Fourth in the How Do You Hire series features answers from Sarah Purcer, from Erwin-Penland Advertising sharing her professional experience about hiring for a nationally-recognized advertising agency, representing major names such as Dunkin Donuts, Verizon Wireless, L’eggs and the American Red Cross.
1. Let’s get to know you a bit better. What is your name, your position and your company affiliation? What is your favorite part of your current position?
Sarah Purcer, Human Resource Manager at Erwin Penland Advertising (Greenville SC office). I love hiring people at the entry level then watching them take off— that’s the best, to watch people start their careers here and then really take to it and grow to be leaders in the company. Love it!
2. What is the number one mistake you see on job applicant’s resume? What is your number one tip for a successful resume?
TMI, probably. It’s OK to be a quirky and interesting and fun—that’s advertising for sure—but sometimes people are a little too loose with the boundaries, especially as it relates to their online presence.
3. What are the top 5 methods you use to find qualified job applicants?
Referrals, postings, linked in, website applicants, all of the above in no particular order.
4. How much do you rely on the Internet for job applicant recruits?
Quite a bit, but eventually I’m going to want to talk to a candidate in person or on the phone and will be hoping they live up to how they present themselves online.
5. What social media site, would you say, is the most effective communication tool for reaching qualified job applicants?
Probably Linkedin
6. What is the most unbelievable thing you have ever seen on a potential applicant’s social media page that caused them to be passed over for the job?
I’ve seen pictures of candidates partying, funneling beers, stuff like that. I certainly am not going to judge someone , but I do question the wisdom in choosing to present yourself that way. If I can come across that information, you better believe our clients can too and I want our future leaders to be a little more savvy than that.
7. It has been said by marketing professionals that the social media platform, Linkedin is a far superior source of recruiting talent than even some job search sites like Monster.com. What are your thoughts on this statement? What are your candid thoughts on Linkedin as a resource for job seekers?
I use them both and many others. I think candidates should use all the tools at their disposal—and if they can do that and use each tool well, that sounds like a good candidate to me!
8. What are companies looking for in regard to experience? In regard to education?
I don’t know what other companies are looking for, but I’m looking for the right mix of experiences and personality traits. Honestly, the most successful people in our business aren’t the highest educated or the longest tenured— it’s the ones with the most passion. I like to see sincerity and genuineness in a candidate, an eagerness to learn, and an insatiable curiosity.
9. What are your candid thoughts on the phrase, “it’s not what you know, it’s who you know.”?
Not so much. I think “who you know” will get you an interview, but if you don’t know anything, what are you going to contribute to the conversation?
10. If you could give one piece of advice for current and potential job seekers, what would it be?
Try to assess if you are a cultural fit for a company—are their values in alignment with yours? Do you care about the same things? Do you like the things that company stands for? To me, these are the most important questions a candidate can be asking during a job search.
