J Patrick + Associates Blog

Daniel Sullivan, a head hunters at J. Patrick + Associates placed candidates in executive jobs this past quarter at a prominent Global Information Software Security Firm that is a leader to the Payments (PCI) Security market.  J. Patrick + Associates team partnered directly with the CEO of this 100M firm, built a program, negotiated a custom hybrid contingency-retainer fee structure which built commitment for both sides, saved the clients money by driving down cost-per hire.  It is our attention to client relationships that generates our success. The client continues to rely on J. Patrick + Associates because we are able to delivery quality candidates, control costs and expedited quick hires.  This working relationship exemplifies the kind of service we give our clients. Check out our most recent placements;

Director of Marketing, Massachusetts  -  With long term experience in the field, this candidate possesses strong technical skills, the ability to communicate the features to partners, developers and end users.  In his new role, he is developing and implementing an effective sales collateral system, which includes content management, collateral distribution and usage tracking.  This versatile team player has been recognized repeatedly for leadership, initiative and delivery of results with other leading information security, storage and networking vendors.

Channel Marketing Manager, Massachusetts - is developing and managing all aspects of the strategic partnerships which are key to the growth of our client.  The candidate we placed has over a decade helping companies such as Kaspersky Lab, EMC and NMS Communications drive profitable revenue growth through superior channel marketing and demand & program management.

Channel Sales Manager, Dallas, TX - She is responsible for developing and managing all aspects of the strategic partnerships that are key to the growth of the company.  The candidate we placed is an award-winning Sales Representative with proven capacity to grow new business and service & expand existing accounts; instantly establishes rapport with buyers and key decision-makers; demonstrates strong presentation, negotiation and closing skills; develops lasting customer relationships ensuring long-term account loyalty and frequent business with ten years of successful experience in high-level selling of technology, cyber-security, and network-related products.

Senior Manager Customer Product Support, Maryland - We placed a superstar who plans and leads training & configuration sessions in support of sales, product mgt and product marketing to key strategic partners and end users. This candidate joins the team after spearheading the US Technical Services team operating out of his last position acting as a Key Account Manger in technical services for the big commercial accounts.

Business Development Manager, San Francisco - This candidate hit the ground running initiating discussions with new partners, working on custom requirements, negotiating terms, and closing deals.  She is spearheading both existing and new market research, and partner research, driving tactical initiative targeting both customers and partners, and transforming business requirements to strategic requirements.  This candidate is a proven senior manager with broad experience in strategic alliances with technology organizations with a proven track record in post acquisition integration, merging of disparate groups, programs, and functions into a cohesive working model.

Like what you see?  We have the perfect candidate for your company.  Let us hunt for you.  With savvy, experience and the right tools, we have a proven track record putting the right people with the right job. Hiring managers, contact Dan Sullivan, give him what you are looking for and let us place the right candidate for your needs. 

Guest Blog Post by Maria Botta

“As consumers spend more and more time online, it’s critical for marketers to reach our consumers at the right time, with the right message, communicated in the right way. Tools that help drive those insights help us stay on the cutting edge.” - Gayle Fuguitt Vice President, Consumer Insights, General Mills

Most of my career I have worked as a producer on a variety of projects from commercials to corporate videos and everything in between. But in the last 3 years I have gone from producing traditional video communications, to video content specifically for online dissemination.

As we witness the evolution of the internet, going from a static environment to that of moving images, marketers are creating online video for everything.

This evolution has created a new medium in itself, completely different from the old time platform of TV, so it's no surprise that this new medium presents a challenge to advertisers and marketers on HOW to message the audience. The online environment has infinitely more channels, and there is lots more content. Research shows that creating quality original content represents a huge opportunity for brands, because original content has the best effect on consumers' recollection of brands, as well as fostering positive sentiment.

I suggest that instead of thinking of “adapting” a :30 or :60 ad made for TV, create a video specifically designed to engage online audiences.

In the past 24 months alone, I have worked on 5 different online video projects, for 5 very different clients, with very different communication goals. All of them chose to include online video as a cornerstone to their overall marketing strategy - and all have achieved great results by doing so.

Below are 3 examples of the projects I have worked on.

For General Mills, we created 20 "How to videos" in English and Spanish. The videos where then deployed on their proprietary microsite as well as on several independent channels including youtube.

Cookies

A film for the NROTC for the US Marines, geared to the parents of prospective NROTC candidates.

NROTC (Naval Reserve Officer Training Corps) Marine Option

While at Graduate School at Thunderbird, I directed and produced for the Marketing Department 4 candid student interviews, that are used on their YouTube Channel and for recruiting.

Executive MBA Student Perspective - Choosing Thunderbird

All of these projects involved telling a story, an entertaining story that connected with their audience and compelled them to listen and watch.

The growth of online video has been exponential

According to a recent study by emarketer, US online video ad spending will grow by 43.1% in 2012 making it the fastest-rising category of online spending.
The total US internet audience viewed an all-time high of 42.6 billion videos in October.

“It's still going to be about the people who can tell a story, you can own the TV network or outlet but you need to hire the people who can tell the story or you won't own it for long.” - Michael Eisner, former CEO of Walt Disney and founder of The Tornante Company

One of the reasons that marketers are moving towards online video content is the growing number of eyeballs watching content online. The 2010 study from the Pew Internet & American Life Project, indicates that 69% of adult internet users, or roughly half of all U.S. adults (52%) have used the internet to watch or download video.

It's not only important to produce a good quality video that engages with your audience, but it's equally important to deploy the content on all relevant platforms, including social media and proprietary websites. Your video can be as simple as the ones I featured, or as complex as creating webisodes.

Still, there are some challenges, including understanding how to properly measure ROI. However, there more emerging technologies that do a better job at measurement - this is all very fluid stuff because constant refinements are happening everyday.

If your company is not using video communication as part of your marketing strategy, you are missing an amazing opportunity to really connect with your audience with a message that is relevant.

We are excited to announce that our friend Ilissa Miller has launched her own agency, introducing iMiller Public Relations (iMPR).  Daniel Sullivan introduced Ilissa to the telecom arena, and helped launch her fifteen year career as a proven leading tastemaker in the industry.  

Ilissa provides a different perspective than your average marketing consultant by filling the need specifically for the telecom industry to every integrated marketing aspect of a company. The key differentiator in Ilissa’s business acumen is that she has a proven insight and understanding of the telecom industry. She calls herself “a translator” between technical speak and business speak with the ability to break down the telecom industry and build it up through marketing that everyone can understand.  

"This is such an exciting endeavor for me.  I truly love what I do," Ilissa Miller, CEO iMPR says, "Couple that with relationships that run deep and far, it is both heartwarming and exciting to create this new venture that can provide the strategic vision that many telecom and IT marketing departments need.  Our goal at iMPR is to deliver our clients messages in the most effective and broadest ways possible."

iMPR is more than just public relations, it’s your outsourced partner for PR, marketing and business strategy that will get your business noticed and heard.  Newly founded in 2011 by Ilissa Miller, a telecommunications industry veteran, iMPR offers industry insight to help propel your messages, brand and products to the next level.  With clients like Global Capacity and FiberMedia, her new venture is expected to grow exponentially in the coming year.  

Key areas of service include the development of a comprehensive and strategic marketing communications plan that encompasses press releases, case studies, media outreach, speaking opportunities, award submissions and social media outreach.  With your core communications effectively deployed, your marketing efforts will fall in place.  Your messages will be integrated throughout your entire organization from your website to sell sheets, brochures, advertising campaigns, promotions and implemented at tradeshows, conferences, corporate events and beyond.

Ilissa is located in the New York City metro area, but has clients stretching from London to California.

Looking for this kind of service for your company?
Contact:
Ilissa Miller
CEO, iMiller Public Relations
email: ilissa@imillerpr.com
office: 1 866 307 2510

I’ve received a number of emails from disgruntled job seekers who feel discriminated against because they are not currently employed.  This disconnect between employers looking for qualified candidates to fill demanding positions and available candidates to take those roles is increasing.  It is painful to hear qualified candidates complain that they are not employable because they aren’t working.  

First of all, that bitter attitude is not going to get you anywhere.  I know not working is painful, not just financially but also on your self-esteem.  I get it, I’ve been there.  All is not lost, here are three suggestions on how to changing your status from Unemployed to Employable Candidate.

TURN THAT FROWN UPSIDE DOWN.  Nobody wants to bring in an employee in a bad mood.  I’m actually surprised at how many cover letters we receive where candidates blatantly discuss their disgruntled feelings over being passed over because they are unemployed.  If you’re depressed and show it, you will be disqualified regardless of your employment status.  

Master Zen  Buddhist teacher Thich Nhat Hahn suggests pausing to cultivate joy by putting a smile on your face.  My smiling, you’re bringing in joy whether or not it is present.  It sounds silly but this really works.  If you feel yourself fretting and frowning, stop, let it pass and put a smile on your face.  I swear this actually makes you feel better.

I like to invite positive messaging into my daily thoughts.  If I feel myself grunting through my day, I pause and remind myself, “I deserve to be employed, my job is coming.”  If you’re playing a negative tape over and over in your head saying that you’re not getting a job because you’re not working, you are manifesting this as a truth.  Cut that mental bad thoughts habit by inviting in positive messaging.  Simply reminding yourself you’re talented and deserve to be working will change your attitude.  It takes practice but it works.

And if this doesn’t work, rent a really funny movie and watch it over and over, read The Onion, download a jokes app on your phone, whatever will make you Smile again. 

GET SMART.  You've got the time, why not head back to school  Whether it be a class or a full course load, being in school is a great explanation for why your'e not working.  Taking time from work to get academic is an empressive endeavor.  The government offers grants to the unemployed to go back to school, most schools have a decent financial aid offering or check out the offerings at your local community collge.  Considering learning a trade?  Go for it!  Why not learn about how to repair a car or oil paint.  Keeping your mind sharp by expanding it with new skills can be very rewarding.  Pick a subject that interests you and go for it. 

CREATE YOUR OWN JOB.  So you don’t have formal job, create one!  Yes, create your own job.  I do it all the time.  Isn’t that the mark of a good marketer?  When I’m in between jobs, I do some consulting.  Over the past few years, I’ve developed a personal brand to impress marketability and hire-ability.  I get out there and create jobs, even if it means working for friends and small businesses at a discounted rate, working is better than being depressed about not working.  Make yourself look busy by being busy.  If I know small businesses that need marketing, I barter my services or work cheaply to keep the work ball rolling.  You’re not getting paid right now, so don’t worry so much about the money as getting yourself off the pity pot and back into work mode.  

DO SOMETHING NICE. You have skills and talents, don’t let them go to waste.  Get out there and offer yourself to companies who need you.  How about volunteering what you do at a non-profit organization.  When I was in between jobs once, I did some volunteering for a local food pantry.  They desperately needed help with marketing, social media, Facebook page creation and all kinds of stuff.  It was a pleasure going into work a couple of days a week to help them out and kept me working while hunting for a more permanent position.  It felt good to do some community service and to suit up and show up to an office that appreciated me and needed me.  

Of course, none of these are a substitute for an actual real job, but at least smiling and filling your days with meaningful work oriented tasks will feel a lot better than intimately learning the OWN programming schedule in your pajamas on the couch with a bag of chips.  Manifesting busy work and joy will give you some things to put on your resume so that potential employers can see you’re working and that you’re willing to do positive deeds for others.  You might be surprised to discover what comes your way when you’re presenting yourself as a busy person in the world.  Go get em tiger… and SMILE!  

Keep up on all the latest news, career advice, over 150+ job listings and more when you follow J. Patrick + Associates on Twitter @JPatrickJobs

Are you giving your employees enough positive encouragement?  Generating team appreciation is easy.  Here are some thoughtful ways to increase employee appreciation:

Praise

 Be sincere with your language and identify that your employee has done something outstanding. Positive encouragement is about quality not quantity, praise specific events that are out of the ordinary and activities that are generating great results.  Don’t overdo it, praise without merit becomes ineffective and comes off as unauthentic. Praising in public is an opportunity to foster goodwill and optimism throughout your workplace. Inspire your team with an employee’s achievement, give them positive feed back in team meetings, company newsletters or an email to the team.  

Thank you!

Say “thank you” in person; the Adecco USA survey found 68 percent of respondents think an email "thank you" isn’t as genuine than being thanked in person. To make your message more meaningful consider hand writing a short thank you note on personalized stationary; it takes a little more time, but shows you made an effort to sit down and write out your appreciation.  

Gifts

If the employee or team did something extraordinary, offer a gift.  Christmas isn’t the only time to offer a bonus, why not present them with their bonus early for performing above expectations.  Gift cards are always appreciated.  Great reasons to give gifts could be when an employee reaches a goal, completes a challenging project, or stays with the company over the long haul. Give a gift they can share with their family or spouse, you are keeping them from some family time right? Make it something memorable. A gift can be as simple as movie ticket or restaurant gift card,  or a little more expensive such as tickets to a sporting event or a play.  Annual gifts for those who have worked for the company for 10+ years shows you appreciate their dedication to the company.

Keep it simple, be mindful how you interact with your employees and make little changes on how you communicate with your team.  Ongoing, meaningful recognition is an effective and low cost way to increase morale and encourage higher levels of performance so don’t forget to implement appreciation into your day to day leadership.

Do you have some creative ways on how you express employee appreciation?  Let’s hear them, please tell us.

by Guest Blogger Alan Cohen, President, Acts Of Balance Executive Coaching and Training 

Finding new ways to get noticed and separate yourself from the pack has become priority #1 for job seekers. While this is true especially during tough economic times, it’s also vital for one’s career advancement on an ongoing basis.
 
In our chaotic 24/7 world, where everyone is constantly vying for attention, it can be argued that the proverbial “15 minutes of fame” has been reduced to a mere 15 seconds, which leaves the job seeker precious little time to make the right impression. There are several tactical ways for entrepreneurs, executives and job seekers to stand apart from the competition, but any effort must begin by defining your unique value and what you are offering to the world.
 
Aim for Your Target; You Just Might Hit it!
 
People who stand out are clear about what they’re targeting -- in terms of the kinds of jobs or projects they wish to work on, companies they wish to work for -- and who they’re targeting (the kinds of people and companies they want to work with).
 
It’s essential to define the urgent needs of your target market and the specific benefits of working with you (it’s all about attracting those people you are meant to work with). When this dynamic is working correctly, you won’t find yourself working with less-than-ideal clients, projects or bosses. (It’s often best to minimize these situations. The right strategy often means saying, “no.”)
 
"Standouts" know exactly where they want to go and have a detailed plan for how to get there. In crafting your own strategic career plan, start by putting it in writing. That's right; an actual “on-computer” (or “on-paper” for you Luddites) document that outlines where you are in your career, where you want to go, and how you intend to get there. The best and most concrete plans are usually 3-5 pages in length, fairly detailed, and include time lines (as a tool to measure how one is doing versus their ideal plan).
 
The key is to craft a proactive and continuous marketing strategy to communicate your specific plan. It’s also about knowing your target audience and their needs. Face it: hiring organizations want problem solvers! Successful job seekers must be able to demonstrate that they are the solution. Personal websites, elevator speeches, business cards, cover letters, and resumes must deliver a consistent and compelling message -- one that grabs the audience’s attention and doesn’t let go.
 
“Every time you suppress some part of yourself of allow others to play small, you are in essence ignoring the owners manual your creator gave you and destroying your design.” - Oprah Winfrey
 
So What, Exactly, is a Brand?
 
A brand tells people why they should work with you. In shorthand, it defines you.  Author Tom Peters says: “We are all CEOS of our own companies: ‘Me Inc.’ To be successful in business today, our most important and essential job is to be head marketer for the brand called “You.” The clearer – and more clearly defined -- the brand and its focus, the easier it will be for employers to find you (and the less you will be forced to spend on advertising and marketing).
 
Some things you should know about your brand:

• Who you are
• What you do
• Specific problems you solve
• Who you solve them for
• What the results are

How is Your Brand Expressed/Communicated?
 
Who you work with, how you speak and dress, the language you use, the partnerships you pursue, the projects you take on, etc. (and the intangibles too: your "aura," your energy, why people say they like you but can’t put into words, etc.)
 
How Do You Market That Brand Known as “You”?
 

• Your network/support system of friends
• Taking on projects
• Building a blog/website
• Growing yourself (learn)
• Asking for feedback
• Becoming an expert (speak!)
• Being a leader, a teacher or teammate
• Creating a mission statement to guide you as the CEO of “Me Inc.”

Branding = “Outstanding”
 
Those who stand out in business are clear in defining their wants and needs, their target audience and ideal employers, clients and colleagues, and what it is they have to offer. They create and build a brand based on these elements, and then boldly express themselves through that brand.
 
The right brand is unique, distinct and memorable and most importantly -- it makes you memorable.
 
Alan Cohen, prior to becoming a, Executive Coach, spent a career building brands – from Harry Potter to the Broadway League. 

For more information, or to inquire about executive coaching, training or speaking (leadership, communications, personal branding), contact him alancohen@actsofbalance.com. 

Follow Alan -

by Guest Blogger Kaitlyn Northrop

Of course it's a popularity contest! HR pros are looking at your social media branding to see how connected you are. Linkedin allows you to show off and expand who you know. Name drop away during your interview, today’s social media savvy  HR pros will always look at your Linkedin profile to see what kind of networking skills you really have. In order to utilize the full potential of your connections ask yourself these four questions and see if you are taking full advantage of LinkedIn connections capabilities.

Does your LinkedIn network include everyone you know?  Every connection has the potential to help you find a job. Linkedin’s “people you may know” page  displays colleagues, classmates and friends and is a good place to start. Make sure you have reached out to all the employees at your current and past companies.  Looking at your second connections can also be beneficial, search their page for common interests, experiences and shared connections before reaching out.  The Linkedn community is still growing, so it’s a good idea to go through these places regularly to increase your connection base.

Are you networking through groups? Joining groups is a great place to find people with similar interests. You can find a groups for just about anything. Join groups you are interested in and seek out connections who could help launch your career in this area. Be active in the groups you are a member of, post comments and start discussions  in order to get your profile noticed.  Connect with other active members and start conversations  based on your similar business interests.

Have you listed all of your work experience?  Most people only list their recent jobs which limits visibility. The more companies you are linked to the more exposure your profile has and the more connections you can find. List every job and company you have worked for and don’t forget about internships and part time jobs  you’ve had in the past.  Linkedin considers your profile “complete” when you have a current position and two past positions listed and a complete profile greatly improves the odds of your profile being seen.

Did you ask for recommendations? Okay, so you’ve increased your connections, now get them to write something nice about you.  Most of your connections will be more than happy to recommend you, but very few of them will do it on their own, so don’t be afraid to ask. Linkedin makes asking for these recommendations easy. On your Linkedin profile tab there is a subsection called “recommendations.” From here you are asked to choose a job from your profile and who you would like to recommend you. Ask the appropriate people such as those you have done business with or colleagues. Peers can highlight your team work skills while managers can praise your abilities and value to the company. Make sure your recommendations are relevant and diverse to show off all  of your skill areas.

by Guest Blogger Colleen Moran

When searching for a job, so much time is spent preparing for interviews and trying to impress employers it’s easy to overlook one simple question, “Do I actually want to work here?”  A job offering can be so exciting that you may be tempted to jump on the first opportunity that presents itself.  But, before you accept an offer, carefully consider every aspect of the opportunity to ensure this is the right workplace for you.  Full time workers spend 40 hours or one quarter of the total hours in the week at work. You should be confident time spent working will be compatible with your skills, lifestyle, and career ambitions. Here are the Top 4 Factors you should assess before saying yes to any job offer.

Today's HR professionals can feel the constant shifts of the ground beneath them. Everything is in flux.  The job market has shifted dramatically over the past few years. As AI takes center stage in both the tech world and everywhere downstream of it (which is, you know, everywhere), recruiting professionals are left with the dizzying task of finding qualified people to fill jobs that are no longer what they once were, and won’t be what they currently are for long. 

In case you’ve never thought about it, HR professionals post jobs that thousands of candidates peruse and submit resumes to. They then sort through those thousands of resumes in search of a diamond. The problem here is that diamonds are small and easy to miss when they’re hidden in mountains of coal and cubic zirconia. There must be a way to make your resume shimmer enough to catch these prospectors’ eyes. 

If you’re a graphics person, you can always send out cleverly branded and watermarked resumes, but what about the rest of us?  How can we stand out? We need an “it” factor, the written equivalent of a pocket square. 

If you're applying for jobs and not getting any feedback, it could be that you’re using a cookie-cutter cover letter and resume that are also being deployed by thousands of your peers.  HR people are painfully aware that most people blast off the same content to dozens of jobs without stopping to consider their target audience. They’re sifting through 1000s of resumes for haystack needles, for the candidate who looks like they were ready to begin yesterday. 

The question, then, is how to create that impression of readiness in a way that is eye-catching without being so eccentric that it’s repellent. For starters, consider taking the following suggestions:

1. Read the Job Description.  This seems too elementary to explain, but many people apply for jobs that sort of look like they might be right for them. This is understandable if you are looking for a job because you don’t currently have one. Unfortunately, shouting “please just give me a job!” at the sky and blasting reems of resumes into the void doesn’t work that well. Read the fine print, see if the job is really the right fit for your skill set, expertise, experience, and interests. If so, take the time to customize your resume. If not, forgo the spray-and-pray and continue your search. 
   
   
2. Write a New Cover Letter.  You've read the job description and decided that the job is as good a fit for you as you are for it. GREAT!  Now, write HR and tell them.  Be straight up. Point out all the outstanding reasons why you'd be the perfect candidate for the job.  Not any job, but their job. Note the details they mentioned in the job description and demonstrate how you're a match.  In other words, make their job easy.
   
   
3. Show, Don't Tell.  Your resume is a highlight reel of your career.  Show that you really fit their description. If the company wants to know if you've worked with big budgets, show them by highlighting when and how you've worked with big budgets in your resume.  Include specifics. By highlighting your specific experiences as they relate to their position, you're making it easy for them to want to meet you.
   
4. Trick Out Your LinkedIn Page.  I can't tell you how many people don't take advantage of all the cool features LinkedIn offers.  You can upload portfolios, graphics, job descriptions, get recommendations, and more. Just make sure all the details are up to date and match your resume.  

Take your time while you search for work.  Think quality, not quantity.  By refusing to contribute to the deluge of mediocre matches, you are taking a strategic stance with your career search that will put you in a much better position than the alternative approach. Keep in mind that you deserve to find the right fit.

EVIL HR LADY

Is the Evil HR Lady so Evil? Nah, but Suzanne Lucas' irristable moniker is pretty catchy.  She's more of a straight shooter and speaks to pertinent topics in the industry. Jaded, maybe a little and with good reason, it isn't easy being the HR point person.  She's had 10 years of hiring, firing and number crunching before launching her own firm.

The Evil HR Lady's posts are not objective and you certainly do not have to agree.  Regardless of your opinion, she raises valuable points and strikes up a great conversation.  Some of her latest posts include thought provoking quesitons workplace oriented questions like;

Are Personality Tests Required for the Job You Want?

Guns at Work: Should You Be Able to Defend Yourself?

Are Crude Jokes Appropriate Office Behavior?

You can catch up on the Evil PR Lady's blog posts on BNET.