Posted by: Simon Lewis | 09/11/2010

The Manchester Link-up: review of recent networking event

Record attendance proves Manchester is united in personal development

 

Manchester, 3rd November 2010

 

Bar 38 played host to more than 200 marketing professionals last week as the Only Marketing Jobs tour reached it’s penultimate destination of 2010, exactly one year after the regional networking events began.

Kicking-off bang on time at 7pm the room was full of marketing, communications and media-types eager to swap stories, catch-up on industry developments and build personal and business relationships.  Attendees looking for marketing jobs in Manchester benefited too, as representatives of hiring companies worked the room, as well as the guys at local sales & marketing recruitment company, Adam.

Changing times

When we first hit Manchester twelve months ago we were trying to prove to the North West that there was more to our job board than London.  To be honest it was a struggle.  We’d assumed that with its digital media-centric density, Manchester would provide a great platform for our event promotion.  We’d also assumed we’d attract attendees via our LinkedIn group and Twitter channels.  The trouble was the former was under populated and nobody was using the latter.

How things have changed, with more than half the room enjoying the newly introduced Tweet Wall (live Twitter display) and about 85% of attendees now active on LinkedIn.  Great to see.

Instant impact

As usual our networking legend, Lloyd Dalton-Brown, was on hand to guide the throng through the speed networking session.  This time he headed straight for the jugular, encouraging people to accentuate their ‘elevator pitch’; the top of the conversation that tells your opposite exactly why they should be speaking with you: “This is what I can do for you.”  The room was soon belting out self-promotion (or is that branding?!) – which is all part of the networking experience.

Educational

It was great to see the academic element of marketing so gregariously represented, as Diane Earles, regional director of CIM, held court with a number of interested prospects.  Involvement from arguably the marketing industry’s foremost education and training authority offers a lot back to our event attendees, so extended thanks to Diane.

Thanks to…

Marketing recruiters, Adam, who headlined the event superbly.  Feedback from attendees who spoke with their consultants was great.  Well done guys!  Continued gratitude to Cambridge Marketing College for their event support – shame they couldn’t make it on the night.  Nice work Mark Lester, of Premier CVs, for helping jobseekers with some great CV advice.  And last but by no means least, big hugs out to Suzie Sharpe, of Key Change Training, our resident tarot card turner, who made at least 10 other people’s evenings with some amazing insight into current and future expectations.

Ending by saying thanks and well done to all attendees.  It was a fantastic event.  And so much better than last time…

 

What you need to do now

View those 200 local marketing professionals and connect with them via the UK Marketing Lounge on LinkedIn.  Why not follow us on Twitter, too, and take a look at the hash tag stream that ran throughout the day: #mancLU

Lastly, remind yourself of what a great evening you had (or missed) by taking a look at the Manchester Link-up photos.

 

Did you attend the Manchester Link-up?  What did you think?  Would love your comments below.

 

Simon Lewis | Editor | Only Marketing Jobs

 

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Posted in networking, personal branding | Tags: , , ,

Posted by: Simon Lewis | 28/10/2010

Why can’t recruiters write good job copy?

Poor applicant response rates are the result of ineffective job briefs

 

Instead of lamenting the quality of applicant response, recruiters should take more care when advertising their vacancies

 

Recruiters who advertise ineffective job content deserve a poor applicant return.  There, I said it. 

As a marketing jobs board owner I feel privileged to work with some of the industry’s foremost recruiters, many of whom I consider friends.  But my relationship with them continues to be tested by the contempt often shown for both their intended candidates and the clients by whom they are commissioned. 

Why do so few recruiters care about their job advertisements?

Inherently gregarious by nature, many recruiters are distinctly apathetic when it comes to online talent-attraction.  And this is not to isolate staffing agencies particularly, because direct hirers are just as guilty.

Compelling copy

Writing a job specification isn’t difficult; I know because I spent eight years doing it.  Having worked in two competitive sectors – IT and marketing – it always occurred to me that standing out from the crowd was more about quality then quantity, which is why I would work on fewer roles than my compatriots but, proportionately, my application-to-placement ratio was higher.  When I posted a job I ensured the content was relevant and engaging, informing the reader what the role was about, and, crucially, their suitability to it.  Obvious right?

Ask a recruiter what causes them the biggest daily headache and the response will be the same: too many inappropriate applications.  Why, then, do they continue to post job copy which loosely translates to: “My client may be looking for you but I’m not entirely sure so why not send your CV in?  I’ll take a look at it before deciding you’re not suited, after which I’ll be annoyed you sent it in the first place, so won’t get back to you.”

Time management

No doubt recent economic challenges have put pressure on recruiters to justify time away from the desk, but when I prospected companies my primary objective was – as it is now – to meet them.  Not only, as it turned out, was this my USP (surprisingly few agencies met their clients) but face-to-face interaction with the hiring manager afforded  significant scope for enquiry, something unachievable from a telephone conversation.  And meeting a client onsite meant I could take a tour of the environment, understanding more about cultural fit, as well general competence.

I understand time-constraints sometimes mean a meeting is unachievable.  So why not round up the key protagonists and set up a conference call, instead?  The HR manager may not know the absolute duties of the position, whereas a current incumbent will.  The hiring manager may not understand the benefits package, but this is HRs territory.  When you ask a jobseeker to apply for a role you are actually inviting them to consider what is often a life-changing experience.  You owe it to them to provide the details.

Often I witness job copy of such meagreness it’s as though the information has been cobbled together via two plastic cups and a piece of string.  Recruitment has long-since suffered from agnosticism but when presented with job content devoid of even the basic information, it accentuates belief that, despite undoubted better practice in an evolving industry, there is still work to do.

Technological mismatch

Multi-posting technology has revolutionised the way job briefs are dispensed across media platforms and, with it, returned huge vacuums of time previously lost to those responsible for placing the ads.  Whilst in the main any administrative time-saving process is welcome, if the same shoddy job spec turns up across the net, this merely serves to compound the problem.  An applicant finding a poor job brief on one site is bad enough.  But multiple sites?  What does this say about the hiring company and the agency advertising it?

No more excuses

I’m sick of hearing that job boards don’t deliver.  If recruiters want better results from their online advertising they need to get serious about their role in the hiring process and take more pride in their job briefs.  “But it’s all my client gave me,” they retort, as some sort of flimsy excuse for not bothering to ask more questions.  It cannot continue.

Recruiters are not copywriters.  I get that.  But in an evolving industry, where pressures for disintermediation increase, recruiters owe it to their clients – as well as themselves – to promote them as best they can.  Attracting the best candidates through compelling copy is essential. 

And, anyway, that’s the job, isn’t it?

 

Simon Lewis | Editor | Only Marketing Jobs

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Posted in recruitment, recruitment advertising | Tags: ,

Posted by: Simon Lewis | 28/10/2010

Why can’t recruiters write good job copy?

Poor applicant response rates are the result of ineffective job briefs

 

Instead of lamenting the quality of applicant response, recruiters should take more care when advertising their vacancies

 

Recruiters who advertise ineffective job content deserve a poor applicant return.  There, I said it. 

As a marketing jobs board owner I feel privileged to work with some of the industry’s foremost recruiters, many of whom I consider friends.  But my relationship with them continues to be tested by the contempt often shown for both their intended candidates and the clients by whom they are commissioned. 

Why do so few recruiters care about their job advertisements?

Inherently gregarious by nature, many recruiters are distinctly apathetic when it comes to online talent-attraction.  And this is not to isolate staffing agencies particularly, because direct hirers are just as guilty.

Compelling copy

Writing a job specification isn’t difficult; I know because I spent eight years doing it.  Having worked in two competitive sectors – IT and marketing – it always occurred to me that standing out from the crowd was more about quality then quantity, which is why I would work on fewer roles than my compatriots but, proportionately, my application-to-placement ratio was higher.  When I posted a job I ensured the content was relevant and engaging, informing the reader what the role was about, and, crucially, their suitability to it.  Obvious right?

Ask a recruiter what causes them the biggest daily headache and the response will be the same: too many inappropriate applications.  Why, then, do they continue to post job copy which loosely translates to: “My client may be looking for you but I’m not entirely sure so why not send your CV in?  I’ll take a look at it before deciding you’re not suited, after which I’ll be annoyed you sent it in the first place, so won’t get back to you.”

Time management

No doubt recent economic challenges have put pressure on recruiters to justify time away from the desk, but when I prospected companies my primary objective was – as it is now – to meet them.  Not only, as it turned out, was this my USP (surprisingly few agencies met their clients) but face-to-face interaction with the hiring manager afforded  significant scope for enquiry, something unachievable from a telephone conversation.  And meeting a client onsite meant I could take a tour of the environment, understanding more about cultural fit, as well general competence.

I understand time-constraints sometimes mean a meeting is unachievable.  So not round up the key protagonists and set up a conference call, instead?  The HR manager may not know the absolute duties of the position, whereas a current incumbent will.  The hiring manager may not understand the benefits package, but this is HRs territory.  When you ask a jobseeker to apply for a role you are actually inviting them to consider what is often a life-changing experience.  You owe to them to provide the details.

Often I witness job copy of such meagreness it’s as though the information has been cobbled together via two plastic cups and a piece of string.  Recruitment has long-since suffered from agnosticism but when presented with job content devoid of even the basic information, it accentuates belief that, despite undoubted better practice in an evolving industry, there is still work to do.

Technological mismatch

Multi-posting technology has revolutionised the way job briefs are dispensed across media platforms and, with it, returned huge vacuums of time previously lost to those responsible for placing the ads.  Whilst in the main any administrative time-saving process is welcome, if the same shoddy job spec turns up across the net, this merely serves to compound the problem.  An applicant finding a poor job brief on one site is bad enough.  But multiple sites?  What does this say about the hiring company and the agency advertising it?

No more excuses

I’m sick of hearing that job boards don’t deliver.  If recruiters want better results from their online advertising they need to get serious about their role in the hiring process and take more pride in their job briefs.  “But it’s all my client gave me,” they retort, as some sort of flimsy excuse for not bothering to ask more questions.  It cannot continue.

Recruiters are not copywriters.  I get that.  But in an evolving industry, where pressures for disintermediation increase, recruiters owe it to their clients – as well as themselves – to promote them as best they can.  Attracting the best candidates through compelling copy is essential. 

And, anyway, that’s the job, isn’t it?

 

Simon Lewis | Editor | Only Marketing Jobs

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Posted in recruitment, recruitment advertising | Tags: ,

Posted by: Simon Lewis | 20/09/2010

By hooker by crook, you do have a personal brand

You don’t have to be a pimp to know there’s more to success than pantyhose

 

Okay, here’s where I’m at with this whole ‘personal branding’ issue: today’s socially transparent world determines that if you don’t correctly build your own image, you will fail.  Simple as that. 

Networking events are on the increase as people realise digital communication is only skin-deep and if you don’t believe an individual can be classed a ‘brand’, you need to get out more – witness what’s happening in the real world and understand there’s more to branding than Kellogg’s and Coke.

Just because you’re technically-savvy does not mean people like you.  They need to know you first.

Hangin’ on street corners

Personal branding is a subject I could entertain for hours.  Building a product that people want to buy is key to success; it always has been – just never more obvious than now.  Before a prostitute takes up her ‘patch’, she’s careful to run through a checklist: are the fishnets sexy enough?  Is the dress sufficiently revealing?  Does the lippy say ‘hot’ or not?  It’s all self-promotion…otherwise known as branding!

You, me, the lady over there – we are all prostitutes, everyday touting for business in some form or another.  Often the punter creeps his car on by, preferring another choice.  But sometimes the car will stop at our feet, the window will roll down and we’ll be asked ask “how much?”  Kerching!  The branding worked.

It’s the same for jobseekers.  Someone searching for marketing jobs needs to be as reactive in their search as they are proactive.  Building your profile on LinkedIn, for example, is the same as hanging around by the Co-op at night.

Needles and neglect

As a hater of apathy it really annoys me when I read about jobseekers lamenting their lot, complaining that “nothing ever comes [their] way.”  A moment’s glance at their online profile soon puts it all into perspective: there’s no accompanying photo – or there is but it’s obscured by their dog; the career history is blurred; there are no recommendations from former bosses or work colleagues; the influencer level is pathetic – all their contacts are mates; or/and the copy content is less than compelling. 

This is a flagrant neglect of online presence – in the same way a chain-smoking prostitute might not wash her clothes for a week, or forget to brush her hair.  It’s appalling.  And so unnecessary.

And another thing that gets me riled is when these same people sign up for networking events – you know, the chance to meet prospective employers or business contacts – then don’t show up.  There’s no excuse for it – they just can’t be bothered.  Get a shot of ‘oomph’ in your veins, guys!

 

So there you go, in a completely unintended twist I’ve vented some of my frustration.  There are other ways to do that, of course!

 

Simon Lewis | Editor | Only Marketing Jobs

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Posted in personal branding, recruitment | Tags: , ,

Posted by: Simon Lewis | 06/09/2010

UK marketing recruitment awards now in the hands of voters

MARA 2010 London, 6th September 2010: The inaugural Marketing & Advertising Recruitment Awards 2010 is now at voting stage, with 65 recruitment agencies battling it out for 11 converted categories.

 

 

Following a torrid couple of years marketing professionals across the UK now have the chance to nominate who they consider the best recruiters in the business.

 

Marketing professionals who have experienced working with recruitment agencies, perhaps looking for marketing jobs or hiring marketing staff during the recent economic challenges, are urged to participate in this nomination process, where community voting directly determines which agencies make it through to finalist stage.

Me (B&W) Simon Lewis, editor of MARA hosts, Only Marketing Jobs, commented: “This is the most exciting phase of the Awards to date, and why, in the main, we established them.  Since 2008 the marketing industry has had a rough ride and we believe these Awards offer something tangible for the UK marketing community to participate in, recognising the sterling efforts of many recruitment newcomers, as well as recognised brands.  Recruiters with an established, loyal following, will be rewarded for their adaption to an evolving staffing process.”

The 11 award categories are: Best Newcomer; Best Small Agency; Recruitment Innovation; Best Candidate Experience; Best Client Experience; Best Regional Agency; Best Niche Agency; Most Effective Social Media Strategy; Best Overall Agency; Best Marketing Strategy; and Personality of the Year.

Voters have until 1st October 2010 to nominate.  See all nominees and vote.

 

The MARAs are endorsed by:

            

 

 

Headline sponsor:

idibu

About idibu

Simple, reliable, affordable, idibu is the multi-posting partner to Michael Page International, The Randstad Group, SThree, NES Group, the NHS and many others.  As part of their involvement in these Awards, idibu is offering all entrants and users of the www.onlymarketingjobs.com an exclusive 3-week free trial of the full range of software packages.  For further information please email hello@idibu.com or call 0870 6264268. Please quote MARA FREE TRIAL in any correspondence.

 

Ends

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Posted by: Simon Lewis | 26/08/2010

So what, I rummage through your bins at night

And why there is no such thing as a ‘passive jobseeker’

 

A recruiter once said to me that there are two types of jobseeker: active and passive.  An ‘active’ jobseeker is one currently seeking a new employment opportunity; a ‘passive’ candidate isn’t.  ‘But’, he pontificated, ‘the passive ones are the best ones’.  What the what?! 

 

pas·sive

–adjective

  1. not reacting visibly to something that might be expected to produce manifestations of an emotion or feeling
  2. not participating readily or actively; inactive: a passive member of a committee

I would suggest the person ‘not’ looking for a job is one of these: sponging off tax-payers; too young; too old; or too wealthy to work.  So either you are seeking a new job or you’re not.  An if you are one of those listed above, you won’t be.  To everyone else I contest you are ‘prowlers’.  Note that term, my feline friends.

prowl·er

–noun

  1. a person or animal that prowls
  2. a person who goes stealthily about with some [unlawful] intention

About that cat

In the context of that recruiter’s definition I liken a ‘passive’ jobseeker to a cat.  A cat swaggers through life, the very object of serenity; never phased, never ruffled, ultimately content.  But behind the furry features lies an inherently opportunistic animal. 

Cats lead a simple, normal life.  They stroll around the garden, sitting on fences, scrambling up trees, chasing butterflies, and eating biscuits.  Lovely work if you can get it!  Sometimes though, they’re more mischievous; they’ll have a peek over the neighbour’s fence, see what’s going on over there.  Maybe a mouse is scurrying under a bush, or perhaps that well-to-do family has left an opened tin of salmon on the side? 

Boredom and excitement drive the cat to distraction, resulting in the inevitable…

The common mistake

Recruiters make a lot of brouhaha about identifying so-called passive candidates, believing they are far superior to active ones.  Maybe it’s something to do with wanting what you can’t have?  To me, though, the whole notion of a difference is rhubarb.  You see, I am an opportunist – there, I’ve said it.  And don’t tell me you’re not.  If something better than you’ve got comes your way, you’ll have a sniff at it, surely?  If you don’t, you lack ambition.  Either that or you’re too content, which I suggest is the same thing.

Fresher fields

Now, there’s little wrong with sticking with what you’ve got.  But most people want more in life – you know, where the grass is greener and the sun much shinier.  And it’s because of our inherent nature to explore that I believe we are all crafty jobseekers, whether we’re happy in our current role or not.  And this means that each one of us is open to ideas and exciting new challenges.  And why shouldn’t we be?

The ‘come and get me’ plea

Social networking sites have made communication a thousand times easier than when I was a recruiter.  In those days – where client details were kept in a box of cards – everyone I spoke with was a potential candidate.  I didn’t have LinkedIn giving me status updates so I called, said the requisite stuff, and hoped they were either out of work at the time (odd to think I ‘hoped’ that) or interested in what I had to say.  How good was what I was selling and how well did I sell it!

Nowadays any recruiter not using LinkedIn as a talent source is missing a trick.  Take a look at more or less any profile on there and you will see at the bottom in the ‘Interested In’ section, a list of what that person is open to be contacted about.  Check mine out.  It might say ‘new job opportunities’ or, in my case, something less blatant: ‘new ventures’ or ‘business deals’.  Ostensibly, though, I am saying that I am happy to listen to suggestions.  I think most of us are.

 

We live in a less clandestine era now; an era where job security cannot be taken for granted.  Few of us can afford apathy.  Whether in a job or not, we are all potential recruiter fodder, open to be sold to; ears twitching, one eye open.  In our communities we’re a pride of lions.  It’s a lovely notion, isn’t it: we look out for each other; we share common interests; we mess about, we play games; and we survive.  But forget the  altruistic nonsense.  We are prowlers, constantly looking for something better. 

Recruiters, come and get us.

 

Do you agree with my ‘prowler’ analogy?  Please leave your comments.

 

Simon Lewis | Editor | Only Marketing JobsTwitter - lorry

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Posted in jobseeker, recruitment

Posted by: Simon Lewis | 19/08/2010

Jobseekers need to learn a little respect

How a recent show of benevolence was rewarded with a punch in the guts

 

Here’s a summary of a true story that happened to me this week

On Tuesday afternoon I was sent an email by a disgruntled jobseeker that, in light of recent job applications, was frustrated by the lack of response from the recruiters.  He liked the Only Marketing Jobs job board, he said (flattery gets you everywhere with me!) but mentioned he hadn’t heard ‘a dickie-bird’ from the agencies in ages.  What was he doing wrong, he inquired?  Could I help?

Now, I’m no longer a recruiter and nor, for that matter, am I a commissioned career advisor but I decided I’d help this chap out.  So putting aside other tasks I sat down and suggested possible solutions to his challenges: Did he have a cover letter to support his CV?  Was his CV good enough?  Did he follow-up applications with a phone call?  Did he call the recruiter as he sent the application, to ensure the recruiter looked at his Inbox?  Was he applying for the right roles or simply scatter-bombing with fingers-crossed?  And more.

At 11.50pm I pushed the ‘send’ button and returned to my day job.

8 hours later I received an email from this chap, which said (and I’ll surmise):

  • He didn’t use cover letters to support his application
  • He couldn’t get in touch with agencies because they didn’t provide contact details
  • His CV worked fine, thanks very much (could I appraise it, though?!)
  • Thanks for the info, but I’m going to continue on as before…

Because of his dismissive attitude I decided not to waste my time helping with a CV appraisal; however, I did take a peek.  It is dreadful.  I doubt it’s been updated since 1995.  Whilst there is no excuse for recruiters not to return phone calls or respond to emails, I can see why his CV would never be top of the pile.  But he didn’t receive the benefit of my advice again because jobseekers need to treat recruiters (or the people they turn to for advice) with the same respect they want to receive back.  It’s a back-scratchy type of thing.

The recent climate has seen an increase in admin duties for recruiters and, whatever you say about them, they are not clerics.  If jobseekers want a free advice centre, there’s a myriad of resource online.  Yes, recruiters should help tailor all applications to fit the role, provided the candidate is ostensibly right for it, of course!  And they do.

So here I am sticking up for the agencies on this one (quite often it’s the other way round!)  So, jobseekers:

  • Don’t ever think that all recruiters are ‘apathetic’, ‘parasitical’, ‘inarticulate’ or ‘oiks’. You may find the latter two(!) in some of the less scrupulous agencies, but you’d NEVER find a lazy recruiter – they’d be hurried out of the door within days of joining the industry
  • Using a recruitment agency is just one channel to find a job.  Neither you nor the agency needs the pressure of having all eggs in one over-subscribed basket
  • I’d like to pose this to the long-term jobseekers: how’s your LinkedIn profile looking right now?  Some of you haven’t even got your picture up – hardly engaging. Who’s using Twitter to identify opportunities?  Are you hanging-out with direct employers on Facebook?  I could go on.

So what’s been learned?

Jobseekers: do the right things – the things you need to do in this new talent-attraction era – and your talent will be spotted.  Do nothing but lament your lot, complaining about the lack of response and you’ll become more and more frustrated; and this will show in your interviews, and before those, the outlook you have of agencies and the manner in which you seek advice.

Recruiters: return calls and respond to emails, even just an acknowledgement. This is just common courtesy.

 

Someone call an ambulance.

      

Simon Lewis | Editor | Only Marketing Jobs

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Posted in jobseeker, recruitment | Tags: , ,

Posted by: Simon Lewis | 18/08/2010

Brand new marketing jobs & a couple of networking events

Announcement from the UK Marketing Lounge| 19th August 2010

 

“The holiday is dead; long live work”, we pronounce, with more than a whiff of envy wafted in the direction of anyone managing to escape for longer than a few days, the tumultuous hurly-burley of a nation caught between a rock and rather hard place.  Has an effervescent summer done enough to banish the blues or are we, in fact, still vaguely abandoned in a perfume-scented departure lounge, our flight evermore frustratingly marked ‘Delayed?’

 

Who cares?!  There’s been an unusually high deluge of marketing jobs for the summer weeks and so it is, in a UK Marketing Lounge first, that we bring an announcement stuffed almost exclusively of pointers to some hot, new, marketing roles. 

If you haven’t visited Only Marketing Jobs recently, make sure you do today, because we’ve made applying for jobs even easier with a simple-step process, to finding your new role just got better.

 

Check these jobs out for starters:

Friends Reunited | Marketing and Product Executive – London – £24,000 & Marketing & PR Executive – London – £24,000

O2 | Revenue and Retention Manager – Slough – £50,000 & Retention Manager – Slough – £60,000 & Online Product Manager – Slough – £36,000

Ian Shaw | Marketing Director – Lincolnshire – £105,000

Allianz | Senior Communications Officer – Guildford – £30,000

VillaRentals | Marketing Manager – Cheswick, London – £45,000

 

More marketing jobs like these

 

Looking to hire marketing staff?

Did you know you can advertise your marketing role online for as little as £95.00 via the UK’s leading marketing job-poster, Only Marketing Jobs?

Head straight to the Employer Area via: http://bit.ly/dtfLQy

Two events you need to know about

If you live in Reading you should be writing ‘OUT’ in your feline-pictured fridge calendar against 6pm, Wednesday 1st September.  Because you’ll be networking The Social Collective Conference 2010with 150 other marketers at the Reading Link-up

And if you have even a vague interest in how social media will affect your life in 2011, you cannot afford to miss the Social Collective 2010. It’s going to be awesome.

 

 

We’re all off to Butlins to greet everyone we see with the comical catchphrase, ‘Hi-de-Hi.’  If other thrill-seekers have any sense of humour at all, we’ll be doubled up for days with a G&T in one hand, a bathing costume in the other, and the sound of ‘Ho-de-Ho’ dancing in our ears.  Hilarious.

 

Follow all our marketing-related spills via Twitter 

 

Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 13/08/2010

How to combine mobile marketing with speed networking

Director's Chair Review of the 2nd Director’s Cut networking event for senior marketing professionals

On 22nd July 250 marketing directors met at the trendy Grange Hotel, London, to highlight once more that despite the digital age, true business development happens when people meet.

The event was topped by Marketing Society business leader and Mobile Marketing Association marketing director, Paul Berney, offering his eulogistic take on the unstoppable rise of mobile marketing.

Whilst enjoying complimentary refreshments, attendees were welcomed initially by Only Marketing Jobs co-founder and editor, Simon Lewis, who then passed proceedings to compère for the evening, Oli Barrett, who thanked sponsors and media partners for their involvement.  Oli then outlined the event structure, which included a brief business pitch from The Creative Village owner and producer of The Big Picture, Paul Thornton-Allen;  speed networking, which encouraged contact-making via six short, sharp, personal introductions; some further structured networking and a champagne draw, which was kindly donated by email marketing software company, Emailvision.

Here are some snippets from the evening:

Mobile marketing conclusions

Paul Berney Paul Berney’s lively presentation was warmly received by his audience, many of whom had registered for the event early in anticipation of leaning from Applauding Paul Berneythe highly-regarded key-note speaker.  Here’s the gist:

  1. Mobile is about consumer acquisition, retention and brand-building
  2. Map the customer journey and all the touch points
  3. Mobile allows consumers to act at the point of impulse
  4. Mobile works best when interpreted into campaigns from the start
  5. We will all be mobile marketers
  6. The role of the Mobile Marketing Association (MMA) is to ‘grow the industry to be bigger, at a faster rate in a responsible and sustainable manner, through collaboration’.

Attendees of the Director’s Cut II can obtain a copy of Paul’s mobile marketing presentation by emailing lydia@onlymarketingjobs.com

Speed networking

Structured networking There is no better way to guarantee new contacts than by persuading communication.  Described by Wired Magazine as the ‘most connected man in Britain’, there is nobody better to ensure a successful networking party than Oli Barrett.  Oli’s ability to make masses mingle is astounding, and certainly his congregation at this event made the most of it.  Feedback included: “I’ve made a fistful of new contacts tonight, which I’d never have done had I been left to roam the room”; “A great way to meet new, relevant, people.  And what fun”; and “I think I may have met my next employee tonight – at the cost of a couple of beers!”Oli Barrett

Connect with other Director’s Cut attendees and network via the UK Marketing Lounge.

Prize draw

No Only Marketing Jobs event is complete with a champagne draw.  On this occasion the magnum winner was Nick Buckland, director of integrated design agency, Absolutely Design.  Chuffed, he most certainly was.

 

Photos

The photographer for the evening was Sam Atkinson. If you’d like to hire Sam you can contact him via his website.

View all event photos

Simon LewisThis was the best event yet from the OMJ team, most certainly enhanced by the wonderful attendance and interactive audience.  If you’ve ever considered the benefits of offline social networking, speak with attendees of this event and make sure you sign up to the next one.  Join the UK Marketing Lounge for details on this and all other marketing industry commentary.

 

If you attended the Director’s Cut II event and have something to say about it we’d appreciate your comments below.

Events like these couldn’t happen without support.  To this end we’d like to thank the following companies for their outstanding contribution and participation:

Event sponsors

The Big Picture

     Mezzo Group     Blue Chew         

Event Partners

Mobile Marketing Association               Weboptimiser

Simon Lewis | Editor | Only Marketing Jobs

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Posted by: Simon Lewis | 13/08/2010

Job multi-poster hooks up with recruitment awards

MARA 2010 London: 9th August 2010: Innovative software provider, idibu, multi-poster of choice to many leading UK recruiters, is the new headline sponsor of the 2010 Marketing & Advertising Recruitment Awards.

The inaugural Marketing & Advertising Recruitment Awards (MARAs) have been established to recognise recruitment agencies that have confronted recent challenges and shown outstanding achievements in their industry.

Simon LewisOnly Marketing Jobs co-founder, Simon Lewis, commented: “For marketing & advertising recruiters the recent recession has presented many challenges, both for businesses and individuals.  These awards have been designed to reward excellence in our field.  Radical changes are afoot as recruiters are pressured to evolve and adopt new working practices.  idibu is an evolving business and, much like the requirement of today’s recruitment businesses, malleable.  The link with idibu was obvious.”

Martin Bramallidibu account director, Martin Bramall, said of the company’s involvement with the Awards: “As a fast growing business ourselves, we’re always interested in growth areas and innovative ventures within the recruitment sector. In particular we are keen to endorse and work with enterprising initiatives such as the MARA Awards. Recent financial challenges have contributed to a tough recruitment landscape, where ‘adaptability’ has become more and more important. It has long been a guiding principle behind everything we do at idibu and so the MARAs represent a great opportunity for us to integrate with like minded, adapting recruiters – a premise of these Awards.”

The MARAs are open to all external recruitment agencies specialising within the UK marketing, advertising, PR & communications and media sectors.  The Awards have been endorsed by senior figures within both the recruitment and marketing fields, with APSCO chief, Ann Swain, and Marketing Society marketing director, Gemma Greaves, included on a heavyweight judging panel.

There are ten award categories, which include: Best Newcomer; Recruitment Innovation; Best Candidate/Client Experience; Best Regional Agency; Best Niche Agency; Most Effective Social Media Strategy; and Personality of the Year.

Recruiters have until Friday 20th August to enter their company for the MARAs.  Category finalists will be announced on 20th September.  The Awards will culminate with a spectacular gala on 25th November, held at the prestigious Grange Hotel, London.

For more information about the MARA’s and to enter go to the official website: http://www.mara2010.com

Twitter users can follow the chat and contribute using #mara2010

About idibu

Simple, reliable, affordable, idibu is the multi-posting partner to Michael Page International, The Randstad Group, SThree, NES Group, the NHS and many others.  As part of their involvement in these Awards, idibu is offering all entrants and users of the www.onlymarketingjobs.com an exclusive 3-week free trial of the full range of software packages.  For further information please email hello@idibu.com or call 0870 6264268. Please quote MARA FREE TRIAL in any correspondence.

idibu

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