Straight Talk From Sales and Marketing Hiring Managers

We love to share insights from hiring managers in the sales and marketing industry on what it takes to get hired. Today’s guest is Jeff Rappaport, CEO of Outlook Marketing Services, Inc. Founded in 1995, Outlook Marketing is a content marketing and communications firm in the Chicago area focused on serving global brand and emerging companies in the IT, healthcare, manufacturing, and financial services industries. Here is an edited transcript of our conversation.

BYC: What types of qualities do you look for in candidates?

JR: Well, it depends on the position, but generally speaking, I look at their industry knowledge. For example in the healthcare industry, I want to make sure they understand the industry, business models and the target audiences our clients are trying to reach. I also look for foundation skills, such as their ability to think, clearly communicate, and write.

BYC: Where do you like to find candidates?

JR: Referrals and LinkedIn is where we have recently found candidates. Additionally, If someone at Outlook refers a person that accelerates the process. It’s almost like being able to pre-vet the candidate. We have also found alumni associations to be a great source, especially for entry-level candidates.

BYC: What is the most important thing you consider in assessing a candidate?

JR: Their skill competencies and having a proven track record. If they are proficient that is one thing, but when I see a strong sense of caring and trust that clues me in to their work ethic. I also look to see if they are a cultural fit for the company.

BYC: How important is a person’s resume in the hiring process?

JR: It’s important. It gives the employer a snapshot as to what they have accomplished and whom they have accomplished it for. You get a baseline of results they have generated and the industry they did them in. We actually read all the resumes that come in. It’s not a computer application looking for key words doing the initial screening.

BYC: Do you check out candidates on LinkedIn before you speak to them?

JR: Yes, we are always checking LinkedIn.

BYC: Do you have any tips for someone looking to move into the agency atmosphere?

JR: I think they have to be able to enjoy the energy and effort required to multi-task and handle multiple clients. They need to be proactive in learning the client’s business and take that knowledge and use it to help them decide how to counsel a client on planning or individual marketing tactics. Finally, they then need to be able to execute, or deliver what they just counseled the client on.

BYC: What is your favorite recruiting story?

JR: This isn’t as much of a story of a candidate as it is about recruiting methods. We have run ads for open positions in strategic geographies in both online and print, but it is usually through LinkedIn where we recently have found top candidates. When we post something on LinkedIn we get a tremendous amount of response and referrals from our networks.

BYC: Do you have any favorite questions you like to ask in interviews?

JR: I actually have a few questions I always like to ask.  I always ask for candidates to describe their Nirvana job and then describe their Nirvana work environment. This helps us assess if they are going to be a good cultural fit for my company. I also always ask what are the things that you love to do and what are the things you detest. Two other questions I ask are: how would your friends describe you and what are you the most proud of and least proud of in your career.

BYC: What is your best advice for job candidates?

JR: Have a resume that shows results and the discipline of skills you posses. When you submit your resume, your cover letter or email is being evaluated just as much as your resume.  Remember the employer is your potential customer so it’s important to be innovative and creative in order to get me to respond. I would also suggest adding links to an online portfolio. We like to see evidence of the candidates’ stated results..

So, I hope you enjoyed this installment of Straight Talk From Sales and Marketing Hiring Managers. If you’d like to be featured in this series, please contact Michelle at 773-531-3457, or info@brandyourcareer.com, as I am always looking for more managers to interview.