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Showing posts from January, 2011

KILL SOUP DUMPLING - How to Eat Soup Dumplings

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When I'm LA I always have to go to Pasadena for these amazing juicy dumplings. That's what they call them - juicy dumplings. How could Pasadena have a culinary treasure that NYC doesn't have? I decided it couldn't.

It only took me about a minute on google to fine this. They call them SOUP DUMPLINGS. I have to try it. Tomorrow.

What does this have to do with PR Jobs? I don't know! Nothing! But anyone interested enough to read my blog deserves to know about Shanghai Joe's

Snowy Days are Good for Recruiters!

I reach out to people about job opportunities almost every day. I would say I hear back from 25% of them. But yesterday, when Mayor Bloomberg advised us all to work from home, I heard back from 100%!

Even folks that weren't interested in the position I contacted them about had a moment to recognize that it might make sense to get back to a recruiter. Or maybe they had time to take a breath and exercise the common courtesy of getting back to someone.

Agency VP - Beauty - (NYC)

This top 25 PR agency is also one of the fastest growing agencies in the country.  The company is known for superlative client results and a fast paced, fun and exciting environment. 
The Vice President of the beauty practice  will provide planning and supervision for consumer healthcare accounts as well as provide specialized expertise in the healthcare industry.  He or she will provide leadership in servicing clients and keeping them happy.
He or she will drive corporate goals through participation in the decision-making and problem-solving processes regarding the servicing of existing clients.  The VP will also serve as the strategic liaison among client, account team and agency management.

The VP will be expected to work with account teams to build incremental business from existing accounts and also participate actively in new business development activities.   Presentation skills should be very strong so that you can clearly articulate ideas to clients, prospects and internal staff…

Account Supervisor - Consumer Health -- Top NYC agency

As the Account Supervisor in the consumer health practice, you will manage the daily workflow of multiple accounts while driving consistent media results.  Develop, review and approve agendas, press releases, pitches, recaps and other materials; approve activity reports, clipbooks and other internal documents.  Develop and maintain relationships with influential members of the media in order to ensure placements.  Lead client conference calls and attend client events. Participate in brainstorming sessions to develop strategic/creative thinking for clients.  And last but not least, perform research and the traditional miscellaneous projects as required.
The Account Supervisor will be expected to execute and advise on PR strategies and collaboratively develop strategic media plans.  He or she will provide guidance and leadership to junior-level staff on team issues, account workflow and general account issues and manage daily intern responsibilities.
Additionally, you will participate in…

Problems with Job Boards Inspires New Service for Charet & Associates

Many of you have probably seen the recent article in the WSJ about the drop in the use of job board ads.
(WSJ article)

In response to the overwhelming number of resumes, and the lack of understanding shown by HR beyond the keywords they're looking for, Charet & Associates is introducing a service where we review the responses, cull for the best resumes, interview the candidates by phone and then present the top three choices and three second tier choices -- with all the basic information about them that you want to know.

Flat price, we do it on your premises if desired, and it's completed in a few days.

TALENT ACQUISITION MANAGERS: 3 SUREFIRE WAYS TO GET YOUR OUTSIDE RECRUITER TO FAIL!!

Forced to hire an outside recruiter because you can't please that miserable business manager?

Afraid of the perception people might get of your value to the company?

Need to ensure that the specialty recruiter fails?

Here are three surefire ways to ensure they don't succeed...or at least make them suffer:

1. Don't allow the recruiter to talk to the hiring manager
This is vital! They may actually learn something you didn't grok. They may come to understand subtleties about the role that they would deviously use to help them to find the right person.

2. Don't give them any real feedback
If they happen not to fill the job with the first candidate they present, make sure you don't tell them why. They might learn information they could use to fine tune their research and this could give them an unfair advantage.
Don't let them know what hiring managers like about any candidate either, as this could also give them valuable insight they may surreptitiously…