The relationship between the employer and the candidate in the PR jobs recruitment market has never been as dynamic as it is today. In this lively market with a lot of movement – both parties need to be smart, networked and patient enough to find that dream career or candidate. Social media is clearly an important element that is attracting interest in the PR recruitment world, but this doesn’t mean that the old rules have now been confined to the recruitment rubbish tip. At some point in our careers, most of us will be hired, many of us will hire and some of us will be fired. Navigating the recruitment maze is therefore vital for candidates and employers alike. Candidates For any PR candidate, making that next career move can be a daunting prospect, especially in today’s challenging environment, so what are the steps that should be taken? 1. Sharpen up Your Social Media Profile: Most employers, and all credible recruiters, will check out your social media presence before they approach or interview you. Review your profile across all your social media platforms and make sure that you present yourself in a way that is going to leave your competitors in the dust, but is also true to you. Consider all the new technology tools, such as video CVs, but do ask your recruiter to advise you on your standard CV. The CV is still relevant, but make sure you play up relevant experience and avoid all spelling mistakes. 2. Select the Right Recruiter: Research and compile a list of 3-5 recruiters. Meet them for a chat and assess which ones really listen to your career aspirations, as opposed to just ‘selling’ you briefs. Which ones make you feel comfortable; understand your industry and your experience. Whittle the list down and work closely with your favourite two, as a maximum. Spreading yourself too thinly across multiple recruiters could backfire, but do stay in touch and engaged with the couple that you select. 3. Prepare, Prepare, Prepare: Have a clear idea – or as good as you can – on what you want in your new career. Think about how to play up your strengths and address your weaknesses in an interview. Research the company, prepare well and be yourself. Employers will love you if you ask them relevant and insightful questions about their business and clients. Remember, you are interviewing a future employer, as much as they are interviewing you. 4. Be Decisive: A good recruiter should advise you throughout the whole process, but shouldn’t push a particular job unless it is genuinely right for you. Ultimately, it is your decision, and when that ‘job offer’ comes, make your decision and stick to it. Taking too much time or ‘going quiet’ doesn’t do you or your reputation any good in the long run. Employers On the employer side, whether an agency or brand, there are different options available for finding that perfect candidate, but here are some key considerations. 1. Brief Clarity: Before you approach the market, make sure that your senior team has agreed on the brief. Whilst senior roles are likely to have a little more brief flexibility, all should explain as much as possible about the role, experience, clients and the opportunity. 2. Social Media Seeding: Consider using appropriate and targeted social media channels to push out the job opportunity. Also, ensure that your web site is up to date. It’s kind of obvious, but many agencies forget that step. Advertising positions in the national or trade press should be handled with care, as good talent is not looking for your adverts, and the costs can be pretty high. 3. Recruiter Relationship: To complement your own efforts, consider working with one or two recruiters per brief. As there is not a vast talent pool to choose from, having a well connected recruiter with a trusted network should add value to the process. A good recruiter won’t just accept a written job brief, but insist on meeting up and discussing the role and the opportunity. The more you engage with the recruiter, the better understanding they’ll have of your current and future need. 4. Negotiate Hard: I might not be popular here with my recruitment peers, as talent is hard to come by and no one wants to give candidates away for little return. However, in the current climate, cost effectiveness is key, and recruiters should show both price flexibility and demonstrate value. I have many years experience in recruiting for the PR and Communications sector, and believe that if both employers and candidate stick to some of these rules, remain patient and above all act with integrity, you’ll definitely succeed. This article was written by Samantha Glazer, MD of SG Search & Select Recruitment Consultancy.