Harry Joiner is an executive recruiter specializing in integrated marketing and “new media.” His clients and candidates appear frequently in magazines like Fast Company, Internet Retailer, Advertising Age, and Multichannel Merchant.
In addition to being a regular contributor to MarketingProfs’ Daily Fix, Harry has been featured in MarketingSherpa’s Great Minds in Marketing series and received coverage in AdWeek and the Wall Street Journal’s Career Journal Online. Harry’s articles on marketing and management have appeared in Institutional Distributor magazine, Optimize, Information Week, Competitive Edge, Logistics Today, Inbound Logistics, Law Marketing.com, CPA Marketing Report, Six Figure Jobs, ERP Tips, and many other industry-leading publications.
Harry is well-known for his ability to source and screen candidates who know how to grow profitable customer relationships across multiple marketing channels.
Today, my friend Harry speaks on the value proposition of recruitment blogging and how the medium has served his executive search firm as a as a powerful differentiator:
“There is no way I could ever be a recruiter without a blog. No way. Even if I sold all of my blogs to MRI or Aquent or Korn Ferry or Heidrick, I’d still blog unless the terms of the deal expressly forbade it.
Reason being, the primary modern procurement process for executive search seems to be:
a.) Receive incoming cold call voice mail from recruiter,
b.) Google recruiter to see if they’re for real,
c.) Check out recruiter’s blog from Google results, and then
d.) Return call of recruiter if there’s a need and the recruiter appears to be any good.
The secondary modern procurement process for executive search seems to be:
a.) Have a legitimate need and then use Google to produce a “short list” of relevant recruiters,
b.) Check out recruiter’s blog from Google results, and then
c.) Reach out to recruiter if the recruiter appears to be any good.
Either way, no blog, no sale. Sure, referrals might get wedged in to the process somewhere, but increasingly: You’re gonna get Googled. And when you do, a great blog can be a powerful differentiator.”
Harry recently announced his new ecommerce consulting service, and is open to receiving inquiries, as either a client or a candidate. Feel free send him an email or call him directly at (678) 795-0900.
NOTE: As seen on Recruiting.com
Tue, 02/27/2007 – 8:48pm
I agree 100% with Harry. Even with referrals, you spend the first 30 minutes of any call with a new prospect establishing credibility. While they may be interested in working with your “firm”, they want to know about YOU: the recruiter that’s going to be sourcing their candidates. I think blogs can be incredibly beneficial regardless of what role you’re in or the company you work for, however I believe they are particularly effective if you’re an independent consultant. You are hired for what you know and the blog is a demonstration of your industry knowledge. By the time they pick up the phone to inquire about your services, they’ve already got a feel for who you are and your area of expertise.