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Have you seen that we're hiring for a #MarketingAssistant at Just Williams - BCorp? We're getting some great applications, but there's still time to apply if you think it's a good fit. Read more and how to apply here: https://lnkd.in/ebMzr-24 Now, if you are considering it - or any other job applications for that matter - here are my top tips as someone actively involved in this process! 👍 DO think differently - I guarantee there are 20,000 other CV's waiting to be sifted that open with "I am a hardworking and enthusiastic person". You might be - but why is that the most important thing you want to open with? 👎 If you're applying for an inhouse/on location position and your CV gives your permanent location as elsewhere - drop an additional note to say you're currently relocating/in study but returning home etc. It'll stop recruiters having to guess if you can fulfil the basic location requirements (and potentially prevent you being rejected without proper consideration!). 🙌 Celebrate your achievements and your individuality! Your application may not need to be War and Peace (depending on the role, I suppose), but if you are simply listing your certificates, it will only get you so far in a world that is shifting towards hiring on cultural fit as well as skills. So, with those in mind - I can't wait to welcome another new member to the JW team! #recruitment #noagenciesplease #jointheteam #wearehiring #marketingjobsNE

#hiring Marketing Associate - Entry Level Professionals Apply, Chicago, United States, fulltime #jobs #jobseekers #careers #Chicagojobs #Illinoisjobs #SalesMarketing Apply: https://lnkd.in/gnRk_Bvg CVP Consulting is now offering positions at the entry-level for our Marketing department. We are a marketing and management firm specializing in business development for our clients. Our firm has a very high success rate of developing sports-minded individuals into top performers in the sales and marketing industry. We are seeking entry-level Marketing Associate professionals that are looking to take their winning mindset and apply it to a lucrative business career in marketing, sales, and business management. The successful candidate will be an integral part of our client's marketing and advertising organization. They will assist the Marketing Manager in developing and executing a successful marketing strategy and will receive full training in marketing and business development through an award-winning management training program. What You'll Learn: How our dynamic team creates business solutions unmatched by competitors How Sales & Marketing fits into the big picture of what drives every great company Marketing yourself to others inside and outside of your professional life How fun at work actually create a progressive more successful company culture Developing & Managing a relationship with a growing client Qualities Our Team Members Exemplify: WORK WELL UNDER PRESSURE - Our clients are household names and expect our teams to deliver their best work and adhere to strict deadlines. Nevertheless, our team remains calm, cool, collected and is confident in our ability to deliver results. LEARN FROM MISTAKES - Everyone makes them. Our management encourages an environment where we examine data carefully, adapt accordingly and modify our training and overall game plan. We do not get discouraged but seek the right questions and answers. DEMAND PRECISION - We do not leave anything to chance. Through the use of proper tools, diverse training, and innovative solutions, we are able to meet our clients growing business needs. We are not afraid to take chances, but we take all available measures to reduce risk. SETTING GOALS - We consistently evaluate our team member's performance and assess current and future capabilities in order to develop our team's maximum potential through training and mentorship. Our management is also not afraid to look for their own areas of improvement as well. STAY HUMBLE - We have an open-door policy and our team members are not scared to ask for help. They seek assistance and employ the latest methodologies to become even better.

Here goes hoping there won't be a new entry for tonight's "My employer is delusional... Get Me Out Of Here!" Please start hiring marketing departments instead of forcing someone to do everything from event planning to email marketing, advertising, social media management, customer analysis, etc. Or, as I mentioned before, hire a smart marketing manager/director, and they'll advise you on what you need and who you need. No, I'm not saying I'm experienced enough to be a marketing manager and that you should hire me. But I do understand these job ads are written based on what the CEO or Gary from Accounting, who did a Marketing course that was actually a webinar (sorry, Gary. We love you), might think they need. For the folks at the start of their marketing journey: NO, this is not what you should expect from an entry-level role. Don't fall for these and end up overworking yourself for a "competitive salary" barely above minimum wage.

As a veteran third-party advertising/marketing recruiter, it's my responsibility to bring out the best attributes in candidates. I also ask my clients for their unique selling proposition. "Why should someone want to work for you?". When I ask candidates to describe the best job they've ever had, the majority tell me about a new product launch, the awards they won, or something that garnered them personal recognition. Indeed, those should be touted. I also encourage them to talk about a supervisor who mentored them to expand their repertoire or hone a new skill that has provided career growth. Companies also need to be able to articulate what makes them stand out. I probe for examples of how they help employees grow. If a company boasts about their "happy hour" on Fridays rather than classes offered to younger associates taught by the senior management I suggest they re-think their stance. Studies have shown that people leave their current roles due to poor management or lack of recognition. Candidates want opportunities that provide growth. Why apply for jobs that match your current skills...if you're looking for a higher salary, stay at your current company and ask for a raise. Share your contributions, if you truly have mastered your role, they may give you a raise. If they don't, well, you know where you stand. It's far easier for companies to acknowledge a proven employee than hire and on-board someone hoping they will "fit in". However, if a company allows you to expand your skills--as well as give you a bump in salary--that's ideal. This last point may sound self-defeating, but I encourage my clients to look internally before they turn to me to fill a job. If there is someone they already employ who has the experience or the aptitude for the vacant position, offer them the job. Doing so will serve two-fold. One, it sends the message to the team that if they do the job well, they will be recognized. And two, it's a selling point that I use when seeking new talent. I explain that internal promotions are made first--before they call me to identify "fresh fish".

❓ Looking to hire a Marketing Director? As expert #marketing #recruiters , we are available to assist you throughout the entire #recruitment process from initial outreach to onboarding a new hire. ❓ When should I hire a Marketing Director? Determining the right time to hire a Marketing Director can be a critical decision for any business, especially for scale-up companies. Typically, a Marketing Director is brought in when: 👉 A company is looking to expand its customer base, launch new products, or increase its market share. 👉 A company is looking to reposition its brand. 👉The current marketing team is struggling to achieve desired results. 👉 A business is experiencing a period of growth or is looking to implement a major marketing initiative. 👉 The existing marketing team lacks the necessary expertise or resources This guide will give you insights into the responsibilities of a Marketing Director, the situations that may warrant filling this role, and tips for conducting a successful candidate interview. https://lnkd.in/eMmWgcVp #marketingdirector #hiring #job #marketingjobs

As a veteran third-party advertising/marketing recruiter, it's my responsibility to bring out the best attributes in candidates. I also ask my clients for their unique selling proposition. "Why should someone want to work for you?". When I ask candidates to describe the best job they've ever had, the majority tell me about a new product launch, the awards they won, or something that garnered them personal recognition. Indeed, those should be touted. I also encourage them to talk about a supervisor who mentored them to expand their repertoire or hone a new skill that has provided career growth. Companies also need to be able to articulate what makes them stand out. I probe for examples of how they help employees grow. If a company boasts about their "happy hour" on Fridays rather than classes offered to younger associates taught by the senior management I suggest they re-think their stance. Studies have shown that people leave their current roles due to poor management or lack of recognition. Candidates want opportunities that provide growth. Why apply for jobs that match your current skills...if you're looking for a higher salary, stay at your current company and ask for a raise. Share your contributions, if you truly have mastered your role, they may give you a raise. If they don't, well, you know where you stand. It's far easier for companies to acknowledge a proven employee than hire and on-board someone hoping they will "fit in". However, if a company allows you to expand your skills--as well as give you a bump in salary--that's ideal. This last point may sound self-defeating, but I encourage my clients to look internally before they turn to me to fill a job. If there is someone they already employ who has the experience or the aptitude for the vacant position, offer them the job. Doing so will serve two-fold. One, it sends the message to the team that if they do the job well, they will be recognized. And two, it's a selling point that I use when seeking new talent. I explain that internal promotions are made first--before they call me to identify "fresh fish".

Taking that first step into a new market is a pivotal moment for any company. As a US-based business poised to expand into the UK, the decision to make your first marketing hire is both exciting and strategic. Here's why this move is so crucial and how to ensure it's a success. Firstly, understanding the UK market is key. It's not just about language; it's about culture, consumer behavior, and market nuances. Your first UK marketing hire should be someone who embodies this understanding and can navigate the subtleties of British consumerism with finesse. This individual will be the architect of your brand's story on British soil. They'll need to translate your US successes in a way that resonates with a UK audience, ensuring that your brand's voice is not just heard, but also embraced. They'll be your cultural liaison, ensuring that your marketing strategies are not only effective but also culturally sensitive and relevant. In the UK, relationships are paramount. Your marketing hire should be adept at building networks, from potential partners to media contacts. They'll need to be a blend of strategist and storyteller, with a finger on the pulse of the UK's dynamic market. When crafting your job description, highlight the importance of local knowledge. Emphasize the need for a creative thinker who is comfortable with both the big picture and the minutiae of daily execution. You're looking for someone who is not just a marketer, but a bridge-builder. Remember, this isn't just a job opening; it's the opening chapter of your company's story in the UK. Your first marketing hire will set the tone for your brand's future across the pond. Choose wisely, and you'll lay the foundation for enduring success. #MarketingHire #UKExpansion #CrossCulturalMarketing

❓ Looking to hire a Marketing Director? As expert #marketing #recruiters , we are available to assist you throughout the entire #recruitment process from initial outreach to onboarding a new hire. ❓ When should I hire a Marketing Director? Determining the right time to hire a Marketing Director can be a critical decision for any business, especially for scale-up companies. Typically, a Marketing Director is brought in when: 👉 A company is looking to expand its customer base, launch new products, or increase its market share. 👉 A company is looking to reposition its brand. 👉The current marketing team is struggling to achieve desired results. 👉 A business is experiencing a period of growth or is looking to implement a major marketing initiative. 👉 The existing marketing team lacks the necessary expertise or resources This guide will give you insights into the responsibilities of a Marketing Director, the situations that may warrant filling this role, and tips for conducting a successful candidate interview. https://lnkd.in/enWhqYea #marketingdirector #hiring #job #marketingjobs

https://lnkd.in/dfjdq5Zd <<The U.S. Bureau of Labor Statistics (BLS) reports there were 249,600 advertising, promotions, and marketing managers in the United States in May 2018. They made a median annual salary of $132,620, with the top 10% earning more than $208,000 and the bottom 10% earning below $57,150. The BLS projects the job market for advertising, promotions, and marketing majors to grow 10% between 2016 and 2026, adding 23,800 new jobs over that span. PayScale reports the median annual salary for directors of communication at $78,427, the median annual salary for strategic communication managers at $66,384, and the median annual salary for social media strategists at $51,760.>> In Romania, new career opportunities : https://lnkd.in/duD8-eCf #BLS #strategicommunication #income #USA #payscale #jobmarket #management #marketing #lifelonglearning #UNESCO