This document lists 3 websites: www.bernhart.com, www.digital-marketing-recruiter.com, and www.crm-recruiter.com. It appears to be providing information about a company or individual and the websites they own related to digital marketing, recruiting, and customer relationship management.
Bernhart Associates Executive Search, LLC has over 27 years of experience in executive search and has been selected by 15% of the Fortune 2000 companies as an external recruiting solution. They have a 97% success rate of placed candidates remaining in their new roles for at least one year. Bernhart focuses on ensuring a strong cultural fit between candidates and companies to maximize hiring success.
Bernhart Associates is recommended to follow on LinkedIn according to Marketingterms.com. The website suggests following Bernhart Associates to stay up-to-date with their marketing insights and expertise shared on the professional networking platform LinkedIn. Marketingterms.com highlights Bernhart Associates' presence and engagement on LinkedIn.
Bernhart Associates is recommended to follow on LinkedIn according to Marketingterms.com. The website suggests following Bernhart Associates to stay up-to-date with their marketing insights and expertise shared on the professional networking platform LinkedIn. Marketingterms.com highlights Bernhart Associates' presence and engagement on LinkedIn.
Bernhart Associates Executive Search, LLC is an executive recruiting firm with over 27 years of experience. They have been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They boast a 97% success rate over two years for candidates they have placed. Their focus is on ensuring a strong cultural fit between candidates and companies, which they believe is key to hiring success and business performance.
Gave a talk at StartCon about the future of Growth. I touch on viral marketing / referral marketing, fake news and social media, and marketplaces. Finally, the slides go through future technology platforms and how things might evolve there.
The Six Highest Performing B2B Blog Post FormatsBarry Feldman
If your B2B blogging goals include earning social media shares and backlinks to boost your search rankings, this infographic lists the size best approaches.
This document lists 3 websites: www.bernhart.com, www.digital-marketing-recruiter.com, and www.crm-recruiter.com. It appears to be providing information about a company or individual and the websites they own related to digital marketing, recruiting, and customer relationship management.
Bernhart Associates Executive Search, LLC has over 27 years of experience in executive search and has been selected by 15% of the Fortune 2000 companies as an external recruiting solution. They have a 97% success rate of placed candidates remaining in their new roles for at least one year. Bernhart focuses on ensuring a strong cultural fit between candidates and companies to maximize hiring success.
Bernhart Associates is recommended to follow on LinkedIn according to Marketingterms.com. The website suggests following Bernhart Associates to stay up-to-date with their marketing insights and expertise shared on the professional networking platform LinkedIn. Marketingterms.com highlights Bernhart Associates' presence and engagement on LinkedIn.
Bernhart Associates is recommended to follow on LinkedIn according to Marketingterms.com. The website suggests following Bernhart Associates to stay up-to-date with their marketing insights and expertise shared on the professional networking platform LinkedIn. Marketingterms.com highlights Bernhart Associates' presence and engagement on LinkedIn.
Bernhart Associates Executive Search, LLC is an executive recruiting firm with over 27 years of experience. They have been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They boast a 97% success rate over two years for candidates they have placed. Their focus is on ensuring a strong cultural fit between candidates and companies, which they believe is key to hiring success and business performance.
Gave a talk at StartCon about the future of Growth. I touch on viral marketing / referral marketing, fake news and social media, and marketplaces. Finally, the slides go through future technology platforms and how things might evolve there.
The Six Highest Performing B2B Blog Post FormatsBarry Feldman
If your B2B blogging goals include earning social media shares and backlinks to boost your search rankings, this infographic lists the size best approaches.
Jerry Bernhart's presentation:
"Myth Busters: Transitioning from B2C to B2B is not possible!"
Presented at the Internet Retail Conference (IRCE), June 2019
The document provides guidance on recruiting marketing technologists. It emphasizes that companies need to identify the right marketing technologists for their specific needs. Finding qualified candidates is challenging due to a lack of standardized job titles and functions. The document recommends companies leverage their networks, vendors, and consultants to uncover candidates. It also stresses the importance of clearly communicating the benefits of the opportunity to attract top talent in a competitive market.
Bernhart Associates Executive Search, LLC is an executive recruiting firm with over 29 years of experience. They have been selected by nearly 20% of the Fortune 2000 companies as an external recruiting solution. Their placed candidates have a 97% success rate of remaining in their jobs for two years or more. Bernhart focuses laser-like on cultural fit, which they believe is the most important factor for hiring success.
Jerry Bernhart is a preeminent recruitment firm specializing in marketing roles. They have 29 years of experience making over 570 placements. The firm focuses on digital marketing, ecommerce, and multichannel marketing roles from manager to CMO levels. The founder, Jerry Bernhart, has authored books on recruitment best practices and is widely published and quoted in marketing publications.
This document lists 3 websites: www.bernhart.com, www.digital-marketing-recruiter.com, and www.crm-recruiter.com. It appears to be providing information on websites related to a company called Bernhart that offers digital marketing and customer relationship management recruiting services.
This document discusses letters of recommendation from Bernhart Associates. Bernhart Associates provides letters of recommendation for current or former employees. The letters describe the individual's qualifications, job duties and responsibilities, work performance and achievements, and recommendation for a new role.
Direct marketers switch jobs often, staying at a job on average 4.05 years according to a study of 1,000 resumes. Entry-level direct marketers will often work for 10-12 different companies. However, some direct marketers have been with the same company for 25 years or more. The median tenure for direct marketers was found to be 2.82 years, indicating that job hopping has become more common. Reasons for the frequent job changes include seeking promotions, as 73% of resumes listed only one position per employer while 12% listed two and 11% listed three. This suggests direct marketers frequently change jobs to advance their careers.
In 2009, The Direct Marketing Association partnered with Bernhart Associates to produce the Employment Outlook Report, the first comprehensive look at employment and talent management trends in digital and direct marketing.
The document discusses adopting a "talent mindset" in recruiting strategies. It emphasizes that attracting and retaining top talent is critical for competitive advantage. Old strategies like only recruiting for openings must change to continuously hunting for talent. Leaders must prioritize talent and hold managers accountable for strengthening their talent pools. A talent mindset requires real investment, breaking old rules, and communicating the new focus on talent externally.
The document discusses the importance and best practices of networking. It defines networking as developing and maintaining quality relationships that enrich one's life and help achieve goals. It provides tips for effective networking including developing an elevator pitch, active listening, using body language, exchanging business cards, following up with connections, and networking even when introverted. The document emphasizes that networking is an ongoing process and recommends strategies for maximizing networking opportunities.
The document discusses assessing candidates for cultural fit during the hiring process. It recommends asking candidates four types of behavior description questions to evaluate cultural alignment: 1) questions about past successes and what enabled them, 2) questions about greatest challenges and what caused them, 3) questions about what environment is needed to be successful, and 4) questions about what is important to the candidate in a job offer beyond salary. The questions are aimed at understanding a candidate's assumptions about success, challenges, work style preferences, and needs to determine if they will fit the company's culture. Speaking to a candidate's potential peers can also provide insight into whether their personality will be compatible.
This document provides tips and guidelines for preparing for and excelling in a job interview. It discusses presenting yourself in a positive light, asking strategic questions, handling concerns, and following up appropriately. Key points include focusing 2/3 of the conversation on the interviewer, acknowledging concerns and addressing them, and leaving behind a customized leave-behind document highlighting your fit for the role. The overall message is that preparation, active listening, addressing concerns directly, and following up are essential to interview success.
The document discusses the results of an employment survey for direct marketers. It found that 41% of companies plan to add staff in the fourth quarter of 2010, up from 30% in the previous year, while 35% still have a hiring freeze in place, down from 45% previously. The median length of unemployment for direct marketers is now 12 months, double the rate from a year ago. The document then provides recommendations for effective recruiting strategies in the digital age, such as using search engines, social networks, job boards, content marketing, and developing an online talent community.
Bernhart Associates Executive Search has 22 years of experience in executive recruiting and has been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They have a 96% success rate over two years for placed candidates because they laser focus on ensuring a strong cultural fit, which they believe is the most important factor for hiring success. Their candidates have collectively earned clients hundreds of millions in incremental revenues and saved millions more through marketing efficiencies.
Bernhart Associates Executive Search has 23 years of experience in executive recruiting and has been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They have a 97% success rate over two years for placed candidates because they focus on ensuring strong cultural fit. Their candidates have earned clients hundreds of millions in incremental revenues and saved millions more in marketing efficiencies.
The document summarizes key points from a professional development workshop on hiring top performers. Speakers at the event discussed hiring for cultural fit, writing performance profiles instead of traditional job descriptions, and developing a proactive recruiting strategy focused on attracting top talent. An effective recruiting strategy involves instilling a talent mindset, defining superior performance, investing in talent, hunting for talent continuously, leveraging internal and external referrals, building university partnerships, following up on past candidates, and thinking outside the box.
The document discusses the changing realities of hiring and retaining top talent. Old ways of thinking centered around companies having all the power and employees being replaceable, while new realities find talented people driving competition and being in high demand. It suggests moving from an old strategy of growing talent slowly to a new approach of aggressively scouting diverse talent pools, selling the company vision, and investing in people to keep top performers loyal. It also provides questions for ensuring a company mindset focused on strengthening its talent pool.
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More from Bernhart Associates Executive Search, LLC, 28 Yrs Exp. Placing Digital and Multichannel Marketers
Jerry Bernhart's presentation:
"Myth Busters: Transitioning from B2C to B2B is not possible!"
Presented at the Internet Retail Conference (IRCE), June 2019
The document provides guidance on recruiting marketing technologists. It emphasizes that companies need to identify the right marketing technologists for their specific needs. Finding qualified candidates is challenging due to a lack of standardized job titles and functions. The document recommends companies leverage their networks, vendors, and consultants to uncover candidates. It also stresses the importance of clearly communicating the benefits of the opportunity to attract top talent in a competitive market.
Bernhart Associates Executive Search, LLC is an executive recruiting firm with over 29 years of experience. They have been selected by nearly 20% of the Fortune 2000 companies as an external recruiting solution. Their placed candidates have a 97% success rate of remaining in their jobs for two years or more. Bernhart focuses laser-like on cultural fit, which they believe is the most important factor for hiring success.
Jerry Bernhart is a preeminent recruitment firm specializing in marketing roles. They have 29 years of experience making over 570 placements. The firm focuses on digital marketing, ecommerce, and multichannel marketing roles from manager to CMO levels. The founder, Jerry Bernhart, has authored books on recruitment best practices and is widely published and quoted in marketing publications.
This document lists 3 websites: www.bernhart.com, www.digital-marketing-recruiter.com, and www.crm-recruiter.com. It appears to be providing information on websites related to a company called Bernhart that offers digital marketing and customer relationship management recruiting services.
This document discusses letters of recommendation from Bernhart Associates. Bernhart Associates provides letters of recommendation for current or former employees. The letters describe the individual's qualifications, job duties and responsibilities, work performance and achievements, and recommendation for a new role.
Direct marketers switch jobs often, staying at a job on average 4.05 years according to a study of 1,000 resumes. Entry-level direct marketers will often work for 10-12 different companies. However, some direct marketers have been with the same company for 25 years or more. The median tenure for direct marketers was found to be 2.82 years, indicating that job hopping has become more common. Reasons for the frequent job changes include seeking promotions, as 73% of resumes listed only one position per employer while 12% listed two and 11% listed three. This suggests direct marketers frequently change jobs to advance their careers.
In 2009, The Direct Marketing Association partnered with Bernhart Associates to produce the Employment Outlook Report, the first comprehensive look at employment and talent management trends in digital and direct marketing.
The document discusses adopting a "talent mindset" in recruiting strategies. It emphasizes that attracting and retaining top talent is critical for competitive advantage. Old strategies like only recruiting for openings must change to continuously hunting for talent. Leaders must prioritize talent and hold managers accountable for strengthening their talent pools. A talent mindset requires real investment, breaking old rules, and communicating the new focus on talent externally.
The document discusses the importance and best practices of networking. It defines networking as developing and maintaining quality relationships that enrich one's life and help achieve goals. It provides tips for effective networking including developing an elevator pitch, active listening, using body language, exchanging business cards, following up with connections, and networking even when introverted. The document emphasizes that networking is an ongoing process and recommends strategies for maximizing networking opportunities.
The document discusses assessing candidates for cultural fit during the hiring process. It recommends asking candidates four types of behavior description questions to evaluate cultural alignment: 1) questions about past successes and what enabled them, 2) questions about greatest challenges and what caused them, 3) questions about what environment is needed to be successful, and 4) questions about what is important to the candidate in a job offer beyond salary. The questions are aimed at understanding a candidate's assumptions about success, challenges, work style preferences, and needs to determine if they will fit the company's culture. Speaking to a candidate's potential peers can also provide insight into whether their personality will be compatible.
This document provides tips and guidelines for preparing for and excelling in a job interview. It discusses presenting yourself in a positive light, asking strategic questions, handling concerns, and following up appropriately. Key points include focusing 2/3 of the conversation on the interviewer, acknowledging concerns and addressing them, and leaving behind a customized leave-behind document highlighting your fit for the role. The overall message is that preparation, active listening, addressing concerns directly, and following up are essential to interview success.
The document discusses the results of an employment survey for direct marketers. It found that 41% of companies plan to add staff in the fourth quarter of 2010, up from 30% in the previous year, while 35% still have a hiring freeze in place, down from 45% previously. The median length of unemployment for direct marketers is now 12 months, double the rate from a year ago. The document then provides recommendations for effective recruiting strategies in the digital age, such as using search engines, social networks, job boards, content marketing, and developing an online talent community.
Bernhart Associates Executive Search has 22 years of experience in executive recruiting and has been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They have a 96% success rate over two years for placed candidates because they laser focus on ensuring a strong cultural fit, which they believe is the most important factor for hiring success. Their candidates have collectively earned clients hundreds of millions in incremental revenues and saved millions more through marketing efficiencies.
Bernhart Associates Executive Search has 23 years of experience in executive recruiting and has been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They have a 97% success rate over two years for placed candidates because they focus on ensuring strong cultural fit. Their candidates have earned clients hundreds of millions in incremental revenues and saved millions more in marketing efficiencies.
The document summarizes key points from a professional development workshop on hiring top performers. Speakers at the event discussed hiring for cultural fit, writing performance profiles instead of traditional job descriptions, and developing a proactive recruiting strategy focused on attracting top talent. An effective recruiting strategy involves instilling a talent mindset, defining superior performance, investing in talent, hunting for talent continuously, leveraging internal and external referrals, building university partnerships, following up on past candidates, and thinking outside the box.
The document discusses the changing realities of hiring and retaining top talent. Old ways of thinking centered around companies having all the power and employees being replaceable, while new realities find talented people driving competition and being in high demand. It suggests moving from an old strategy of growing talent slowly to a new approach of aggressively scouting diverse talent pools, selling the company vision, and investing in people to keep top performers loyal. It also provides questions for ensuring a company mindset focused on strengthening its talent pool.
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