From Marcomms to the Recruitment Desk
23rd July 2019
After years of working in marketing and communications, I’ve learned the unique needs companies and brands face in today’s transformative market. This is what led me to MCG&Co – a passion to help the industry source premium talent.
Before joining MCG&Co I worked in a variety of in-house and agency side positions. This gave me the opportunity to work with a client portfolio that included big brands and exciting start-ups across APAC. Over the past 10 years, I’ve been based in Beijing, Shanghai, and Hong Kong experiencing the rapid growth of a globalized economy.
Inspired by human connections that drive business, creativity, and fuel innovation, it is the human element that cultivates a brand and its demand in the market. In that respect, I’ve found both the recruitment and marcomms industry help the movement of intellectual capital and the talent that drives the commercial world.
In my transition here are 3 similarities I’ve found between recruitment and marcomms
- Specialization matters– As both a former candidate, client and marketer I have always found working with specialized firms to be the best experience. You wouldn’t hire a generalist PR firm to handle crisis & issues so why would you hire a generic search firm to find a marcomms or a creative professional? One of the key reasons for joining MCG&Co was due to their specialization in the sector. Our consultants come from the industry and understand it.
- Brands are people and people are brands– We’ve all heard of personal branding and understand companies need a story. After moving into recruiting I’ve realized how important that truth actually is. I’ve come to grasp how imperative it is for candidates to develop their narrative; not only to fit the market but to fit the company’s direction and advancement of its story. Nowadays, it seems companies don’t just want to know if candidates “fit” their culture but that candidates have their own culture to bring to the company.
- Strong Communication not to be forgotten– both professions require an extreme amount of discernment and craftiness when communicating. Whether it be between employer/ employee or an organization and the public, the ability to set the context of conversation between stakeholders provides for consultative approach and a value-added solution.
The renowned godfather of communications, Harold Burson, once defined the practice of PR as;
“An applied social science that influences behavior and policy, when communicated effectively, motivates an individual or group to a specific course of action by creating, changing or reinforcing opinions and attitudes”. Replace “applied social science” with “people”
I would say that’s a pretty close description of recruitment.