So is January just going back to normal, just a slow start as people return to work and put out the fires and will start thinking about HR and recruitment in Feb/March?

I don’t have the answer, but I haven’t seen anything that points towards a great year for the job market. It will be much slower than last year and good candidates will still get good jobs and average candidates will have to work harder and wait longer to secure their next role.

We have seen more companies trying to recruit themselves through SEEK and print advertising in the past 3 months. This may continue but you need resources to do this and the success is more hit and miss than you would think. Remember to do those reference check guys.

Any feedback is most welcome.

Tim

George Clooney - Suntory Spokesmodel

A number of Schweppes key executive have been offered retention contracts to keep them in the new structure, while the majority will await the fallout from the deal.

Tim

Warren Hogan, ANZ head of Australian economics, made this astute observation;

“The latest job advertisements data suggests the global financial crisis has had a substantial impact on the Australian economy in the December quarter”

The redundancies continue to roll in with ANZ playing its part yesterday, giving 2 weeks notice to middle managers, analysts and researchers not required on the merger of Institutional and Corporate Depts.

FMCG announcements have been few and far between at this stage, with the agency/advertising area taking the brunt of it at the moment.

All the best.

Tim

Don’t create a black hole. Communication is a 2 way street. Both candidates and recruiters have a responsibility to keep the channel open. If your recruiter has left a message try to get back to them as soon as possible. Time is of the essence and the market doesn’t always wait. If a recruiter is following up with 3 or 4 candidates and you don’t respond in a reasonable time frame you may just miss out! You can always take the initiative and keep in regular contact to keep informed.

Discretion please. We understand it is not always a convenient time or place. Let us know a suitable time to call to speak with you or say you can call back in 10 minutes or an hour; but make sure you can commit to that. Alternatively send an SMS; most of you should have your recruiter’s mobile.

Watch the clock. We know your time is valuable – and ours is too! Keep your discussions focused. Be specific about why you are calling and the desired outcome whether that’s to arrange a time to meet or to have a more detailed conversation.

Hello, anyone there?   Your recruiter should inform you of the next steps and when they will be able to come back to you. If this hasn’t happened then make the call or send an email. It doesn’t hurt to remind them about the commitment they made to you. Remember you are in charge of your career.

Expectations. Everyone has an opinion about their worth and what the market is paying. Be open about your expectations in relation to salary and benefits. You don’t want to say one thing when you really want another as this could jeopardise negotiations further down the track. A good recruiter will be informative and should set you on the right path.

A fresh start. Before you start your new role try to take some time off; ideally a week will help you re-charge your batteries and allow you to get that well-deserved massage. It’s a good investment and you will be fresh and ready to go.

Any comments?

Tim

But how reliable is the number of individual jobs posted on SEEK and how closely does this number equate to actual individual positions within individual companies?

There are thousands of ads on SEEK that fall into the duplicate or phantom categories;

• Multiple listings of the same role by the same company or recruiter
• One role being listed by the company and a recruiter
• One role being listed by more than one recruiter
• CV collecting general listings ie “Calling all Brand Managers” etc.

Now SEEK loves this because it increases their revenues. As the competition for Talent intensifies and the lack of a strong alternative the candidates will continue to go to SEEK as the first option. Unfortunately they will have to sift through this maze of duplicate roles and opportunities.

The report on Sales make the following positive comments on FMCG;

“The FMCG sector is performing strongly and is a highly competitive market. We are seeing strongest demand for business development executives, national account managers and category managers as companies strive to differentiate their product offerings.”

From my perspective the employment market has definitely slowed but the number of candidates has also reduced, so still a tight market. The report also indicates that 65% of employers are planningto increase their sales head count over the next 12 months.

Despite the tightness of the market the survey predicts only moderate salary increases of 5-10% over the next 12 months.  I will put a survey up and get some feedback on what you believe salary increases should be for the next 12 months. The other major issue in my mind are Car Allowances and Employee Benefits. Companies are offering a wide range of different amounts to cover vehicle and running costs. From my experience these range from below $15,000 to above $25,000 per annum, with the mean usually being around $18,000. Employee benefits are also a grab bag of different incentives and options that seem to mostly come from international organisations rather than Australian based businesses.

Bonuses are also very hard to get a handle on as well. Some are company performance based and some are individual and most are a mixture of both. While these have been very popular in a strong period of economic growth, as confidence drops and uncertainty prevails most employees will focus more on the base salary of the next 1-2 years.

Historically Marketing can often be the first profession to get the chop when the economy turns as spending on A&P drops off. The Michael Page survey suggests that in the current environment demand will remain strong and the supply of quality candidates will continue to strugle to meet this demand. The report states;

“Employment prospects in the FMCG sector remain strong due to brand consolidation
and expansion of existing marketing teams to deliver growth in this highly competitive
market. Competition for quality marketing professionals with brand and consumer
insight experience is strong as companies strive to become more creative and
differentiate their products in the market. There continues to be high demand for both
product and marketing communication candidates within financial services. This
is largely due to the specific and technical nature of the areas being supported.”

Their survey indicates that 56% of employers plan to increase their permanent headcount and 43% plan to increase their usage of contractors. While the tightness of the market is set to remain in place the survey indicates only a minor increase in salaries of 3-5%.

Overall a pretty strong forecast for both Sales & Marketing. In my opinion things are tightening up in terms of openings. Employers are happy to wait for the right candidate and are doing more pre-employment checking to reduce their risk of making a mistake.

Interested to get your opinions.

Tim

Companies that aren’t even in the FMCG industry want FMCG experience in their new hires. And because job seekers are constantly faced with this barrier they all want to work with FMCG to give themselves the best chance of securing those coveted roles.

What’s the fuss over FMCG and why does everyone want it?

First of all, what does FMCG really mean? It stands for fast moving consumer goods. We all agree on that but then the definition gets grey. Everyone has a slightly different interpretation, often depending on what industry they work in! Here’s how we’ll define it…when you walk down the aisle of your local supermarket and can pick the product off the shelf it’s classified as an FMCG.

But it’s still not that easy. Stationary manufactures could argue that they’re in grocery therefore they’re FMCG. Let’s compare the difference between a carton of milk and a pen. Milk is a high volume product that is restocked several times a day (hence the name fast moving); it has a short shelf life and is considered an essential…unless you’re lactose intolerant! Pens, on the other hand, are purchased occasionally, have a long-term expiry date and could be considered a luxury items. So milk is FMCG and a pen is a consumer good. For the purposes of this article, we’ll say that FMCG are any household essentials that are sold through the grocery channel.

There are good reasons why employers want people with household product manufacturing and marketing experience. Marketers within FMCG are total business managers for their categories. They manage the entire process from research and development, manufacturing, product launches and ongoing marketing management. They are marketing generalists with involvement in all aspects of their products. In many other industries marketing has become highly specialised. There are product managers responsible for a specific part of the products life, then there are marketing communications specialists who manage another area of the same product or insight managers who are accountable only for research and the list goes on. That’s why FMCG marketers are different and more like business managers. They manage all of these specialised areas themselves.

FMCG is a tough market that’s all about incremental advances rather than huge year on year growth. They have to focus on other things, not just the marketing, to sell product. The grocery distribution channel is extremely challenging because shelf space and position is at a premium. It’s essential to get forecasts right because out of stock situations mean disaster in this high volume business.

As a total business manager strong financial analysis is essential. FMCG marketers know how to crunch data and make that information relevant to the business. Sometimes relatively “simple” decisions, like changing a package design, could have dramatic financial repercussions. As the margin for error is slim it needs to be analysed; will the sales generated by the new packaging outweigh the costs? To make this decision it’s important to have an understanding of the total business and how a product or category contributes to the bottom line.

FMCG is a misnomer – the product might move fast once in grocery but everything else leading up to that product launch is slow. It takes years of research and development for products to be developed and this is just one of the reasons why large FMCG companies spend huge amounts of money on research and systems. The benefit of working in the FMCG industry is a process-driven approach. It’s also why cutting edge marketing strategies and disciplines come from this industry.

In commodities it’s hard to create an emotional bond. It’s easy to form a relationship with a new luxury car but how to do that with a tin of baked beans? And what’s the difference between one brand of baked beans and another? These products are low involvement, price sensitive and have to appeal to a mass market. Food marketers must work harder and smarter to capitalise on every advantage. That’s why every new packaging idea on a well-worn product is heralded as a marketing feat. I can’t imagine how excited the marketers where when someone came up with the idea to have a squeezable tomato sauce bottle. Even a new sticky label to close a pack of chocolate pieces is a selling feature these days. The development of new innovations in this market are so long in the research realms, poked and prodded by focus groups and are under constant scrutiny due to the enormous resources tied up in their success. A food marketer may be working for months, even years, on just a single packaging advancement so it takes a certain level of commitment and diligence.

But before we jump on the FMCG bandwagon there are some limitations. The downside of sophisticated processes, technical data and research is that FMCG marketers are not necessarily trained to make interpretations based on “gut feel”. If your industry or company doesn’t have a high degree of procedures, and is more instinctive, a person from FMCG might not be the right cultural fit. The FMCG industry is also used to dealing with long lead times. If your company turns on a dime and needs to change directions quickly to react to market place forces then someone with FMCG experience might not be as adaptable.

And finally because these people are in demand as employees they cost a lot of money. The salary range can be double that of marketing professional from other industries. Given this fact alone it’s important to determine whether they will make return on your investment or if another candidate, qualified but with non-FMCG experience, could also contribute to your business just as well without the overhead.

For those people trying to get a foot into FMCG there’s a couple of traditional ways. Start at the bottom, usually as a sales executive after graduating with a Bachelor of Business in Marketing, and work your way up. Or gain experience in another industry and salary sacrifice to get into FMCG. But before making this decision consider if FMCG is right for you. The long lead times, statistical analysis and processes demanded in this industry may not suit people who work better in a more dynamic environment. Ask yourself if this is the kind of marketing for you or if you just want to do it because everyone else seems to want it!

It’s clear why many companies and job seekers are keen to have FMCG experience. But some companies will never need the experience of an FMCG marketer and some people may never want to practice this kind of marketing. It’s important to see that while FMCG know-how is valuable it isn’t the be all and end all of marketing. Now you know what all the FMCG fuss is about.

It is no secret that candidates become frustrated when they do not receive frequent communication; let alone no communication! They send their resumes to recruiters and direct to organisations and don’t hear back. They fill out the forms they are asked to complete, receive that instant email that acknowledges their effort yet often don’t hear anything. It’s not just about the initial communication; it needs to be ongoing throughout the process. Let’s also not forget the benefit in communicating with candidates about other important points for example the format and content of their resume, providing information on what’s happening in the market and how they might best position themselves.

There is only one chance to make a good first impression. That’s the traditional advice given to job seekers. But recruiters and organisations should also pay attention to this excellent adage. Here’s why.

The job market has turned on its head. Gone are the days when recruiters or employers could pick and choose from seemingly unlimited job seekers desperate to get that job or work for “X” organisation. A buoyant market with high employment rates and a continuing skills shortage have seen candidates gain more control in the recruitment process. High-skilled candidates can be selective. It is common to have recruiters chasing potential candidates and for the candidates to be considering several roles. They have the luxury of choice as to who they want to deal with. The first impression the candidate has of the recruiter or organisation can play a major role in their decision to engage, or not to engage.

On personal interaction, timeliness, courtesy, good communication and respect say more about the company than the shiny brochure or user-friendly web site. The overall experience a candidate has throughout the recruitment process can make the difference as to who will represent them and who they will recommend to their friends and colleagues. The old saying that today’s candidates are tomorrow’s clients, or today’s candidates are future employees remains true. Creating a positive candidate experience is critical to long-term success for all parties.

Let’s talk about the process from the candidate perspective. In the past it was more one sided about the candidate being judged. The old attitude of being grateful to be given an opportunity or to work for a particular company is well and truly buried. But the potentials must be still put through their paces; which in some cases can be laborious and over-processed. The first interview, the second interview, the case study, the psychometric test, the meet the team and so it goes on. It is not uncommon for a process such as this to take 4 weeks or more. During this time of course the patient candidate sits and waits, hoping for success to call….or do they sit and wait? Not always. It’s now a two sided process. The last person standing is not always the most dedicated or committed. It’s a testing time also for the recruiter and the employer as the candidates are judging on how the process is being managed and how satisfied they are with knowing what’s going on. Let’s face it nobody likes to be a mushroom! It’s up to the recruiter in particular to keep the communication open and ongoing, in the hope that the time-lag won’t see the candidate opt out. For those candidates who do decide on the latter, they have their other offers to consider. Across the various stages the recruiter should be speaking with candidates every couple of days to manage the risks and ensure the candidate is satisfied and informed, by phone or email. If the communication is poor, the candidates won’t know what’s going on or where they stand and are likely to decide this is a waste of their time.

The flip side of this is that if a candidate has a fantastic recruitment experience they will share their experience with their friends and colleagues. Treating everyone with respect and communicating in a timely manner can result in a positive experience, even though only one person is successfully placed in the role.

So what needs to happen? Candidate communication must be a top priority. The rules are simple; treat candidates as you would want to be treated yourself. Provide all candidates with immediate and accurate information about their status, give them as much feedback about their qualifications and skills as you can in the context of the position they are interested in and importantly, keep them informed and up-to-date on their status. So why is it so hard?

With the growth in online application tools the volume of resumes received by recruiters can be quite overwhelming. It’s so easy to apply for roles today that even candidates sometimes can’t recall which roles they’ve applied for. Trying to get back to all candidates in a reasonable timeframe and at different stages of the process is a challenge. Then there’s the delay with clients’ availability or making decisions in order to provide feedback. Despite best endeavours and intent, in some instances not all candidates will be responded to in a timely manner. Its not rocket science but it is time driven, just like everything else today.

Information is delivered to our desks faster than ever before with demand and tasks increasing and pressure to respond quickly. More work to do in a day than time allows causes slippage. However at the end of the day it’s about priorities, service and delivery. To manage effectively the processes and tools must be in place to deliver that service as efficiently as possible. As with most businesses it’s what distinguishes companies in the market – the quality of the service or product they provide to their clients.

At Market Partners we provide a caring and personal approach to recruitment. We strive to eliminate hassles, and foster an atmosphere of fun, courtesy and mutual respect. We do everything we can to make the recruitment experience as stress-free as possible. Keeping our candidates in the loop is critical. We’ve all been in that situation and know what it’s like. We like to keep the communication open about all factors relating to the process including talking to our candidates about their expectations, are they in or out of the market; keeping them realistic in relation to demand and supply. We are often asked by candidates for advice on the best way to brand themselves, to talk about that next step in their career or for tips on their resumes. It’s always about quality, not quantity. You have 30 or 60 minutes with someone; you want them to leave with more than they arrived with; add some value and for them to feel informed.

Here are some tips to keeping candidates in the loop:

Don’t create a black hole! Respond to candidates when they have applied. If there’s a delay for legitimate reasons explain that to the candidate, don’t keep them guessing. Ensure their application is acknowledged. If they do not progress to the shortlist stage ensure they are advised ASAP. Make sure you use email in the most effective way possible. If someone calls directly, call them back. Don’t wait until the role is filled before letting these people know.

Discretion please! If you are contacting someone about an opportunity, don’t leave a message that could expose them. Use their mobile phone or their private email.

Watch the clock! If you are doing a phone interview or first-level screening with someone who still has a job, don’t take too much time. Set expectations up front and always check that they are OK to talk. It’s the little things. People appreciate respecting their current duties and privacy.

Hello, anyone there! Give feedback ASAP, ideally within 48 hours. If you expect to take longer than two days, let them know that. Don’t think about it, do it. We all know what thought thought!

Expectations! People have very different opinions about how an employment offer should be handled. Be open about salary range and encourage candidates to be open about expectations. Quickly get to an offer, long negotiations are a turn off. Be clear, time is precious.

A fresh start! Typically, people need to give between 2 and 4 weeks notice before starting their new role. Work for the candidate and try to negotiate a week off in between roles. It’s a good investment and they will be grateful.

Remember that life is a 2 way street; what you give you will benefit from in the end. Talk to your candidates and keep them in the loop. Keep their experience top of mind and develop relationships for the longer term, for everyone’s benefit.

Out of the box – candidate quotes

“Thanks for calling me back!”

“Thanks a lot for your valuable time and the professional tips you have given to me for my career development, and my positioning in the market etc. It does help me gain a better understanding of my value and positioning in the job market.”

“Just a quick note to say thanks for your assistance in my job search in the past few weeks. Your appreciation of Category Management I learnt is hard to come by!!!”

“I so enjoyed our vital exchange of ideas and your input assured me that ‘others do agree with me’ on where things are at and where they are heading.”