You Are Both a Buyer and a Seller in the CPG Recruiting Process

One of the most common reasons for recruiting failure is losing sight of the real purpose: Getting the BEST to say YES! But there are other advantages to always consciously acting as both a buyer and a seller in the CPG recruiting process. In every interaction with every candidate, you must consciously integrate deliberate efforts… Read more »

Veteran CPG Recruiter Admitted to The Pinnacle Society

ST. LOUIS — The Pinnacle Society, the premier consortium of 80 industry-leading recruiters, has admitted Kris Holmes, Principal and Recruiter at O’Connell Group. The Pinnacle Society is an influential group of executive search professionals, representing fewer than 1% of producers in the country. Members have a demonstrated track record of excellence, documented experience and tenure in… Read more »

Why Behavioral Interviews for CPG Recruiting Fall Short

The classic behavioral interview concept asserts that people’s past behavior is the best predictor of their future behavior. However, behavioral interviews for CPG recruiting have a foundational premise with an inherent and significant flaw: it presumes humans do not learn from their experiences. The rapidly changing CPG industry requires marketing and market research professionals who apply… Read more »

Recruit People, Not Paper

You may recall the iconic Dragnet detective, Sgt. Joe Friday, who asked for “just the facts, Ma’am, just the facts.” That’s as much as a resume delivers: a reasonable indication of a person’s skills and experience. A well-written resume will even give you an appreciation for how consistently the candidate has converted their potential to… Read more »

Selling Yourself: CPG Recruiters Seek Marketers Who Market Themselves

Many people are hesitant to “toot their own horn.” When CPG recruiters and hiring managers seek candidates for a CPG marketing or market research job, most are at least a little uncomfortable self-aggrandizing. And with good reason – most people react negatively to braggarts. This poses a dilemma in interviewing: you have to sell yourself “just right.”… Read more »

Interview Preparation Beyond the “What, Why and How”

If you are preparing to interview for a consumer packaged goods marketing or market research job, you may be concerned about giving the “wrong answer.” It’s true that you must demonstrate your knowledge with the “right answer.” But, it is likely that your interviewer will move past the basic skills evaluation to more subjective evaluation… Read more »

Stop Measuring Cost Per Hire! Focus on Value of Best Hire

Does your consumer-driven organization view talent, and talent acquisition, as an investment or an expense? Organizations commonly reference “human capital,” to imply their investment in people, who represent their organizations most “valuable asset.” Yet, when it’s time to build your staffing plan and budget, the message is loud and clear: “human capital” is considered as current… Read more »

CPG Marketing and Research Candidates Can Effectively Cross the “Generational Divide”

CPG companies that market to consumers in every age demographic must effectively balance and blend their teams’ skills and experience. That’s good news for talented and agile professionals – whether you are a Millennial, Gen-Xer or Boomer. Your success in competing for a consumer packaged goods marketing or market research job depends more on your… Read more »

Leverage Three Consumer Marketing Trends for Recruiting in 2016

The consumer packaged goods (CPG) recruitment environment in 2016 has reached a new pinnacle of speed and competitiveness. Most of the top candidates are quickly gone from the market within 10 days or less. For hiring managers in consumer-facing companies who are seeking talented professionals, the bar is high. But, you can leverage key consumer marketing… Read more »