Topics Outside the Box

January 2006 Archive

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January 30, 2006  [Anonymous Contributor]

Will you be linking to other blogs from yours? Will you feature any interviews with some of the role models in the profession? Or even the CMO/marketing types who own the PR budget in some way? Will this be US-centric, or take a global view - could there be a global element as economies shift?

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January 30, 2006  [Anonymous Contributor]

Would love to see coverage comparing the standard consulting model - individuals with their own small companies, vs. the consultant "stables" model, like Aquent (recent reunion found 10 of 13 former execs working through these agencies as hired guns)... Feeling more like a fine wine everyday.

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January 30, 2006  [Anonymous Contributor]

Although I am not at the VP level, I still enjoyed the educational information and perspective. We actually had a related topic come up at work this week. How should you handle executive recruiter cold calls if they leave a message or send an email... He called everyone on staff? We do like to be courteous, but we really didn't have any names Should everyone call him back? Should we designate one person to return the call?

And here's one for the grapevine... maybe. Does this qualify National communications reorganized it traditional communications functions under a communications VP. That role is being filled by the VP of worldwide marketing and sales on an interim basis. I'm not sure how long the marketing and sales VP will maintain that role, but human resources seemed to think that a requisition will be opened for the position, possibly in the spring 2006.

[JUDY]

Recruiters who get a departmental list and cold call everyone in the group is not a professional recruiter. He or she is on a fishing expedition and that tells me not to trust the recruiter. There is nothing confidential that you should release to an individual who behaves that way because there is no telling how he will use the information you provide.

I could write a book on contingency recruiters (who make money only if the dart hits the target and the individual is hired) versus retained search firms that have a contract and should display a modicum of respect for you and the confidential nature of what you are revealing.

Just remember you have the right to ask many questions before you give out any personal information and if you don’t like the recruiter’s approach, don’t work with him/her. If you’d like to know what to ask, etc., that is the subject of another essay. The point is you have a lot to lose, including your job if this recruiter is not trustworthy.

One thing you can do, is simply say, “I am not in a position to provide any confidential information nor will my colleagues be able to do that (assuming you all agree) and I know you have been in touch with our group.” 

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