Recruitment: advice from headhunters in COM

Want to change jobs? What are the trends in the Communication job market? What are the current jobs? To answer your questions, the We Are COM team chased the head hunters 🙂 Result: we met Elisa, Thomas and Régis, the three partners of Mushroom, recruitment firm for communication, marketing and digital players. We cooked them and finally know what recruiters want. Hmmm!

What changes do you notice within Dircom?

Elisa Stoppa: Today, the communications department has moved to a role of facilitator and facilitator of links ; from a logic of production of planned speeches to a perspective of conversation and sharing, from mass communication to local communication, etc. The leitmotif remains that of engaging in dialogue with customers and internal audiences (acquired and potential) through brand experience issues (in particular with brand content and digital transformation). As a result, the profiles sought are currently more from an agency because they have a more precise digital vision as well as a 360 ° perspective on all aspects related to communication and its content.

Some communicators at the advertiser also have a 360° digital "Swiss knife" vision 😉 On the job side, what are the new jobs in Communication?

Thomas Dufournaud: With advertisers, we can see the development of professions linked to digital transformation:

  • • The Chief digital officer - CDO Its function is to support the company in its internal changes brought about by digitization: training, deployment of new tools, communication with employees, etc.
  • • The growth hacker has the ambition to optimize the growth of the company by using digital marketing techniques to acquire, convert and retain customers.
  • • The Data officer, today he is considered the corporate guru. As Data Manager, he plays a key role in defining the overall strategy of organizations. With the aim of facilitating access to data, it must ensure its reliability in order to be able to use and analyze it, and thus allow the Management to make the best decisions.

In agencies, we have noticed the birth of a new profile, a hybrid between the strategic planner and the creative director: the Creative Strategist. He is thus able to easily apply audit and analysis methodologies and knows how to gain height to visualize a project as a whole. Endowed with a strong creative expression, he has the necessary tools to lead workshops with the client and help him to co-construct his recommendations.

Conversely, what are the “timeless” professions in communication?

Thomas Dufournaud: At the advertiser, the position of Communication director is obviously still inescapable, but the latter is modernizing and surrounding itself with new expertise. On the other hand, we are noticing the return to power of a “historic” profession which is becoming more and more sought after, both with advertisers and with agencies: the Content manager. Today, the name of a brand is not enough; creating relevant content in support of the product can be very useful. Long considered secondary, the content manager is therefore becoming essential to create value and increase the brand experience both internally and externally. In addition, in the branch, jobs related to customer relations (project manager, customer manager, consulting director, etc.) remain fundamental to creating, managing and developing a strong link with brands and their DNA.

What are the expectations of your recruiting clients?

Régis Bruneau: Whatever the desired profile, our clients require a certain “expertise”. Today, it is rarer to recruit “general” profiles because our contacts are looking for more well-defined skills (content, social media, data, CRM, etc.). Obviously, the ideal candidate must have a compatibility with the DNA of the company but also have a certain versatility to evolve in a constantly changing environment. It is also useful to specify that the soft skills are more and more appreciated and looked at by our clients: resistance to stress, curiosity or even a taste for entrepreneurship.

Between us… you headhunters, how do you find your prey? 🙂

Elisa Stoppa: We have built, on the strength of our (soon) 10 years of existence, a large qualified database which allows us to contact potential candidates very quickly. These profiles are, moreover, often our best advisers because they are a source of contact with other candidates. Then to complete this first research, we consult social networks on a daily basis and more particularly, LinkedIn.
Finally, the initial course of the firm's consultants, in Communication functions (in the agency and at the advertiser), allows us to be permanently at the heart of the communication / digital ecosystem and to interact with experts on a daily basis.

By the way, what is your definition of candidate experience?

Thomas Dufournaud: Recruiters (HR, managers or bosses) must create an environment in which the candidate's journey is legible and engaging for the future. Projecting a perfect image of your company will be a sword in the water if the actions do not follow. and, conversely, it will be difficult to attract the best talent with a negative image in terms of employer brand.

This notion encompasses various items, the most significant of which are as follows:

  • • The capacity for seduction from the first contact (telephone and / or physical),
  • • A simple and transparent recruitment process (inform the candidate of the different steps to follow),
  • • Feedback, whether positive or negative. A lack of information or a too long recruitment process can put off a potential candidate forever,
  • • The capillary organization of the first day of integration of the chosen profile. To start well in a company, nothing is more pleasant than to see that its arrival has been prepared and announced.

The company that succeeds in aligning all of these elements will have, in large part, contributed to perfecting its employer brand and thus attracting talent.

Finally, what advice for a successful interview when you are a communicator?

Régis Bruneau: First of all, work on both substance and form. It may appear anecdotal, but on a daily basis we meet excellent profiles who make no effort in their paper (the famous CV) and oral (your story telling) presentation. It is not because you come from big brands or big agencies that the recruitment process is won in advance.. It is, in a way, to formalize a certain humility that will be appreciated during your interviews.
Then, it is also important to learn about your contacts and the environment. A basic in communication! Going to an advertising agency in costume or, conversely, in sneakers at the dircom of a bank (even if you are a creative!) Can be prohibitive for the rest of your interviews. Finally, think about perfecting your English, so important today ... And don't forget to mobilize your professional network.

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