Jolie Downs of Paradigm Staffing
As a part of my ongoing recruiter interview series, I spoke with Jolie Downs, a Partner at Paradigm Staffing. She manages the public relations and communications recruiting practice and supports the search efforts for clients across the nation. Jolie graduated from California Polytechnic State University, San Luis Obispo with a Bachelors degree in Political Science and a concentration in Public Relations.
What are the most common job titles that you’ve been recruiting for this year?
Jolie: Within the public relations industry the Director level is the most popular job title this past year. Director level candidates typically have between 7 and 12 years of experience. I believe the Director title is in high demand because the PR industry took a huge hit in 2001/2002 and there were not a lot of junior candidates being hired at that time. This has caused a natural lack of talent in that experience range and those people are now at the Sr. Manager/Director level.
What are the most in-demand skills employers are asking for right now?
Jolie: Social Media is the most in demand new skill set in the PR industry. Most clients are looking for candidates with at least some social media experience in addition to traditional media experience. We have also seen an increase from in-house clients looking for public relations Director's or VP's who are very hands-on. They want to hire people at the senior levels who can do strategy as well as tactical. Companies want to find senior people who are able to make an immediate impact themselves without the use of a large team.
What are the personal attributes employers are requesting frequently?
Jolie: Employers want energetic, enthusiastic and ambitious employees. They want people who know what they want and set out to achieve their goals. People who go above and beyond and show a lot of drive.
What are a couple of the biggest mistakes you’re seeing with candidates right now?
Jolie: The biggest mistake a candidate can do is let their desperation come through in the job interview. Employers can sense it and feel it. The market is tough but you need to keep a positive mind set and know deep down that you will find the right position for yourself. That inner knowledge and confidence is also sensed by employers and can make the difference between getting the offer or being passed over for another similarly qualified candidate who does have that inner confidence.
Many candidates also go into the interview looking for a job, any job, and don't have strong answers for the standard questions of what are you looking for, what are your goals and why are you interested in this position. Candidates should be able to articulate what it is about the opportunity and position that interests and excites them. They should then tie in their goals with what the company and position have to offer.
What makes a candidate stand out or able to be placed quickly?
Jolie: Candidates who stand out are confident, self assured and have the ability to articulate their accomplishments and how they were able to help their clients grow. Candidates who do their research and are able make strong correlations with their own experience and what the client is looking to accomplish are appealing to hiring managers.
What should candidates in your field be doing to improve their chances of being hired?
Jolie: First, candidates should be tailoring their cover letter and resume to the positions they are applying for to increase their chances of being called for an interview. Once in the interview, ask targeted questions to get the hiring manager talking about what they want this person to accomplish and the types of projects they will be working on. Candidates should then make correlations with their own experience and what the hiring manager wants to accomplish. Be prepared, research every company and hiring manager to the best of your abilities.
Read through interview tips every time you go into an interview. Even though you know and have heard all the tips, reading through them before an interview will keep you fresh and prepared and less likely to make those simple mistakes that knock qualified candidates out of the running every day.
Networking is also extremely important. Candidates should not rely solely on job boards. They need to get out and network with people in their industry, join industry groups and speak with the industry specific recruiters. A large majority of positions are not listed online and are filled through internal referrals and recruiters.
Think you’ve got what it takes to gain a job with one of Jolie’s clients? You can send your resume for consideration to Jolie Downs at jolie@paradigmstaffing.com
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Do you want to see a specific industry covered in this spotlight? Comment!
Are you a recruiter willing to be interviewed? Email me at megan.pittsley@gmail.com
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