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Showing posts from October, 2011

Chris Brogan--Highlights from the PRSA 2011 International Conference

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Things have been a whirlwind since the PRSA 2011 International Conference in Orlando. Phew!

But taking a step outside the day-to-day is the probably best way to get a fresh perspective on your daily work activities.

One of the most refreshing talks featured Chris Brogan, blogger, author and entrepreneur.



Probably the best thing about Brogan is that he’s real. In an industry not necessarily known for being blunt, and one that Mr. Brogan is not necessarily a part of, his views on PR offered a perspective looking from the outside in.

Something that many of us are catching on to and that Brogan promotes is that fact that we have left the era of pure self-promotion. It’s no longer “Our widgets are the best!” It’s “What can we do for you lately?”

“Make the customer the hero,” Brogan said.

Another catchphrase that I found myself noting down is “business is belonging.” And another: “frequency matters.”

When you combine these key points together, you have a snapshot of the new way businesses are …

Surviving and Enjoying a Business Conference, Spotlight PRSA 2011 International Conference

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As we busily gear up and checklist and pack and prepare for this year's PRSA 2011 International Conference in Orlando, we thought some of you may be doing the same and would enjoy some tips that we are relying on ourselves to jump into all that PRSA is offering us this year in Orlando.


Networking opportunities Orlando-style.

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GOALS

1. Create a "mission statement" for your conference experience.

Having clear goals and objectives in mind will help you best utilize these subsequent tips and further align your conference activities. For example, my goals are: "1. To take away the most professional PR knowledge possible and share it with colleagues and clients; 2. Establish contacts with potential PR job candidates and executive search clients who would greatly benefit from our services."

While this is obviously not intended to exclude contact with any particular attendee or workshop …

Senior Account Executive - Healthcare NYC PR Agency

This agency is growing but stable, the company is 35 years old but the healthcare practice is new.  They're serious about their work, but have a great work life balance.  The firm has been noted as one of the best PR agencies in America to work for, year after year.  In fact, this year they were on the Craine's NY Business "Top Ten Companies in NYC to Work For" list.
The position I'm recruiting for involves media outreach to the medical trades, hospitals, national media, business press, and even directly to targeted consumers. We are looking for someone with strong social media skills, and excellent writing and interpersonal skills.

The company has some great clients, and wonderful people to work for.  We're looking for someone really special, who'll appreciate the extraordinary environment and people at this agency.  This person ideally has about four or five years experience working in the healthcare group of another NYC PR agency.

What employers can do about the trend toward specialization

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This is not really going to be a post about what employers "can do about" specialization as they are probably most benefited from this trend. At the same time, it's fair to say that as human resources practices change, employers are going to need to make some adjustments in the way they hire in order to attract and maintain a strong workforce.

Seek a specialist

Seeking someone with specialized knowledge in a particular area brings a more driven and focused perspective to a new position. While team players and general competence is key, hiring those with a particular knowledge of an area can help build a stronger position from which you can make larger strides in a certain sector.

For example, hiring a PR who can do both general PR and healthcare PR will allow you to focus on the healthcare vertical of your agency.

Hire someone who everyone is happy with

In a BusinessWeek article, Steve Jobs says he's had candidates be approved by nine co-workers only to be rebuffed by t…