How to Stay Positive During the Job Search

The events of the last year have put thousands of experienced promotional products professionals out of work. They face a tough job market and are unsure what the future holds. We don’t have a crystal ball, but here are ten steps that you can take to stay positive and productive during your job search.

Settle Into a Daily Routine

We all find comfort in our daily routines. When on the job search, create daily habits built around consistency. Get up at the same time every day, get dressed for work, and designate a daily job search schedule.

Set Measurable Goals

When searching for a new job, you’re going to encounter many more losses than wins. Rejection is a part of the process, and you need to be ready for it. Set yourself up for success by setting small, measurable goals for your daily activity. These goals will help to keep you motivated and productive.

Make a List of Your Achievements

Confidence is a huge part of your job search. It’s a tremendous asset but one that will be tested often. To bolster your confidence, make a list of your career and personal achievements. Awards, problems solved, and major projects should make your list into a positive reinforcement tool when the going gets tough.

It’s a Full-Time Job

When you’re unemployed, you still have a job. Your job is to work as hard as possible to get employed. You need to consistently work toward your goal and treat your efforts like a full-time job.

Don’t Beat Yourself Up

Around 55 million Americans have filed for unemployment due to COVID-19. Realize that you are not alone in this. Millions of experienced, valuable professionals like you are in the same boat. Don’t let stress or frustration get to you. Simply focus on productive activity and take it one day at a time. The job search is a marathon, not a sprint.

It’s Not Personal

You are valuable and important. You’re in this lousy situation due to bad luck, not bad performance. Work on your mental toughness. The obstacles and setbacks that you encounter are just a part of the process. It’s nothing personal.

Keep Busy

A big key to being productive is to stay busy. You don’t need to be in job search mode 24/7 but try to keep your days full. Exercise, enjoy hobbies, volunteer, and spend time with your family. Stay active and don’t let the ups and downs of the job search drag you down.

Practice Interviewing Skills

Do your due diligence. Opportunities will present themselves and you need to be ready to capitalize on them. Research potential employers, improve your interviewing skills and sell yourself every chance you get.

Engage With People 

There’s a heavy stigma around being unemployed. Because of this, your natural reaction may be to withdraw. This is the exact opposite of what you need to do. When you’re facing career challenges, you need to engage fully with your friends and contacts. You need to let others know what’s happening; they may have some answers for you or leads on new opportunities. Making new connections and revisiting old ones is a great way to generate some forward momentum for your job search.

Focus on What You Can Control

Many variables will have an impact on your job search. Sometimes it comes down to something as arbitrary as the mood of a hiring manager. Most of these variables can’t be controlled. Recognize these and let them go. Job market trends, the state of the economy, and your geographic location are completely out of your hands. Spend your time improving your resume, enhancing your LinkedIn presence, and learning new skills. Control everything that you can and hope for the best.

Taking these ten steps will put you in a positive mindset and ensure success in your job search.

What tips or advice would you share with promotional products job seekers?

 

The State of the Promotional Products Talent Market | 2021

Finding great people is always a challenge. However, your odds of finding and hiring great candidates are significantly increased if you have a firm understanding of the talent pool that is available to you. In other words, knowledge is power.

Our team of sourcers and recruiters have had hundreds of conversations with hiring managers and job candidates every week. To provide managers and candidates with a better understanding of the promotional products talent market, we’ve tracked these conversations over the past twelve months. The results of our analysis have provided the insights below.

If you’re planning to grow your firm and add to your team in 2021, here’s what the promotional products talent market has in store for you:

DISTRIBUTORS

Executive-Level

Within the distributor-side of our industry, executive-level job candidates are much more available than they were in 2020. Most of these candidates are in senior management positions and are weathering business downturns with their current employer. These are the people in the $160,000 to $225,000 compensation range. They’ve been smart to stick with their current employer during the pandemic but are looking to make a jump at the nearest available opportunity.

Management

Experienced distributor managers find themselves in for the long haul with their current employers. These folks face a bit of a logjam. Most distributors have made a concerted effort to bring in relatively young, savvy senior managers from outside the industry. Unfortunately, many of these candidates find themselves with little room to advance and a job market that they don’t quite trust yet.

Marketing

Demand for marketing managers and marketing support reps fell off a cliff in 2020. Many distributors still struggle to grasp the real ROI of their marketing efforts and often view marketing as a cost center. With most distributorships tightening their belts, marketing expertise has been pushed to the side until end-user spending stabilizes.

Sales

The talent market for distributor-side sales reps continues to tell the story of two different models. Both have taken their lumps during the pandemic. Demand has been very strong among distributorships with a commission compensation structure. The reason for this is simple economics. Demand for sales reps with firms using a salary plus bonus compensation structure is keeping pace. These firms have fine-tuned their branding agency business model and are investing in new salespeople with promotional products or adjacent experience. More and more we’re seeing veteran reps swing to the agency model for financial stability.

Customer Service

Distributors, large and small, continue to have a difficult time fully staffing their customer service and sales support teams. An increased customer focus within many distributorships has put these job candidates at a premium. The growth of many distributorships with a commission compensation structure also adds to the demand for these candidates. Experienced, knowledgeable customer service people remain very sought after in today’s talent market.

Vendor Relations/Sourcing/Merchandising

Vendor relations, sourcing, and merchandising professionals were highly sought after on the distributor side throughout 2020. Unlike marketing, most distributors view vendor relations and sourcing expertise to be critical to their cost controls. We expect compensation for more senior roles to creep into the six figures by the end of 2021.

SUPPLIERS

Executive-Level

Despite the effects of the pandemic, the game of musical chairs has continued on the supplier-side of our business. This movement was due mostly to mergers and acquisitions that continue to change the face of our industry. Several top 40 firms are looking to expand or make changes to their executive team in 2021. Real innovators, candidates who are embracing the large-scale changes coming to our industry, are in particularly high demand.

Management

At the management level, there are far fewer opportunities than in 2020. We’ve seen very little movement at the director-level over the past six months. This is largely due to the pandemic as even unhappy professionals are hesitant to make a risky career move.

Marketing

Suppliers recognize marketing as an important differentiator. However, due to instability within the industry, suppliers have been standing pat with their marketing teams as currently constructed. Owners are scrambling a bit to find new ways to set their businesses apart without taking on new costs.

Sales

The traditional game of supplier sales rep musical chairs has been replaced with a large number of out-of-work promotional products professionals. There’s a significant pool of experienced and successful supplier sales reps who are seeking their next career opportunity.

Customer Service

Suppliers are no longer adding staff to their customer service teams. Layoffs haven’t had a significant effect on this group as suppliers understand the importance of providing distributors with positive customer service experiences.

Sourcing/Merchandising/Purchasing

Vendor relations, sourcing, and merchandising professionals were in high demand throughout 2020. Suppliers have been quick to seek out new vendors as they work to cut costs and pivot to PPE sales.

RISE OF REMOTE

Last year our State of the Promotional Products Talent Market analysis provided insights into the promo job market for five separate regions of the US. It took a global pandemic, but our industry has finally embraced alternative officing (remote or work-from-home). Technology has made this move relatively seamless for most distributors and suppliers. We’ve talked with many distributors who have closed down their traditional offices and will be 100% virtual moving forward. It will be interesting to follow this trend over the coming years and see which companies opt to go back to traditional office spaces.

TAKE ACTION

What are your growth and hiring plans for 2021? Do you have the talent you need to succeed?

PromoPlacement has the insight, network, and expertise to ensure that your team is made up of the best talent our industry has to offer. Contact our team today to discuss your business goals!

 

How to Ask for a Raise

In today’s workplace, if you want a raise, you’ve got to ask for one. However, if you’re like most people, you’ve probably never asked for a raise. The first thing you need to know is that it’s perfectly normal to ask. Here is a guide that will help you get the salary you deserve.

When to Ask

Like with most things in life and in business, timing is critical. You don’t want to catch your boss on a particularly busy or stressful day. On the other hand, if you’ve just closed a big deal or saved the day for a major client, it could be time to capitalize on those accomplishments. A good rule is to wait for the one-year mark of when you were hired or last promoted.

Build Your Case

Once you’ve decided that now is the right time to ask for a raise, it’s not enough to be prepared to simply ask, you must be prepared to persuade. Outline your accomplishments over the year, point out the ways you’ve gone above your job description, and highlight the projects you want to take on in the future that also go beyond your official duties. Here, numbers mean more than anything else. If you’ve made quantifiable impacts for your company, be sure to cite those specific numbers.

Know Your Number 

Don’t just ask for a raise in general. Be specific about the increase you’d like (either in dollars or a percentage). Do your research and know what the market rate is for your skillset.

Don’t Make it Personal

You might need more money for any number of reasons. However, your boss doesn’t need to know and likely won’t care. Expect any raise to be given out based on merit and your impact on the company, not life circumstances. Keeping the conversation business-focused will only help your chances. 

What to Say

Your request should be fairly brief. Focus on why you think you’ve earned a raise. Most of the time, something like this is sufficient:

“I really appreciate the opportunities you’ve given me to take on greater responsibilities. I’ve been getting great results in those areas over the last year and have exceeded the goals we created. Could we talk about adjusting my salary to reflect this higher level of contribution?”

“No” or “Maybe”

If you get a “No”, follow up with questions about what additional responsibilities or improved performance your manager feels would warrant a pay increase. If you get a “Maybe”, make sure you’re clear on what the next steps are. Whether the plan is to pitch your proposal to HR or reconvene to discuss things in more detail, find out what else can you do to further make your case.

Don’t give an ultimatum

You should be confident and assertive in making your request for a raise. However, you don’t want to come across as too demanding. The last thing you want to do is give your manager an ultimatum. Unless, of course, you are willing to follow through with it.

It’s totally normal to ask for a raise. You need to know when to ask and how to build a compelling case for yourself. Know what number you want to get to and don’t bring your personal situation into the discussion. Prepare what you are going to say in advance and how you’ll respond to an answer other than “Yes”. 

Best of luck! Now go out there and get what you deserve.

 

How to Start a Conversation with Anyone

How to Start a Conversation with Anyone

How to Start a Conversation with Anyone

Every career is built on two things: performance and relationships. Maintaining existing relationships is fairly straightforward, but how do you get your foot in the door to develop a new relationship? It’s as simple (or as daunting) as just starting up a conversation. Follow the tips and best practices that we layout below, and you’ll become a networking master.

Introduce yourself

This opening seems like a no-brainer, but it’s very often skipped. The standard “Hi! I’m (your name). Thought I’d introduce myself.” is really all it takes. It takes some bravery to walk up to someone and be the first to talk, but your listener will respect your confidence and open up.

The formula for good conversations

Ask a question + Listen to the answer + Respond in the form of a statement

Well, what question do I ask?

  • Why they work where they work
  • Why they chose the neighborhood where they live
  • What brings them to the event you are both at
  • What they enjoy about their work or a hobby

Keep it open

Open-ended questions work great. Make sure that it’s a question that will lead your listener to a positive place.

Body language

Don’t just listen with your ears. Body language plays a critical role in any conversation. Smile. Look your listener in the eye. Make sure that your physical cues show that you’re engaged. 

It’s about feelings

Your listener won’t remember many of the details of your first conversation. However, they’ll recall precisely how that conversation made them feel. Find out what your listener is passionate about and hone in on that subject. The most important thing is the emotional state of the other person and how well you can relate on an emotional level.

Additional tips

  • Ask for your listener’s opinion. Everyone has plenty of opinions and people love to share them.
  • Ask for their advice or recommendations. Make your listener feel important in any way you can.
  • Connect over a mutual acquaintance. This is a great way to find common ground.
  • Bond over a shared experience. Again, common ground is a good thing.
  • Put your listener on center stage with a thoughtful compliment.
  • Share your story. Everyone has one, and they are always interesting!

The lasting, genuine relationships that will aid you throughout your career are all built on mutual connections. The formula and tips listed above will help you find and make many new connections that will grow and develop for years to come.

What are your favorite conversation starters?

 

9 Reasons Why Great Candidates Are Lost

No matter what role you’re hiring for, qualified job candidates are valuable. How do you keep your candidates moving along the interview and hiring process? Well, for starters, you can avoid these nine common stumbling blocks that will surely lose you your prized candidate.

Loss of momentum

Momentum is critical to the recruiting and hiring process. It’s a challenge to build it up and it can be lost very easily. You need to keep recruited candidates posted on what the next steps are for them. If they are left for more than 3 days with no communication from you, they will begin to sour on your opportunity.

No communication

The number one thing that all candidates want is feedback and communication. This is very easy. Tell them what the next steps are going to be and execute on those next steps.

Indecision

Indecision on the candidate’s part is understandable. However, indecision on the part of the company can stall and ruin the hiring process. You need to be committed to hiring the best candidate available.

Treating a recruited candidate like a normal job seeker

Recruited candidates should not be treated like a normal job seeker. A recruited candidate didn’t seek out your opportunity. It was brought to them and presented to them by a recruiter. The recruiter began the process of selling the candidate on your opportunity. It’s up to you to continue that sales process.

Compensation brought up too early

Compensation should be brought up later in the interview process. The candidate and company need to establish rapport and develop a mutual interest. Bringing up compensation early will only hurt you.

Unimpressive interview

A recruited candidate will be evaluating you just as much as you are evaluating them during an interview. Your office needs to be clean, your staff needs to be friendly, and you need to have prepared for the interview in advance.

Lack of market consideration

Whenever making a talent decision you need to consider the macroeconomic environment. The US is at full employment and has been for several years. Odds are that your local talent market is at full employment, as well.

Wrong compensation package

Many companies create compensation packages in a vacuum. Instead, these should be the result of a careful analysis of your talent market, the position, and level of need.

Counter-offer

Counters are not as common as you may think. A strong onboarding process needs to be in place to get your candidate excited to join your team. An excited candidate won’t be nearly as susceptible to counter-offers.

 

First Impressions Count: Onboarding 101

First impressions are important. We all strive to put our best foot forward during interviews and try to impress our new employer on the first day. If first impressions are so important, then why don’t we apply this concept to a new hire’s first impression of what it’s like to work for your organization?

We have all experienced some form of onboarding, some good, most not so great. The first day is often associated with being a little stressed, unsure of what to expect, and the dread of boring videos or endless paperwork.

With the impact of onboarding being so significant to the return on investment of a new hire, here are some simple best practices to get you headed in the right direction from the start.

The Week Before

Remember your first day at your current job? Was your computer ready, were basic office supplies set up, and were you greeted upon arrival with a warm welcome? If so, you probably had a positive experience, and are likely still with that organization. If not, think about how it might have changed your opinion of your employer and how it may have impacted your sense of belonging and loyalty.

To get this started right, have the basics ready. Business cards should be ordered and ready on the first day. Office nameplate should be in place if applicable.  A cheat sheet of logins and common contacts should be available.

Day One

Arrive early to ensure everything is set up and ready to go. Greet the new hire warmly and show him or her around, introducing everyone. Make certain to discuss what is acceptable and is not, such as headphones in the workplace, eating at your desk, cell phone policy, late policy, etc. Try not to make it completely process-oriented and keep it conversational and informative.

It might be a good idea depending on the position to assign a primary point person to help out the new hire during the learning process. This shows the new hire that it is alright to ask for help and lessens the fear of being a bother.

Two Weeks

By the end of the second week, most people have a feel for whether or not the job is for them. Most employers stop the onboarding process by this time, which is a mistake. This is actually the perfect time to have an informal meeting regarding the level of hospitality among coworkers, any training he or she feels may help, and to give feedback on where you see them headed within the position. This is the time to answer any questions that may have come up over the past two weeks.

Preparedness is the key to a good onboarding experience. Preparing a plan for new hires ahead of when new hires come on board is a great way to ensure that the onboarding process goes smoothly and increases the chances that your new hire will be a long-term, valuable member of your team.

 

How to Optimize Your LinkedIn Profile in 6 Steps

These days you see social media almost everywhere you look. There are new social media platforms being launched every week. We even have our own industry-specific platform called commonsku. Despite its ubiquity, you need to use social media carefully in order to make the right impression to employers and colleagues.

When it comes to your career, LinkedIn is by far the most important social media platform. Because LinkedIn is a professional network, you need to toe the thin line between sharing too much and not sharing enough. However, it can be tricky to find that line and to stick to it. Below, you will find some tips and tricks on how to optimize your LinkedIn in order to land the job you really want!

Every day, recruiters and hiring managers are looking for you. They have opportunities available and need someone with just your skillset. If you’re open to new opportunities, the best thing you can do for your career is to make your skills stand out. Use the headline section to sum up your current role and area of expertise. List the skills you use on a daily basis. Show your passion! Make note of your major contributions to your current or previous company.

Choose your profile image wisely! Employers, recruiters, and colleagues will see this picture of you often. It’s always helpful to be able to put a face to a name or voice. No, you can’t use your wedding photo and definitely not the photo of you in a bathing suit. Your outfit should be work-appropriate. Many companies will look at your image and begin making judgments about you. Make sure that those judgments are positive ones.

Focus on pertinent professional information. It’s great that you’re a cat lover. But stick to the professional parts of your background on LinkedIn. There’s also no need to include anything from your high school days when you worked the drive-thru. The rule with a resume is that it should go back 10 years, and the same rule applies here.

Recruiters and employers search for candidates using keywords. Leverage this fact by peppering keywords throughout your profile that describe your work expertise and career aspirations. The correct keywords play a huge role in getting your profile found by hiring managers and getting you considered for that next big opportunity.

If you’re actively sharing your resume, make sure that your resume and LinkedIn profile are in sync.  This just creates unnecessary confusion. There are hiring managers out there who will deny you an interview because your resume and LinkedIn don’t match.

Make sure to set your profile so that it is visible to recruiters. Make sure your “Let recruiters know you’re open to opportunities” toggle is set to “Yes”. This makes sure that recruiters can find you when we search LinkedIn.  This will also ensure that you get the best possible visibility during your job search and that you see the wide range of positions that we are looking to fill.

As always, with all social media, be sure not to overshare or share anything you would like to keep private.  Also, be sure to avoid sensitive topics when sharing or writing posts. Avoid politics, religion, and sexuality.  These could be red flags to employers when they look at your profile.  LinkedIn is supposed to be strictly professional, let’s keep it that way!

Follow us on LinkedIn to get great career insights, job opportunities, and promo industry news!

 

How to Leverage Your Career Growth

What if there was a surefire method not only to advance but to maximize, your career?

You know how when you start a new job, you’re super excited? Your brain is a sponge, and you’re just trying to soak up everything about the company, position, and industry that you can. That’s the honeymoon phase, and it lasts for six to twelve months. During this period, you’re highly engaged and gaining terrific experience.

After the honeymoon phase, you continue to gain experience and stay engaged. However, after two or three years in a role, the novelty and excitement that you once felt level off. In other words, what was once new, interesting, and challenging becomes just another Wednesday at the office. Once you hit this phase, it’s time to push for either a promotion or a new opportunity with a new company.

The graph below provides a visual of how you can maximize both your experience and your engagement by picking the best time to leave one opportunity for another. To get the most out of this method, timing is critical. Two to three years in a position is ideal. Four to five years is too long.

You might be thinking that two or three years is too often to change positions. Isn’t that the kind of “job hopping” that you’ve been warned against? You’re exactly right, this is “job-hopping”. However, if your career trajectory continues to rise, and if you’re putting yourself in a position to maximize your experience and engagement, you won’t need to explain yourself to a hiring manager. You will have made yourself so valuable that they won’t question you about much of anything. “Job hopping” or not, they will want you on their team.

So, where does your career fall on this graph? Is your career trajectory trending in the right direction?

 

10 Things to Know About Recruiters | Client Edition

Our mission at PromoPlacement is to connect supplier and distributor clients with great promotional products industry talent. Our team brings over 50 years of promotional products and recruiting experience to every search we undertake. Understanding your business, the function of various positions in your business, and the unique business challenges you face help us to deliver on our brand promise.

Below are best practices that will allow you to get the maximum value when working with a recruiter:

#1

As a contingency recruiting firm, we work exclusively with promotional products firms to help you find the talent you need to succeed. We treat each client relationship as a true partnership with the goal of hiring the best possible candidate for your firm.

#2

We take confidentiality very seriously. The name of your business is not shared until you agree to interview a candidate. Confidentiality is critical to protecting both clients and candidates and ensuring the integrity of the search.

#3

Each candidate search is unique. We conduct a thorough search for candidates for every opportunity we’re presented with. PromoPlacement targets only the individuals who fit your profile for the ideal candidate.

We won’t send you a big pile of resumes to review. Our work is done with a laser, not a shotgun. Our goal is to provide you with two to four excellent candidates for your to choose from.

Searches are extensive and time-consuming. During a search, we utilize email, social media, phone, and thousands of industry contacts to develop the talent pool from which your new team member will emerge. We don’t run ads. The highly successful candidates we want don’t read ads. They become aware of a great opportunity with your company because we contact them and present the opportunity to them directly.

#4

We work exclusively with promotional products suppliers and distributors and provide only experienced promotional products industry talent. Our exclusive focus on the promo industry allows us to keep our finger on the pulse of the national talent market.

#5

Due to the nature and thoroughness of our searches, it can take anywhere from four to twelve weeks to complete your search. Planning your staffing needs in advance is critical.

#6

We don’t recruit distributor sales reps. During our first year in business, we had strong success in this highly competitive and challenging field. We now focus solely on salaried positions and can assist you with any role from mailroom clerk to CEO.

#7

Our days are pretty jammed packed. We’re busy but will always make time for our clients. Even if this means working nights and weekends. Our clients are our number one priority and for you, we are always on the clock. We’re on the phone most of the day, so email is often the best way to get a quick response.

#8

If we present a candidate who doesn’t quite fit your needs, don’t hesitate to say so. You won’t hurt anyone’s feelings, and you’ll help us to find better candidates for you in the near future. We do ask for clear, thorough feedback on where the candidate misses the mark.

#9

Prompt communication is critical when is comes to discussing job candidates. The faster we communicate, the faster we can fill your position. Slow communication can cost us candidates who accept other positions with companies who respond more quickly.

#10

PromoPlacement wants to earn your business. By working together in partnership, we can take recruiting off your plate and find you the best industry talent available.

To read more about how recruiters work read our candidate edition on this topic.

Contact us today to get started with PromoPlacement!

 

10 Things to Know About Recruiters | Candidate Edition

Every recruiting firm works a little bit differently. Each company has varying areas of specialization, unique candidate databases, and different services that they provide for their clients. However, one thing that all recruiting firms have in common is their commitment to finding great opportunities for great people and great people for great opportunities. There are plenty of challenges along the way, but we, at PromoPlacement, have spent years perfecting our process and getting terrific results.

Below are ten things to keep in mind when working with a recruiter:

#1

We’re a recruiting firm, not a placement or employment agency. Our business is client-driven, rather than candidate-driven. That being said, we pride ourselves on doing everything we possibly can to assist job seekers.

#2

Our days are pretty jammed-packed. We’re busy but will make as much time as possible to connect with you and to get to know you and your career goals. Even if this means working nights and weekends. Our candidates and clients are our number one priority. We’re on the phone most of the day, so email is often the best way to get a quick response.

#3

When we connect, be sure to highlight your strengths. It is achievements, successful projects, and accomplishments that help us sum up your background to the hiring managers that we work with.

#4

Don’t hesitate to share your career goals with us. What position do you aspire to hold one day? Do you have a plan about how to get there?

#5

Double-check your resume. Then, send it to two close friends and have them review it as well. Hiring managers hate resume mistakes.

#6

If we present an opportunity that isn’t quite up your alley, don’t hesitate to say so. You won’t hurt anyone’s feelings, and you’ll help us to better target opportunities for you in the future.

#7

If you suddenly can’t make an interview, please let all parties know as soon as possible.

#8

If we’re unable to identify the right opportunity for you at the moment, be patient. There are several ways that we can create the right opportunity for you. It just takes time and patience. Be sure to stay in touch and keep us posted on your job search so that we can best assist you.

#9

If we’re able to help you find the right opportunity, the best way to say “thank you” is with referrals.

#10

The way to build the best possible relationship with your recruiter is to be completely honest and transparent. The more candid you are about your career goals and your hopes for the future, the more likely it is that our relationship with bring you the career success you deserve.

To read more about how recruiters work read our client edition on this topic.

What has your experience been with recruiters? How can we improve to better serve you?