search engine expert Alan Rimm-Kaufman and Richard Millington of "I want to work with Seth Godin" -- a great blog, as it turns out.  Richard wrote ...

    "Anyone who clicks through to my URL will spot my obvious bias here, but I think Seth's comments are meant as aspirational.  It's the difference between looking for a job and being the first guy that comes to mind when looking to fill a position.  It probably works better at the higher levels, but it certainly doesn't hurt.  For the record, I don't have a CV anymore - but I have had offers through my blogs."

    That's a lucid argument.

    Seriously.  I don't fence with Seth Godin much -- mostly because I'm too busy agreeing with him.  And you will notice that I spend hundreds of hours blogging and NO time at all tweaking my resume.

    But if I were going to apply for a job anywhere (no matter how I generated the job lead), I'd submit a great resume that highlights what I have done with my blogs, my "brands," my recruiting business, etc.  The resume would be a compendium of my accomplishments, which is why you need a resume -- despite what the experts might have you believe.

    Rule #1 in a tough job search:  "Don't buck the system."

    My point in writing "Do you need a resume?" was that there is a recruiting process and a hiring protocol, and HR executives are NEVER going to migrate to a less standardized system.  There are simply too many candidates out there.

    A move away from a standardized system would be like a move back to the days of barter without paper money: There is no way to objectively compare the "value" of one candidate to another unless there is a common currency, and a resume is a proxy for that currency.  Which is why Seth says not to use them.  But that's a dangerous idea, at least if you want to land a job.

    Think about it:  A company needs a star executive who can deliver X, Y, and Z.  It gets the names of ten candidates who have no resumes.  Now what?  Most hiring committees have a tough time agreeing on what goes into a job description to begin with.

    Why make their hiring decision harder by not having a resume that is mapped to their job posting?  That's poor marketing on the candidate's part.  The best marketers know to sell how the customer buys.  I know Seth knows that because I learned it from him.

    All due respect.

    In the event that we do move away from a resume based system, my bet is that dozen of software companies will emerge with products to quantify the "worth" of candidates whose accomplishments and online bios are scattered all over the web.

    In fact, Broadlook Technologies already offers "candidate information aggregating" software, and let me tell you -- it's extraordinarily powerful.  Check out this quick demo featuring Broadlook's founder, Donato Diorio.

    And ZoomInfo offers a similar internet sourcing service, though the major difference is that Broadlook sells software, while Zoom sells a database.  But either way, it's all about compiling and "templatizing" candidate information.

    Just like Facebook and MySpace.
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    April 14, 2008

    SEO | SEM: "Good News for Domainers"

    Charles Atlas PALO ALTO, CA - GOOD news for owners of high quality domains ... BAD news for many types of affiliate marketers:  Based on feedback from both its advertisers and users, Google will no longer allow redirects and vanity URLs in Adwords results.

    According to Google's Adwords page, ads will be approved if (and only if) the URL of an advertiser's landing page matches that of his display domain.  This policy change is consistent with Google's efforts to present relevant results in its Adwords platform.

    This means, for example, that an advertiser cannot display "EcommerceConsulting.com" unless her destination URL is also "EcommerceConsulting.com."  It also means that short, authoritative dot-com domains like CEOJobs.com are likely to outperform domain names like ChiefExecutiveJobs.biz -- just like they do in Google's organic SERPs.  And as you may know, lower performing ads may be penalized with higher bid prices ...

    Moral of the story:  You need at least one great generic domain, if for no other reason than it's good for your paid search initiatives.  And paid search is really important.
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    April 10, 2008

    Job Search Tips: "Look Younger in 10 Minutes"

    WINNERSVILLE, USA - We all understand the importance of maintaining a winning appearance in a job search.  Looking good has a self-reinforcing effect on candidates:  You look like a winner, so you feel like a winner.  And you will get hired faster, by better companies, and for more money because you act like a winner.  It's what I call duck logic: "Looks like a duck.  Quacks like a duck.  Must be a duck."

    To that end, today's Wall Street Journal has a nice article called "Looking More Awake: A Dermatologist's Tips."  Although the article is written for women, I thought you guys might benefit from it, too.

    George_clooney_swimming_mid_air_jum That's right, George Clooney.  This is a tough economy!  You want to look awake don't you?  I've met lots of losers who were asleep at the switch -- but not many winners.  And I have never represented a winning candidate whose face looked like an old catcher's mitt.

    So pay attention.  Here are Dr. Patricia Wexler's top five tricks to conceal dull skin and puffy eyes -- the primary causes of looking haggard in a job interview:

    1. Get lots of sleep.  A lack of sleep can cause the skin to dehydrate, causing it to look thin and blue during your interview.
    2. Stay hydrated.  Use moisturizer and drink lots of water during your job search.
    3. Exfoliate.  After washing your face, use a microdermabrasion treatment to buff away the surface layer of skin.
    4. Use skin-brightening eye creams that that include caffeine, cucumber, and yeast extract -- all of which deflate puffiness.  That's right, guys.  It's war out there, so you'll need some camouflage.  The best creams will also include botanicals such as white birch and mulberry to lighten your skin and make you appear more awake during those tedious panel interviews.
    5. Avoid alcohol, spicy foods, and caffeinated drinks a day or two before the job interview.  While this time line is my own -- Dr. Wexler notes that all of these things bring swelling to the eyes.

    Of course, in a pinch candidates can simply apply ice cold tea bags to their eyes.  According to Dr. Wexler, "Ten minutes will do the trick every time."
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    April 07, 2008

    Blogger Jobs: "Kodak Hires Chief Blogger"

    ROCHESTER, NY - According to today's Wall Street Journal, Jennifer Cisney was named Kodak's first Chief Blogger.  Ms. Cisney, a 34 year old non-smoking Taurus who watches Desperate Housewives and might someday have kids (see MySpace page), was most recently an information designer for Kodak.com.  See press release.

    Ms. Cisney, if you read this post, please advise:

    1. What does your business card say?
    2. Is this a new position?  Or did you replace someone?
    3. What are your key objectives for the position?  How will Kodak measure your success in this role?
    4. Will you report to marketing -- or somewhere else in the organization?
    5. Did the company have a job description for the role?
    6. Were outside candidates considered for the position?
    7. How did Kodak's hiring committee arrive at the conclusion that you were the best candidate for the job?  What factors influenced their decision?

    I am very curious, and perhaps my readers might have other questions not included above.  Congratulations, and thanks for commenting below.
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    April 03, 2008

    Online Retail Jobs Outlook

    CHICAGO, IL - Many thanks to Mark Brohan of Internet Retailer magazine for the coverage in this article about the online retail jobs outlook.  If you are an online retailer who is new to my blog -- Welcome!

    While you're here, please click here to join my LinkedIn job network.  This network is a companion community to my new job board, OnlineRetailJobs.com, which serves the $240b Online Retailing industry.  Its LinkedIn group enables direct contact between the industry's top hiring managers and candidates.  You can get the group's monthly jobs email by clicking here.

    How can I help you?  Call me at (678) 795-0900.
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    April 02, 2008

    Internet TV: "Please, watch my commercial."

    Amsterdam, NY - My wife is a big fan of Baker Studios, the little online retailer in Upstate NY who makes Adirondack blankets.  At ~$42/blanket, these make great client gifts.  People love them, and clients would much rather have something like this than a gift basket.  We bought from this company in 2007 and were delighted with their product and service.  Affordable.  High quality.  Very soft.  Great designs.

    Anyway, this morning, my wife received the following email from them ...

    Subject:  Hello from your friends at Adirondack Blanket Works.

    We are beginning a new type of communication program and will be sending out a link from time to time that will be both entertaining and informative. Please click on the link below and enjoy!  We really appreciate it.

    http://www.youtube.com/watch?v=XD-01ggKaoQ

    Sincerely,
    Jeff Baker
    www.bigblankets.com

    I like the idea of an online retailer emailing me little TV commercials.  Don't you?  I have never seen this done, although I have considered using recruiting videos to promote my clients' searches.  I'm sure that it would have occurred to me to email my recruiting videos to a list of specially targeted candidates.

    I think the key is to have a VERY targeted list -- and then hit them with a SHORT, relevant, professional, educational, and entertaining video.  90-120 seconds max, I would think.

    What are your plans to use video?
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    March 28, 2008

    Most Embarrassing Career Moment

    TORONTO - If it weren't Friday, I wouldn't post this.  And if we didn't all have careers, I wouldn't post this.  But it is Friday, and we all do have careers, so I thought I'd share with you one of the all-time great "Most Embarrassing Career Moments" (Bill Buckner notwithstanding).  This goalie is never going to live this down: Shorthanded, 197 feet.

    Chin up.  Whatever bad happens in your career today, it probably won't be accompanied by a LOUD siren and laughing spectators before being downloaded to death on YouTube.

    Watch the entire video.  There's a great view of the shot at the end.  Poor guy.

    KEY LESSON:  Notice how the goalie instantly regains his composure and gets right back in the net.  Within thirty seconds of this total fluke, he's stopping pucks again.  There's a word for that:  "PROFESSIONALISM"


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    March 27, 2008

    Do you need a resume? Google thinks so.

    PALO ALTO, CA - Recently, Seth Godin (of whom I have been a big fan for years, and whose Boxed Set I bought the week it was released) suggested that the best jobs don't require a resume.  Seth knew his comments were going to be controversial, and his post was music to the ears of his fans -- many of whom blogged their hope that he was right.

    As a follow up to that conversation, a buddy of mine has been approached by Google for a great job ... a world class job ... a job people would kill for ... one of those jobs that don't get filled by people emailing in resumes.  Ever.

    And guess what?  The first thing Google's internal recruiter sent my friend was this link explaining how to prepare a resume for Google.  It's a requirement.  Who knew?

    Now, I'm not trying to say "I told you so" with this post.  But we all know that Google is one of America's Top Employers.  Evidently, a resume is as important to getting a job with Google as having a license is to driving a car.  It's like that everywhere.
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    March 25, 2008

    Bad Idea: Facebook's Honesty Box


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    March 24, 2008

    How to Write a Resume

    SILICON VALLEY - I just saw an interesting story on Beet.TV about a new company called HowCast.com, which produces and distributes "how to videos" on a range of topics.  The company was founded by two former Googlers, and they've already raised $8 million -- an amount equal to 32 months of opex at a steady burn rate of $250K per month (ignoring revenues, additional equity investments, and tax implications).

    I'm no VC, but that seems like a bunch of money.

    In any case, it's an interesting concept -- and some of HowCast's content is excellent.  Of course, the challenge will be producing and updating enough credible content to keep the site relevant.  And for whatever videos HowCast doesn't produce in-house, they'll need editors to determine which user-generated content is accurate and entertaining enough to air on the network's 1400 categories.  Think "channels."

    "It's a floor wax AND a desert topping!"

    Imagine: The technology AND the content have to be remarkable -- or else viewers could simply seek "how to" content on YouTube, which is probably trying to subvert HowCast's concept even as you read this.  It's like two business models rolled into one: Production/Editoral and Distribution.  A hybrid.  Their blog tells more.

    After seeing a number of clips on HowCast.com, I'm not real sure that user-generated content will be differentiating enough.  After all, user-generated content can be posted anywhere -- so by convention, it's undifferentiating.  Not to mention spotty.  And it's not like alternatives don't exist:  Aside from YouTube and Google Video, there's already HowTo.TV and SoYouWanna.com.  All of which ups the pressure on HowCast to create remarkable content in-house, or through a network of trusted third-party producers.  Sounds expensive and altogether unproprietary, unless I'm missing something.

    "Often wrong; Never in doubt ..."

    Best case scenario:  I'm guessing that HowCast becomes a garden variety "world class" programming business -- like HGTV or the Food Network.  From a marketing standpoint, you can expect to see HowCast rely heavily on paid search, unless their content earns Wikipedia-like respect in the organic rankings on all "how to ..." search strings.  PR, social media, and WOM will factor -- but those are unpredictable when you're trying to impress your VC's.  Alliances will matter a lot, so I expect HowCast will add a top-flight VP of Corporate Development later this year.

    How to Write a Resume

    Anyhoo, check out this surprisingly accurate video "How to Write a Resume."  I really like the bit about mapping your resume to what's on the job posting.  Good advice, cleverly presented.  If every HowCast video is this good, then you'll be hearing a lot more about these guys in the future.

    Now, let's see: That's 1400 "How to" categories x 10 "How to" clips per category ...


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    March 20, 2008

    Monster.com Using Pop-Unders

    BOSTON, MA - Perhaps Joel Cheesman has already covered this, but tonight I noticed that Monster.com has resorted to using pop-unders on routine job searches.  If you don't believe me, click here for the screen grab of my user session.

    Dudes, this is so "MySpace."  I can't stand pop-ups / pop-unders, and I'm sure many of my target candidates feel the same way.  This totally denigrates the Monster user experience, and it comes at a time when I'm renewing my annual job board contract.  I'll likely drop $10K on a major job board in the next 60 days.  Or not.

    I like Monster for its candidate depth, but this kind of stuff has me wondering whether a high quality candidate would post their resume on Monster in the first place.
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    March 16, 2008

    Contingency Recruiting: "The Rushmore Effect"

    CHICAGO, IL - Recently I undertook a contingency-based executive search for a Chicago-based ecommerce company.  Without being long winded here, the client's standards were really high.  But mine were higher.

    Throughout the process, the client asked me to "increase the flow" of candidates -- but I refused to exceed my limit of four A-players at a time.  Like Mt. Rushmore ...

    Reagan_on_rushmore It's not that I couldn't submit dozens of average candidates.  It's that I simply didn't want to, and on a contingency-based search, clients are going to get what I want them to have.  Contingency clients use multiple recruiters for their projects, and if I'm one of, say, three recruiters chasing a search -- then I know that the client can get average candidates from my competitors.  And it's not my job to build the hiring company's database.  After all, until I close a search and they pay my invoice, I'm working for free.

    I realize this makes me sound difficult.

    But it's just good business.  I can't build a stellar reputation by submitting candidates who are marginally better than what the hiring company could get through Monster or from an unspecialized recruiter.  I need to win each search in a total BLOWOUT, and I can only do that by working with highly specialized rock stars and then learning to tell their story in a way that engages the client.

    "Some days you get the bear.  Some days the bear gets you."

    Most companies don't want to pay their contingency recruiter anything.  Seriously, most don't.  Especially in a nervous economy.  Twenty percent is a lot of money, so my candidates have to be soooo much better than my competitors' that hiring my candidates is a complete no brainer.  My candidates are an extension of my value proposition, and my fee must be lost in the rounding of the value that they will create for the client.  Otherwise, I'm wasting everyone's time.

    All or Nothing

    So, it's my job to source and submit the best and brightest candidates and then prepare them for anything in the interview process.  Which is why I will bury my candidates in market research, company briefs, industry forecasts, and the latest ebooks on SEO, SEM, email marketing, affiliate marketing, online merchandising, usability, web development, database marketing, CRM, web analytics, TV 2.0, and more.

    And it's not uncommon for me to set up phone calls between my candidates and executives or consultants who have either worked for the hiring company or have an inside knowledge about the company and its competitors.  The exchange of market intelligence can get pretty spooky -- and it almost always amazes the hiring manager.

    I want need my candidates to have an unfair advantage.
      Because that's how you win in my business.  More importantly, that how my client's can win in theirs.

    UPDATE:  The HR Capitalist, Kris Dunn, has an interesting take on my post.  Check it out here (along with my comments).
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    March 15, 2008

    Microsoft + Yahoo ≠ Google

    SEATTLE, WA - Anyone who has followed this blog knows that I am a huge fan of Warren Buffett.  The clarity of thought.  The common sensibility.  The ability to see both the big and the small picture.  He's the man, and everyone knows it.

    It follows, then, that I'd be a fan of Roger Lowenstein, who wrote the ultimate book on Mr. Buffett, Buffett: The Making of an American Capitalist.  My copy is dogeared and highlighted and post-it noted to death.  Like Mr. Buffett, Mr. Lowenstein is an excellent student of value investing -- and he shares with Mr. Buffett a clear-headed way of sizing up mergers and acquisitions so that anyone can understand them.  Even me.

    Microsoft + Yahoo ≠ Google

    So without further ado, here are a few choice nuggets from Mr. Lowenstein's article entitled Microsoft + Yahoo ≠ Google in the April 2008 issue of Smart Money magazine:

    Assuming that [the deal gets past the antitrust regulators], it does not need emphasizing that $45 billion is a lot of money.  It is a sixth of Microsoft's market value, and it is 68 times what Yahoo earned in the most recent four quarters.

    If Microsoft is buying Yahoo's earnings, it is overpaying for them.  If, on the other hand, Microsoft is buying the latent potential of the 14,300 web engineers and others who work for Yahoo, the takeover price is enough to hire an equal number of even more talented people, pay them $200,000 for each of the next 15 years, and have a few billion left over to seed their retirement and pay for a fancy health club and other perks that the twentysomethings in Silicon Valley seem to require.

    In other words, if a rich company like Microsoft wanted to recreate the assets, the potential, and even the brand of a Yahoo -- it could do so for a lot less than $45 billion.

    As usual, I appreciate Mr. Lowenstein's perspective -- but from a staffing standpoint, I'm not so sure that Microsoft has the option of actually hiring 14,300 "even more talented" people and paying them $200K, etc.

    I mean, seriously.  I'm a recruiter.  Do you have any idea how hard it would be to just "conjure" up a company, as Mr. Lowenstein suggests?  The sourcing, interviewing, testing, relocation, and on-boarding logistics would be nearly impossible -- not to mention outrageously expensive.  I can envision the run-up in salaries as the new company tried to acquire wave after wave of the internet industry's best and brightest people.  Not gonna happen.

    Which means that Mr. Lowenstein's comparison is an academic one.  IE, bullshit.  And Mr. Lowenstein knows it, which is why he goes on to say that "The only alternative rationale for the merger is that Microsoft is betting on that often-difficult to realize ideal: synergy."

    Mr. Lowenstein is being kind when he says that synergy is "often-difficult to realize" in M&A.  Back in the 1990's, I read a book called The Synergy Trap by Mark Sirower of Columbia Business School.  Without being overly dry here, Dr. Sirower studied the impact of M&A activity on the stock prices of publicly traded companies and found the "synergy premium" to be a total waste of the acquiring company's cash.  With very few exceptions.  And there was lots of evidence to substantiate his claim.

    Bottom line:  If I'm Eric Schmidt of Google, I'm hoping and praying that the deal goes through.  If you thought Microsoft was a monopoly five years ago, wait until you see Google five years from now.
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    March 14, 2008

    Seth Godin: "If I were a recruiter..."

    NEW YORK - Seth Godin has an interesting post today called "The needle in a haystack problem."  Seth has been having trouble with the interface between Gmail and Apple mail, and he has been searching online for help from others.

    According to Seth, "Forum posts have not been successful at troubleshooting this. I have no doubt that this blog post will find the person insightful, smart and kind enough to tell me what to do."  But Seth asks the obvious question, "What if [I didn't] have a popular blog?"

    When a problem like the one Seth has becomes "less interesting" for the techies who can solve it, they lose interest in surfing the forums and the listservs that would provide the best answer.  In other words, the best answers, the best referrals, the best everything in online forums comes from the edges -- and those people like interacting with others on the edges.  When the channel becomes less edgy, they leave.  Next, the quality of the forum goes down -- and everyone heads for the door.

    Seth Godin continues ...

    Let's say, for example, I was an executive recruiter.  Surely, I would benefit from interrupting every person on the planet to advertise a great new job.  But I couldn't do it every day or every hour...

    Part of the success of Facebook is that for your group of friends, you do get that ability (at least until they stop being your friends).  But the laws of information make it clear that it doesn't scale. No, there isn't an obvious answer.  But yes, it's a universal problem. Worth a think when you get a chance.

    Here's my take as a card-carrying executive recruiter:  You have to do things that are edgy and risky and counter-intuitive.  For example, I have a job board called OnlineRetailJobs.com, and I advertise it very heavily both online and off.  My wife thinks I'm nuts.

    On the face of things, I am losing huge money on it.  For example, I am handling searches now for two clients who have posted jobs on it -- and if the winning candidate is sourced directly through the job board, I lose a 20% commission.

    So why do it?  Because the labor market is dynamic and interconnected and my candidates and clients will find each other anyway.  They do not operate in a vacuum.

    It makes MUCH more sense to drive people to a job board that showcases my commitment to the ecommerce industry and links to my blog.  In a sense, it "credible-izes" me to my market, and I think that these soft benefits outweigh any opportunity costs there might be.

    TRUE STORY:  I have become so credible among online retailers that TWICE last year I closed searches involving candidates who had applied directly to my clients and were rejected.  It was only after I interviewed these candidates and explained specifically how each could grow the clients' online business that their candidacies were resurrected.  Technically, the clients owed me nothing -- but most people are fair, and they wanted to pay me something for my expertise.  It was a win/win/win: The only acceptable outcome in an efficient market.

    I also have a Linked-In group which online retailers and passive job seekers can join.  The group has nearly 500 members -- and it may be costing me money by taking searches out of the market.  That's the bad news.

    The good news is that my "click to join" button is on the Linked-In bios of 500 (mostly) A-players in my marketplace, and the icon has become a branding element for my job board.  It has greatly improved my "signal to noise ratio" within my target market -- and I have become one of "the" go-to guys for ecommerce on Linked-In.  I couldn't buy that kind of credibility and trust -- but I can accelerate it by disintermediating myself.

    So it's about trade offs and about being known as a community facilitator -- rather than as a parasite who simply lives off the asymmetric information provided by the friction in the market.  In a sense, I'm in the karma business.  We all are.

    After all, you get as good as you give.
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    March 02, 2008

    Insta-marketing!

    LEEDS, UK - Today I discovered a great new band called The New Mastersounds.  Their stuff is of the MGs and Meters instrumental variety.  Funky.  Supa fuhnkee.  I'd love to hear Amy Winehouse backed by these guys...

    Anyway, the band is currently touring the east coast, and as I perused their site, I was struck by their use of maps, downloads, copyright permissions, and DIY club posters.  They make it so E-Z for their fans, vendors (i.e. club owners), and mainstream media to support them.  Especially for club owners who need to promote the band's upcoming gigs at their venues, it's like "insta-marketing."  Lots of ideas to swipe on this site.

    PS - When I went to include links to this post, I Googled "wikipedia" and I got a SEARCH BOX in the Google SERPWatch what happens when you enter a string into the box.  Gee.  Somehow, I think this diversion of traffic goes beyond having "just another SERP" on which Adwords can appear.  Don't you?  I mean, it's not as if we are talking about a ton of traffic that Google is siphoning off.  Are they making a statement with this tactic?  Seriously, I'd like to know your thoughts.
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    February 28, 2008

    Social Media: "Would anyone tell a friend?"

    NEW YORK, NY - Not sure how I missed this great post on social media and customer satisfaction.  As they say in the business, "Damn I wish I'd thought of that."

    February 25, 2008

    Do you *LOVE* marketing?

    MIAMI, FL - If you love marketing ... I mean really, REALLY love marketing ... then you are going to love this.  And check out this freaking magic show.  Now, I could sit here all day and gush about how great Gary Halbert is, but I won't.  You're too busy.  But for those of you who know nothing about Gary Halbert, check out this rare video.  If you get it, you get it.  And if you do, I'll see you at the bank.

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    February 23, 2008

    "Why Most Recruiters Stink"

    ATLANTA, GA - LinkedIn Answers (a great resource, btw) featured a question last week called "Do recruiters have a bad reputation?"  The inquiry continued ...

    "It seems like I see more and more stories on LinkedIn about bad experiences with recruiters. Do you have a good story about a recruiter or have you had a positive experience with a recruiter that you can share?"

    Good questions, indeed.

    Do recruiters have a bad reputation?  In my experience, "YES" -- and one of the main reasons is that the contingency recruiting business pays recruiters $1,000-2,000/month draw versus straight commission.  That's a run rate of $12-24K per year with NO benefits -- even though a new recruiter who does not close a deal in his first three months on the job at a well-run agency is fired.

    Would any bright, aggressive, empathic, resourceful, business-oriented person with a lot of professional options sign up for that kind of deal?  It's unusual.

    The result is that most contingency recruiters are incredibly transactional in their approach to developing candidate relationships: They are "incentivized" to pick the lowest hanging fruit they can find, taking any search assignment a client will give them regardless of how it aligns with their own expertise.  Candidates suffer the consequences on the front end of this process, while the tail end of the recruiting process is fraught with serious conflicts of interest.  For example, asking your recruiter if you should accept his client's job offer is like asking a barber if you needs a haircut.

    Retained recruiters are under a similar type of transactional pressure, although the economics of the retained search business are different, and I won't get into that here.

    The bottom line is that the compensation systems in the recruiting business engender the kind of short-termism that gives the industry a less-than-stellar reputation.

    Candidates, you can read good stories about exceptional recruiters in their LinkedIn testimonials.  Great recruiters are out there, but like I said: They're exceptional.

    What are your thoughts?

    February 15, 2008

    Marketing and "Believable Innovation"

    SAN FRANSISCO - Man, am I behind on my reading!  Last weekend, the WSJ had a great interview with Reed Hastings of Netflix -- but for whatever reason, I didn't catch it until last night.

    Mr. Hastings has been a keynote speaker at Shop.org, DMA, eTail, and Internet Retailer events, and he's always a hit.  Buried in the third paragraph of the WSJ article was a gem about Mr. Hasting's genius as a marketer ...

    "... [Mr. Hastings] has already convinced 7.5 million Netflix subscribers that their local video store is too far away and that late fees are evil."

    I have not seen a marketing premise that good since Domino's used "Fresh, hot pizza in 30 minutes or less or it's free.  Guaranteed."  Mr. Hastings' premise is actually two premises in one (a real rarity):  "Long distance + late fees = You're crazy to support Blockbuster."  It tacitly slams the incumbent while building a case for Netflix.  Sweet.

    And it's not like Blockbuster didn't see it coming.  It's that vested interests within the Blockbuster organization did not want to disrupt their existing business by pursuing initiatives that would ultimately cannibalize it.  A classic Innovator's Dilemma.

    Frankly, there's not much missing from the Netflix sales appeal.  It ...

    1. agitates pain,
    2. is simple to understand and believe and remember, and
    3. is easy to tell others about in 3 seconds or less.

    Boom.  If you can offer a risk-reversal proposition (# 28) on top of that, you've got it made.

    Peter Drucker used to say that "only two things matter in any business: marketing and innovation."  Therefore, your business had better be your innovation -- and the thing that you market consistently across every single customer touch point.

    What's the premise behind your business?  Is it as good as Netflix's?  Is it innovative?  Is it so disruptive that your largest competitor's CEO would kill it if it were bubbling up inside his own company?

    Extra credit:  Click here to see Mr. Hastings on Charlie Rose.  Notice how Netflix was built on the back of a single story: "I got hit with a $40 late fee on a rented video -- and I was so embarrassed that I didn't want to tell my wife.  And I thought to myself "There must be other people who have this problem...""
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    February 12, 2008

    International Recruiting for Online Retail

    NEW YORK, NY - Last Friday's Wall Street Journal had a nice article about US online retailers trying to develop foreign markets in an effort to assuage (a $3 word) the effects of a softening domestic retail market.

    The WSJ notes that the challenges of selling online to foreign markets include taxes, duty, distribution, and language.  Fair enough.  I have lived and worked abroad three times, and international markets can be a bear to scope and develop.

    So it goes with online retailers:  In 2007 I managed a search for a west coast distributor of motorcycle replacement parts, and the firm's owner told me that the American market for motorcycle parts is seasonal.  So to counteract the effects of that seasonality, the company developed a number of markets in the southern hemisphere.  Remember, it's hot in Chile when it's chilly up here.  This is called counter-seasonality (another $3 word).

    Development of these markets was hit-or-miss.  Columbia was a disaster, fraught with deadbeats and returned orders.  Australia, on the other hand, was a home run.  The company took a portfolio approach to developing those markets and judged their success on an annual basis.  That was smart.

    The client and I never discussed his international staffing objectives.  I'm sure we will eventually.  And until we do, I'm learning quite a bit lately.

    The benefits of a global readership:  I have received roughly two dozen European resumes in the last 60 days, and about about to close my first ever international search.  A very famous European sports brand has an ecommerce position open in Amsterdam, and I was summoned to help.  What an adventure for the ecommerce executive who will fill that role!

    Here's the reason for my post:  Foreign resumes are very different from American resumes.  None of the usual online retailing keywords are listed.  Much is lost in translation.  One fellow who had gotten an MBA from INSEAD reached out to me.  INSEAD is the Harvard Business School of Europe -- and one of the best b-schools in the world.  But how many US recruiters know that?

    One candidate sent me a resume that was in Italian from start to finish.  Maybe he was an ecommerce rock star.  I couldn't tell, nor did I have the time to paste his resume into Babelfish to get a better idea.

    Exciting times.  Weak dollar.  Increasing bandwidth.  And the world loves American brands.

    I can't wait.
    Harry

    PS - Sam Decker of BazaarVoice and I had a fun exchange on his blog last month regarding the need for "Supply chain literate" marketing VPs in online retail.  Wait until those supply chain issues become international!  The Ecommerce Times has an interesting article on fulfillment earlier this week.  And there's more to come, I'm sure.

    PSS - Online retailers, subscribe now to the world's greatest logistics blog.
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    February 08, 2008

    Recruiters: "Differentiate or Die"

    CHICAGO, IL - I'm not quite sure what the technical SEO lesson is here, but it has been a fairly expensive foray for yours truly.  Two years ago I snapped up the domains "ExecutiveSearch____.com" -- where the "____" was the name of a top 50 metro US city.  For example, I bought ...

    Times fifty.  Then I started blogging on as many of those sites as I could.  Man.  Talk about time consuming.  It was exhausting.  Setting up all of those blogs ... changing the c-names ... editing my content so that it would match the local market ...

    It's not like I'm insane.  It was a theoretically valid keyword-density play, where the URL would contain the keywords I needed to get recruiting business in those cities.  Seemed like a good idea at the time -- and it made sense from a naming standpoint.

    So imagine my surprise tonight when I checked on the Google results for "Executive Search Chicago."  Not only am I not even on the first page of the results -- but even if I were, who would care?

    Look at all that clutter!  How is any prospective client who uses Google (and they all do!) supposed to pick one recruiter out of the geo-mapped pack at the top of the results page?  Proximity?  Forget it.

    Memo to executive search firms:  You need an instantly recognizable INDUSTRIAL or FUNCTIONAL differentiation.  You cannot just say "we have the best relationships" and expect the phone to ring.  It won't.  Which leaves you with three choices:

    1. networking,
    2. cold calling, and
    3. SEO.

    I've done all three.  SEO is by far the most effective -- and it's certainly the most scalable.  In that sense, maybe the SEO lesson here is that it's not how well you optimize your site, but that you have a business concept worth marketing in the first place.
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    Self Employment: "What's in it for You?"

    ATLANTA, GA - When I got laid off in the last recession (February 2002), I spent some quality couch time thinking about what I wanted to do with the rest of my life.  I was 38 then; no spring chicken, even though I was convinced that the best years of my career lay ahead of me.

    I knew that it was time to change industries -- away from food, where the playing field is pricing -- but my resume kept betraying me, telling everyone who read it that "I was a seasoned food guy."  I knew this was bullshit, but you can't tell that to recruiters and hiring managers who won't return your call.  I was running out of money, and the credit card debt began to mount.  With four kids and a wife to feed, what's a brother gonna do?

    Perhaps you've been there.

    It was like that Tom Hanks movie Castaway, where they guy washes up on a desert island after a plane crash and has to learn to live off of the environment.  That's the most extreme form of self-employment I can think of.  Being a self-employed recruiter is like that -- except I get the benefit of a phone and an internet connection.

    Towards the end of 2002, with no job prospects and a cratering marriage, I "went into business for myself."  To this day, my hard drive contains literally thousands of Adobe files about marketing, strategy, complex selling, software marketing, entrepreneurship, direct mail copywriting (can you tell?), cost accounting, online marketing, SEO, database marketing, CRM, list rental, affiliate marketing, email marketing, web design and usability, and so on.  What can I say?  I was hungry to feed my family -- so I was hungry to learn.

    And learn I did.

    I like to think of this lean period as "my personal MBA from the University of Hell."  Unparalleled education, but the tuition's a killer.  And here's a puzzler:  U-of-H will admit anyone, but few graduate.  It takes humility to make it through the grinding curriculum, but most people refuse to admit their mistakes.  And if you don't admit your mistakes, you can't correct them.  That's why "pride goes before the fall."  It's like this in any rehab program.  I was woefully addicted to my own opinions in 2001, fell hard in 2002, got up in 2003, and kept walking.

    Anyway.

    Turns out that some of the very best files I downloaded are not only still on the web today -- but they have been updated.  One of the best resources I saw during the ~1000 hours I spent foraging for usable knowledge was "Self-Employment: Steps for Vocational Rehabilitation Counselors, Helping a Customer Start a Business."

    The document is written by six world-class vocation counselors and career coaches as a guide for their disabled clients who a.) want to know if self-employment is right for them, and b.) don't know how to get started in their new vocation (which means "calling").  BTW, my disability was "pride" -- although this indispensable guide does not address that malady by name.

    Regardless, this ebook will help you find your own professional voice.  I found mine, and last year I W2'd eleven times what I W2'd in 2003.

    You can too!

    The 242-page document is free, and boy is it worth reading.  Even if you don't find yourself unemployed and unemployable in the next / current recession, it's still a good idea to consider how to manage your career like a business.  Because basically, we're all in business for ourselves.

    Jobseekers:  Subscribe to my blog's RSS feed right here.  I will be posting links to other stunningly great Adobe files in the coming weeks.  They were the first fruits of my own unemployment.

    PS -- See also 97 Job Search Tips.

    February 07, 2008

    Disruptive Database Marketing

    TORONTO, CANADA - This will be old news for any of my readers who are recruiters:  Jason Davis, former owner / editor of Recruiting.com and current owner / ring master of RecruitingBlogs.com, recently took on the editorial responsibilities of the Fordyce Letter's new website.

    If you're not a recruiter:  The Fordyce Letter is the Harvard Business Review of the recruiting community.  Only better.  In most industries, there may or may not be a trade publication that serves as an educational beacon for its members.  Aerospace, logistics, finance and accounting, whatever.  I remember being in the foodservice business ten years ago and being really depressed when ID magazine fell on hard times and ceased print distribution.  We all suffered.

    But recruiters have TFL, which has long been offered for $189 for 12 issues.  And recruiters slopped it up.  Paul Hawkinson was (and still is) the editor, and every issue under Mr. Hawkinson's stewardship was an atomic throwdown of recruiting news, advice, and commentary.

    For an information junkie and recruiting industry newcomer like me, it was like the smartest guys in the class were letting me cheat off their tests.  In my first year as a firm owner back in 2005, I laughed all the way to the bank.  Stuff I had previously thought was proprietary was actually well-documented in the public domain by TFL's stable of star writers.

    Recently, under the new ownership of David Manaster's ERE.net, The Fordyce Letter has done two amazing things ...

    1. Put up a website and started giving away its massive backlog of content.
    2. Hired Jason Davis to run its website.

    So far, it has been a ball to watch the combined vision of Davis and Manaster at work.  Here's a publication that sells for $16 an issue, and they give it away.  That took vision and guts -- the twin engines of success.  Recall that when Rupert Murdoch bought the WSJ last year, he said that he was going to give away its content online.  Murdoch has since waffled.  Manaster has not.

    Disruptive Database Marketing

    In my view, The Fordyce Letter is more valuable to recruiters than the WSJ is to general managers.  It's indispensable.  Consider this morning's post by Jason:

    If you have a database with 30,000 people in it, I’m going to venture to say that 400 of them will change jobs this year.  I’m sure in that 400 there are a lot of placements you are not involved with.  I think this is a huge opportunity for recruiters.  It’s why I think blogs and social networks can have a deep impact on a recruiter’s bottom line.  It’s where the opportunity lies.

    Here is a perfect example of how to monetize your database.  Your clients buy research.  Plain and Simple. Imagine if you every week did a roundup of all of the news in the industry you recruit in.  You then posted it on your own blog or private social network and then let your entire database of candidates know about it.  Many good things will come from it.  Placements and new business will come from it.

    What if in the next 12 months you identify 1000 candidates in your database that you feel comfortable making an investment in.  You buy each of them $100 worth of Starbucks coffee.  So now you are out of pocket, how many placements?

    Referrals are the lifeblood of this business and when you call, if the candidate feels they have gotten good value, they will be more willing to help. You pay it forward.

    As a database marketer, I have heard this before.  But somehow I forgot the message until I reread it.

    And as Dan Kennedy likes to say, "If I'm a newcomer to an industry and I'm competing with guys "who have forgotten more than I'll ever know" -- isn't that the same as competing against guys who never knew it in the first place?  They're disadvantaged by their own egos."

    Sure, a $100,000 worth of Starbucks coffee seems like a lot.  Until you realize that such an investment would likely produce $250,000 worth of business.  Or more.  And from a new business development perspective, could there be a more cost-effective way to open a new recruiting practice area like non-profit, logistics, or finance than to steal Jason's strategy?  Sheesh, for $100K I'm sure Starbucks would even private-label the gift cards for you and automate the mailing.

    Taken in that light, the $189 annual cost of The Fordyce Letter seems positively molecular.


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    February 06, 2008

    Tension Boils in Recruitoshpere!

    ATLANTA - Further to my post about Business Week's ranking of the World's Most Influential Headhunters, it pains me to say that I have crumbled under the pressure of the Recruiting Animal to "cease and desist making fun of the award and its recipients."  Sadly, I have been excommunicated from the recruitosphere and temporarily suspended from the Recruiting Animal Show.  A story from yesterday's paper explains ...

    February 05, 2008

    Business Week Ranks The World's Most Influential Recruiters

    ATLANTA, GA - Guess who made Business Week's list of The World's Most Influential Headhunters?  Hint: Not me!  Would you believe that not one of them maintains a weblog?  Worse, not a single one of them is registered on RecruitingBlogs.com.  'Sup with that?

    They're a pretty secular bunch too, judging from their responses to BW's question "Who's your favorite historical figure?"  Percentage-wise, most said Winston Churchill.  Not that there's anything wrong with that ...

    My personal congratulations to Ulrich F. Ackermann, Ignacio Bao, Sylvain Dhenin, Claudio Fernandez-Araoz, Richard Fudickar, Sakie Fukushima, Bjørn Johansson, Pasi Koivusaari, Louisa Wong-Rousseau, Carmen Suarez de Padilla, Judith M. von Seldeneck, Kathryn Yap, Didier Vuchot, and Diane Segalen.  You've earned it!  I look forward to seeing each of you at the banquet.

    PS - Just kidding!  This last bit has been added purely for the benefit of Google.

    UPDATE 1:  Within ONE HOUR of posting this, I am up to #4 on Google for the term Pasi Koivusaari.  How cool is that?  Hey  Durbin and Jason!  Can