Finding the needle in the haystack: What’s Important, What’s Not When Seeking The Best Person For The Job
One weekend in March, I cried into my bowl of Cheerios as I sorted through 300 cover letters and job histories of qualified communicators desperate to find work. At my company, NATIONAL Public Relations, we weren’t on a hiring binge, but we did have the luxury of choosing the best of the best for any positions that were available.
As communicators, we find social media to be extremely exciting. Never before has there been such an incredible opportunity to connect with and engage so many people so quickly. But social media is about much more than simply influencing
Some of us aspire to be leaders. Many who get within close range of leading get cold feet, or crumble under the weight of our own ego. Effectual leadership is not about being good at telling others what to do. In fact, it’s the opposite.
“I’m tough but fair,” some bosses like to say. What does that signal to an employee? For some, it means the supervisor has high expectations and rewards good work. To others, it means the boss is unpleasant to deal with, makes unrealistic demands and rarely acknowledges the achievements of others.
There’s nothing worse than sitting through a boring training session that a supervisor implored you to attend. When an organization decides to offer “development opportunities” for employees, or
It takes courage and confidence to stand up for your ideas when others think you are wrong. But “going it alone” on a regular basis in public relations won’t improve your chances of career advancement.
“You’ve come a long way, baby!” For the communication business, that tagline has even more meaning than the old Virginia Slims ad that got scores of women hooked on smoking. In Canada, women rule communications consulting and it’s time the industry acknowledged it.
