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Tips For Candidates

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19 Feb 2015

The Ultimate Thank You – Why Following Up Is Important

By melanie

rachel_188x300Every step of the hiring process can make a difference, which is why we always encourage our candidates to be as professional as possible with all types of communication with potential employers from day one. From the minute you meet them to the second you leave, you are making an impression; and your electronic communication is just as important. More often overlooked, one of the most important steps of the interview process is the thank you note.

After you meet with potential employers, you should always send them an email thanking them for their time. A great thank you note reiterates why you are interested in the role and why you, and your specific experience, are right for it. It can also be used as a tool to highlight things you forgot to mention in the actual interview. In addition, the thank you note can be a great platform to follow up on certain things you discussed during the interview that did not have to do with the job, but rather personal anecdotes or topics you broached. I encourage you to follow up with those topics, and maybe include more information or helpful links to something they said they were interested in – it’s a great way to add a personal touch to an oftentimes informal letter.

Reminding the people you met with about your strengths and why you’re the best fit for a position will refresh their memory of you, make your name stand out next to other thank you notes, and show how much you really care about the position (something all employers want to see). No matter how many times you meet, you should always follow up with a thank you and restate your interest in the position – this can make a huge difference once you’ve made it past round one. Don’t get lazy! Make sure to follow up with each person you met with (ask for business cards after the meeting) and remind them that this opportunity is at the forefront of your mind, and is your top choice.

Even if they don’t respond, employers always appreciate a thank you note (most expect it) and will likely take the time to respond if you put some thought into it. Don’t underestimate its power, the way you say “thank you” can make a huge difference!

19 Feb 2015

Is it right to ask for the salary on first interview?

By melanie

DSC_0714Would you ask someone how much they were earning while on a 1st date? No. This concept should apply to your professional life as well (EXCEPT if you are meeting with a recruiter, it might be appreciated depending on the case). Everyone has the right to know how much the position they are seeking is offering, especially after investing so much time to meet the potential employer, but there is a time and place for everything. Asking how much the job you are interviewing for pays on the first interview is kind of tacky, like in a bedazzled multicolored floral vest from the 80’s kind of way…stay away from it! There are set budget ranges that companies work with and it is your job to prove yourself to be part of that top shelf tier. Instead of focusing on an offer that has not yet been extended to you, concentrate on selling yourself to get to that stage so you can leverage your abilities for the position at hand. Worry about asking specific questions about the company that you can use to highlight a strength that isn’t listed in your resume or that you haven’t talked about yet. The time will come when salary will be brought up (I promise), just don’t look like you’re thirsty for money- it isn’t a good look on anyone no matter how cute you are #stayclassy.

06 Jan 2015

Tips for an A-grade LinkedIn Profile for our Agency Candidates

By melanie

rachel_188x300The Melanie Andersen Agency is always looking to add successful candidates to our database. As our clients (the companies that brief us on roles) are generally looking for specialized skill sets, we don’t advertise any of our roles, rather we headhunt according to their specific  requirements.

During our search process, we look first to our database of all of the candidates that we have already interviewed and therefore have a good understanding of their experience and career motivations. Our in-house research team then move on to new research and we headhunt according to the brief and job description that our clients have provided us with. Often our clients are looking for very specific skill sets, which is why they engage our services. Our research team spend quite a lot of time on LinkedIn searching for candidates. We work with a lot of advertising, digital, branding and PR agencies and the roles that they brief us on often require specific category experience (a certain amount of time spent on a beauty account, a spirits account, or digital capabilities, for example) which are not always listed on a candidate’s LinkedIn profile. I can’t stress this enough, it is extremely helpful for candidates to list their accounts on their profile, as well their skills, abilities, and specifics about projects they’ve worked on. If a candidate doesn’t list this information, often we skip over them and target the candidates with the more detailed profiles, which means  people are then often missing out on a fantastic new career opportunity!

Now, I know at first glance this may seem like a death trap – “my boss will know I’m looking for a new role” or “my clients are confidential” but rest assured – these are all unnecessary reservations. It’s never a bad idea to go into detail about your experience on your LinkedIn profile, your boss should know that you are vocal about listing your capabilities in any capacity, and should be supportive of that. It does NOT mean you are actively looking for a new job, you are just sprucing up your professional profile, and affirming your hard work, skills and knowledge. If your accounts are confidential, you can list them as “a major airline” or “an upscale beauty brand”, instead of listing specifics.

What candidates working at agencies don’t realize is that more often than not, it is the type of account, as well as the scope of their work, that matters most to a potential employer. It is not the agency where you are working, so It is beneficial for all parties involved – candidate, recruiter, and employer – to list as much information on your profile as possible.

27 Aug 2014

We Aren’t Mind Readers – Tips From Research Manager, Blair Donahue

By melanie

I was researching for a role the other week and got a response from a candidate that inspired me to put fingers to the keyboard and write my first blog post. I never realized the significance and usefulness of LinkedIn and the importance of keeping an up to date account until I came to TMAA. As an executive search firm, LinkedIn is a vital tool in the recruitment process and allows us to reach out to only the most relevant candidates. It is also a great networking tool for any person in the business world. Having an up to date and detailed profile is a great way to connect with relevant people in your industry and establish business relationships to enhance your professional experience and skill sets.

This particular role was a very junior creative position. I came across a candidate’s LinkedIn profile and based off of her work experience and the skill set she had, she seemed like the perfect candidate for this opportunity. A few hours later she responded informing me she in fact had 11 years of experience (as opposed to the 3 years that were listed on her profile) and the skills listed on her profile were actually a very small percentage of the overall skills she possessed in this field. Of course as a candidate you want to be contacted about great opportunities that are in line with your skill set and the work experience you have amassed. As recruiters, we always want to reach out to candidates who are relevant and we don’t want to be that person that is bothering you for something you aren’t even right for. This process doesn’t always run smoothly but there are ways to avoid too much aggravation for both parties. I’m not saying you need to be updating your LinkedIn profile the second anything of significance happens in your work life, however, it would be beneficial to take a few minutes when something changes to make an update. This will allow your connections and networks to be in the know as well.

After all of the profiles I have looked at, here are my biggest tips to having a great LinkedIn profile: If you start a new job, update your profile. If you get a promotion and your title changes, update your profile (after all, don’t you want everyone to see what a rock star you are?). If you move to a new city, update your profile. If you have specific important skill sets that are important in your line of work, list that on your profile.  Always list your education, the degrees you earned and the years of graduation. You might think by leaving out your year of graduation, people will think you are more experienced but it can be frustrating when you get contacted for roles that are not in your experience level. Recruiters will still love to see internship experience but they need to know the difference between your internships and full-time work.

We want to find the best candidates for the roles we work on and we don’t want to bother candidates with opportunities they aren’t suitable for. Don’t assume that we are mind readers. That isn’t always the case. And you know what they say when you assume…

27 Aug 2014

Candidates- Don’t Get Too Big for Your Britches

By melanie

I met with a very junior account candidate the other day and was inspired to blog about my conversation with her. This is a good lesson for candidates at any level and in any function but most relevant to those who do not have a ton of real work experience and are just starting out. Again this candidate was a very junior account person with one year of experience yet she was given the unique opportunity at her level to truly own projects and to interface with the client. I told her that she is actually in a unique position at her agency in terms of project ownership as her level is often more administrative/pure support in many agency environments and structures. I actually even said “the grass is always greener” to get my point across. I was shocked as she was calling the clients “her client” and also expressed frustration that the Account Supervisor on her team was more strategic while she handled the day to day—this is exactly how these levels should function!

This candidate had somehow gotten too big for her britches. It is normal to have frustrations in the job and to feel disgruntled from time to time. However, it is very important to keep the big picture in mind, to take a step back every now and then and think about whether or not things are that bad. It is wonderful to be eager to grow in one’s career but it is also important to remain humble, to not become impatient, and to look at the positives in your situation rather than possessing an attitude that something is owed to you. Surely there are some awful work situations where candidates have every right to want more for themselves but this particular candidate was clearly in a great spot for her level. My advice to her was to have some healthy and open internal conversations with her supervisor. I advised her to position the conversation as “I am eager to grow here and would love to discuss the next steps in my career” rather than “I feel like I deserve a higher title due to all of my responsibilities.” Perhaps she should be more thankful for the amount of responsibility that she has been given and realize that this will help her to position herself in a slightly more senior light once she decides to explore new roles.

Hopefully it will all work out for her but I decided to hold off on presenting her anywhere until her internal situation is resolved and she can think more clearly and with less frustration when exploring new opportunities.

27 Aug 2014

Why you should be patient when settling into a new role

By melanie

Rome wasn’t built in a day and candidates should not expect to settle into a new role in a day either! I love to see candidates eager and proactive when starting a new role- this is part of the reason they were hired in the first place. However, often times candidates prematurely think there are issues or problems in the role and don’t allow themselves ample time to settle in—They didn’t realize they’d be sitting in a cubicle! They aren’t immediate besties with their manager! They are doing more data entry than they had anticipated! Let me caveat this by saying that part of my job that I love the most is guiding and helping candidates well after they have accepted a position as settling in is definitely a process. However, I strongly believe that it takes 1-2 months to be able to truly and accurately evaluate a new role. One week in a new position is not enough time to get to know the agency/company, the position, or the team. Candidates must remember that they are new as well and thus change a previously existing dynamic so everyone around them is adjusting to their presence on the team. If candidates still have concerns or issues after a month or two in the position, they should speak with their recruiter for advice and likely the recruiter will suggest elevating the issue to an HR professional or manager. Candidates should have high expectations but they should also be realistic when adjusting and adapting.

LESSON: Be patient when settling into a new role. Give yourself time to learn the ropes of the agency/company and it will all turn out beautifully

27 Aug 2014

Candidates-Why You Should Consolidate Your Questions During The Offer Stage

By melanie

The moment a candidate receives an offer is like music to the ears and such a cause for celebration! While a joyful moment, it can also be stressful and candidates often react in a more frantic and disorganized manner than they should. It is part of my job as a recruiter to reign candidates in and keep them focused and organized during offer negotiations. However, it doesn’t always go as planned and frankly the offer can be seriously jeopardized if not handled correctly and with care by candidates.

Once candidates receive an offer and review the terms—it is essential that they take a deep breath, sit back, and write a list of consolidated questions regarding the offer and perhaps even the role/agency (if they did not have the opportunity to ask certain questions during the interview stage). Once this list if vetted and thoroughly reviewed, it is presented to the client who will in turn respond in a consolidated manner as well. Issues arise when there is a surplus of backs and forths—candidates appear annoying, doubtful, and frankly not buttoned up. A lot of hiring managers/HR people like to move quite quickly so backs and forths are a total nightmare and cause for concern. The worst case scenario is a withdrawn offer, which I have seen happen a couple of times, because candidates are literally asking very ignorant and even petty questions during offer stage—is there a coffee machine on every floor? What’s the policy on working from home? These types of questions are a NO NO and a complete waste of time.

The bottom line is that the offer stage is a very fragile and critical part of the hiring process. Candidates need to act professionally and organized so the process can be as streamlined and clear as possible. Candidates have any right to gather more information at this stage, but it must be done in a thoughtful and concise manner. This is definitely a skill honed over time, but candidates should at least heed this advice before they make major mistakes once an offer is made. A good recruiter will help to manage this part of the process but even a good recruiter can have a difficult time dealing with a frantic and question slap happy candidate.

27 Aug 2014

Important Reminder to Candidates: Why You Should NEVER Lie About Your Salary

By melanie

This is a very important reminder to all candidates—do not lie about your salary. It is natural and realistic to seek an increase in salary when seeking and considering other opportunities. Unless there is some special circumstance, both recruiters and clients are aware that candidates desire salary increases in order to accept a new role in their careers. A lateral move is often entertained if the candidate is extremely overpaid or perhaps has been out of work for an extended period of time. However, candidates often lie about their salaries (either their bases or total packages) and this always results in unfavorable situations during the offer stage—either the client withdraws the offer or the candidate ends up looking suspect even if we (as recruiters) do our best to smooth things over in the face of a lie.

We always ask candidates to disclose honest and detailed information regarding their base salaries and total compensation packages (if there is some type of base plus bonus or commission). Clients take this information into account when they review candidates information. Clients will often decide to pass on a candidate, for example, if the salary is too high. It would be a waste of time to entertain a candidate who is out of budget. That being said, this salary information is most important during offer stage as the compensation offer is based upon the candidates’ current and targeted salary.

*** This advice is even more important as most clients ask for paystubs at offer stage to confirm salary. If candidates are lying about salary, it is going to be uncovered and the offer will completely fall apart due to this lie. It really isn’t worth it. Our goals are aligned—we want to get you the increase you want and likely deserve, but we can only do so if a truthful conversation about salary occurs from the start.

So bottom line to all candidates—lying about salary will get you nowhere and only end up in a shattered offer and a group of very disappointed and disheartened people. It is also a very small industry so having the reputation of a liar is not a good thing and can spread through the grapevine quickly. The moral of the story is to tell the truth and good things will come!

27 Aug 2014

Candidates- Why You MUST prepare for an Interview

By melanie

Candidates MUST take the time to prepare for interviews. This may seem like a given, but many candidates go to interviews totally unprepared and this can ruin their chances of landing a great new role. This can even occur when the candidate is perfect for the position. Even if you are not sure that this is your dream job, you should go to the interview fully prepped so the client believes that you are very interested in the agency and the role. It is also a matter of courtesy and etiquette to go prepared to an interview as the client is taking the time to meet with you to discuss your background.

Prepping for an interview includes the following—

1). Researching and becoming familiar with the company or agency in terms of its culture, client roster, previous and current work, and vision. If you appear to know absolutely nothing about the company or agency, you will give off a vibe of indifference or disinterest and completely turn off the client.

2). Reviewing the role at hand and being able to position your experience so it seems relevant. Also thinking of unique and interesting examples of achievements and challenges to relate to the position during your discussion with the client. For example, if the position entails heavy TV production, it would be smart and strategic to discuss a high profile shoot you managed or your ability to stay calm under very tight broadcast production deadlines.

3). Researching and becoming familiar with the client. It is always very good to have commonalities or similarities with the client—did you both work at the same agency in the past? Were you also an a cappella singer during college? LinkedIn is a great place to gather information about the client. Do not act like a stalker and recite everything you have read about the client’s past but definitely use this information to your advantage and slip on some of these commonalities casually during your chat.

4). Knowing your resume inside and out. You should not have to hold a copy of your resume and refer to it during an interview. Own and be confident about your experience, even if there are breaks in your resume or things that you regret—be able to discuss them openly and position them in a positive light. Prepping is a way to not be caught off guard if and when the client asks you a difficult question.

5). Using your recruiter during your prep. Ask your recruiter questions  in order to avoid asking ignorant ones during the actual interview. Your recruiter can provide a lot of insight into the company/agency and role. Your recruiter can often give you a step up before the interview by providing information about the client’s personality or interview style, for example.

6). Choosing the right outfit to make the best first impression. This pertains to our clients especially as most of our roles are fashion related. Wearing a corporate suit to a trendy and hip agency interview will not look good to the client. It is important to look the part so ask your recruiter or do your own research on the company aesthetic and vibe so you show up looking like you will fit in really well. Of course your outfit is only one part of your overall package, but it is an essential part of making a great impression.

As you can see, being prepared for an interview is extremely important. Even the best candidates often make the mistake of being overly confident and doing no prep beforehand, and the client can usually see right through this. Bottom line—prepping vastly increases your chances of making a great impression during interviews and ultimately getting a job offer.

27 Aug 2014

New Year…..New Job!

By melanie

Happy New Year to everyone! The Melanie Andersen Agency is very excited for a new year as this means a fresh start and a new outlook on the job hunting front. The start of the new year is always a really great time to reflect on the previous year’s happenings from both a career and personal perspective. What were you proud of last year? What excited you? Are you ready to make a career move and, if so, what is your ideal next step? A new year is a wonderful way to wipe the slate clean and start over as well as learn from the previous year’s ups, downs, twists, and turns.

Despite our country’s overall economic issues, 2012 was an extremely active job market. The Melanie Andersen Agency was briefed on new roles constantly on both the marketing, advertising, and PR front and the range of functions and level of experience was very diverse. We anticipate 2013 being an even more active market and are so excited to work with existing and new clients and candidates on new opportunities.

The Melanie Andersen Agency is not a typical recruitment firm. We take great pride in truly partnering with both clients and candidates to ensure a perfect, long-term career match based upon skillset and personality. In 2012, we increased our candidate pool greatly and made strong connections with A LOT of talented candidates. We anticipate being able to help a majority of them find great new agencies/companies/positions in this new year. On the client front, we made great ties with new clients (a handful of innovative start up digital agencies, for example) and maintained relationships with clients who are very dear to our heart (you know who you are!!).

So….. HAPPY NEW YEAR 2013!!! Here is to a great 2013 filled with happiness, success and an exciting job exploration with the end result being an incredible new career opportunity.

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