May 21, 2018
Larry Brantley, President of Chaloner & Associates, brings more than 30 years of experience in the communications, marketing and design world to his role at Chaloner. a national executive search firm specializing in communications, public relations and marketing recruitment. He’s worked with brands such as JCPenny, HP, EDS, Texas Instruments, ConocoPhillips and many others to place executive level talent in the marketing and communications roles. PRSA Boston recently had the opportunity to ask him for a few insights into the current job market.
Q: What are some of the key trends you are seeing in the hiring process these days?
A: Firms are now offering signing bonuses, relocation packages, enhanced benefit plans and increased compensation plans. It is a candidate market. Employers are having to compete for talent. It has not been this kind of employment climate since the late 1990s.
Q: What skills should PR and Communication professionals be looking to refine / develop as they start a job search?
A: We all need to be proactive in developing our knowledge in online content creation and management. Social media is key to all PR professionals. Whether you create online content or manage crisis communications, it impacts all of us in a world where everyone uses mobile communications on a regular basis. It is a qualifier in resume screening.
Q: There was a time when communications and digital marketing jobs were separate. Is that still the case? If not, are you seeing employers who are looking for candidates with both sets of skills?
A: Employers are looking for people who are multi-faceted in their skills and ability to do more for their company. It is imperative that we, as candidates, are able to multi- task and spin many plates at the same time. Larger firms may separate traditional communications and digital communications to different teams. However, small to mid-sized companies expect individuals to do both.
Q: Are employers paying more attention to diversity in the hiring process?
A: Employers are ideally looking to have a balanced approach to life experiences, cultural perspectives and gender views in their business. We do not have the same constraints that affirmative action required in the 90s, but our customers and clients look to see that our business reflects the market in which we live. We approach all candidates as “talent”, not male/female, gay or straight, Jewish, Muslim or Christian. The only consideration for us is who is the best qualified candidate to perform the job function. Our salary range budgeted is the same for all.
Q: How important is experience vs. an ability to adapt and learn?
A: Both are critical to the success of a new hire; however, adaptability is a critical component into cultural fit in an organization. You can have all the experience in the world, but if you are inflexible, you will be out the door.
Q: What mistakes should a candidate avoid in the interview process?
A: We do our best to prepare a candidate for an interview with our clients. We share a little background on the individuals you may be meeting to help you be relaxed and familiar with who you meet. There are in my opinion some important things to consider-
- Don’t regurgitate everything listed on your resume. The resume helped to get you in the door but now they want to get to know you.
- Let the interviewer lead the conversation. Don’t come in with your own discussion plan.
- Be yourself. Don’t try to be someone you are not.
- Thank the contact for their time and opportunity to meet.
About Fast 5
This is a feature of PRSA Boston’s Hot Topics blog page. The expert subject is someone who is clearly in demand or on the go. But we know leaders like to share, so check back for insights, wisdom, author’s books about to hit the stands and other valuable tips. @prsaboston #prsabos
Do YOU have a candidate for a FAST 5 interview? Email: Joshua Milne at email@example.com and
pitch your subject expert!
April 22, 2016
Fast 5: Q & A with Chaloner Associates President, Amy Segelin: 5 Things to Know About Recruiting Millennials
By Brooks Wallace
Working in the communications, PR and marketing recruiting world for more than 15 years puts Chaloner Associates President, Amy Segelin (@amysegelin), in a unique position to observe generational differences among talent groups. The generation on everyone’s mind these days is millennials – trying to find them, retain them and figure out what makes them tick. But what it boils down to, says Segelin, is how each group was raised and what technology each had at its disposal. Millennials are very level-headed, smart and tech-savvy. It’s no secret that millennials have grown up with more access to technology than any generation before them, and that tech savviness has shaped their tastes, priorities and intelligence.
We caught up with Amy to ask her 5 things to know about recruiting millennials.
- First, company reputation is incredibly important to millennials. Again, this comes back to technology, because millennials can find ANYTHING online. One bad online review from a disgruntled employee can ruin the reputation a company has worked so hard to build. Employers have to be ready to answer tough questions.
- Culture culture culture. Take a look at millennial focused job markets — San Francisco, Austin, Portland, Brooklyn. They want food sharing, common gathering areas, a high level of in-person interaction, a coffee culture, rooftop gatherings, etc. There’s been a total shift in culture. They’re all about creating a community within the work culture.
- Millennials are a generation that understands you don’t have to burn the midnight oil to excel at your job. Time for extracurricular interests outside of work are important to them. They don’t believe they have to eat, breathe and sleep work. This is a nouveau work/life balance.
- It’s very important for millennials to feel a sense of giving back through their work. The mission of the organization is important to them; they prefer to feel they’re tied to a mission. This is something we talk about with millennial candidates all the time.
- They know their market value, so make sure you have a clear and honest conversation about compensation from the get-go. Don’t be surprised when they come back wanting more. Specific to PR, millennials who work in PR know how in-demand they are, especially the AAE, AE, AS level. We see them get counter-offers or entertain competing offers and take time to make their decision.
Amy joined Chaloner in 2001 as the company’s first-ever project manager, and was quickly promoted to recruiter. In 2004, she relocated to New York and established the company’s second location. Today, as president and owner, she oversees both offices, builds business and works on national searches in all industries. Amy graduated from St. Lawrence University, and before joining Chaloner, she worked for global retailer, Talbots. Actively involved with several charities, she often speaks at communications and recruitment industry events. Amy lives in Brooklyn with her husband and young children. Amy also helped establish PRSA Boston’s Ted Chaloner Learning Fund, which helps early and mid-level career chapter members access best practices learning opportunities in social impact communications and public relations.
About Fast 5
This is a feature of PRSA Boston’s Hot Topics blog page. The expert subject is someone who is clearly in demand, on the go, and nailing them down for a conversation is about as easy as … winning Powerball at $1.5 billion! But we know leaders like to share, so check back for insights, wisdom, author’s books about to hit the stands and other valuable tips. @prsaboston #prsabos
Do YOU have a candidate for a FAST 5 interview? Email: Joshua Milne at firstname.lastname@example.org and pitch your subject expert!
Disclaimer: The views and opinions expressed in this article are those of the author or the individual being interviewed and do not necessarily reflect the official policy or position of PRSA Boston, PRSA National, staff or board of directors of either organization.