Corra Daily Planet » 2009 » May

Hiring Marketing Teams that Can Stimulate Client Emotions

Fri, May 29th, 2009 - 5:16 am - By Gordon Basichis

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While there is a tremendous downsize in media and advertising, I was struck with a poignant article written by Diana Verde Nieto for Advertising Age.     Essentially, Nieto was writing that marketing teams had to stimulate client and customer emotional investment in your company.

One such way is to be an environmentally sound company.   Going green is a big thing for 79% of those surveys, or so they claim.  Honestly, I have seen other reports to the contrary, but green companies do carry a certain appeal.   If nothing else, I would think they look smarter.   But at the end of the day environmentally sound companies are more energy efficient and just better for…well…the environment.

Nieto writes about what she terms sustainable communications.  She writes, “Sustainable communications is not about turning brand green overnight or using natural or typically green iconography in your communications.    …Instead it is about creating  compelling communications, underpinned by fact, with a clear call to action for consumers.”     It is about creating the emotional value of the message while decreasing the physical resources used in creating the communications itself.  Nieto believes that those companies who master creating sustainable communications will be better poise to ride out the recession and to excel when the economy finally rebounds.

Her article goes on in detail and is well worth reading.    Now the thing is to find the employment candidates who can create sustainable communications.   I would think the more creative would need to incorporate a mixed set of skills, ranging from content writing to an understanding about the environmental movement and meaningful green practices.   Then it is a matter of integrating all this into one cogent message and projecting it to your consumer base.

Recruiting the right employees means a rigorous set of preemployment screening measures.  Besides background checks, your human resource managers and department managers will need to conduct intensive interview and perhaps run various aptitude and potential testing.   Of course, you must be certain your human resources department and the relevant marketing management group are themselves are adequately knowledeable, at least enough to ask the right questions.

What is clear, be it marketing, advertising, media, and other industries it is a whole new ball game.  the economic downturn may have even served to have hastened the inevitable perceptions that were long overdue.   So those that adapt will survive and even prosper.   As for your new marketing team, check them out before you hire.

South Dakota MVR State Fee Change

Thu, May 28th, 2009 - 11:55 am - By Nick Gustavson

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Fee Change
Please note that effective July 1, 2009, South Dakota will be increasing their state fee for driving records from $4.00 to $5.00 per record. 

Corra Group provides instant access to south dakota motor vehicle records for employment screening purposes.  Screen your drivers on a pre-hire basis, as well as annual or semi-annual screening to remain in compliance with government contracts.  Your driver’s Motor Vehicle Record results can be seamlessly integrated into a full background check report, fully customized by your firm to meet your needs.  You can order criminal record searches, credit reports, and employment verification.  

 Click here to signup for a business account 

DUI Embarrasses Illinois School Board That Neglected Background Checks

Thu, May 28th, 2009 - 5:13 am - By Gordon Basichis

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A school board in Illinois was among the more recent municipal entities to embarrass itself when one of its board members was  discovered to have a DUI (Driving Under the Influence) on his background record.   This negative driving records is hardly desirable in any industry yet alone a school board responsible for the education of children.

According to the JournalOnline there is some controversy as to who was responsible for ordering background checks on this new hire and who dropped the ball.  It was believed the search firm hired to staff the position had conduced criminal background checks, as well as  education and employment verification searches.  Apparently, they hadn’t, or they hadn’t done it properly.

There are two basic places to search for DUI records.   The first is the obvious, on the Motor Vehicle Driving Records (MVR‘s).   Infractions, accidents, DUI’s, and,my favorite, failure to appear in court will show up on the driving records abstract.   The second place to look for Driving Under the Influence records is in a county criminal search.   Searching the relevant county criminal courts should provide detailed information on the charges and disposition.

So, for a few bucks and a bit of effort, you can avoid the type of embarrassment recently endured by this local Illinois School Board.  Check them out before you hire.

Would You Hire Persons With Criminal Background Records?

Wed, May 27th, 2009 - 5:11 am - By Gordon Basichis

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It is generally difficult for employment candidates with criminal records to find meaningful employment.  Unless, of course, you are a politician, and then you transition as a lobbyist or consultant.  Just kidding.  Or not.   But for the majority of people convicted of crimes, finding work is at best problematic.

As Corra Group, we have had dozens of concerned job candidates call us to ask whether early transgressions will come back to haunt them.   These are not hardened criminals, nor are they violent people.  These are people up for jobs but did something stupid, usually back in their youth, that they fear will appear and cost them employment.   For the most part, the folks that call us have moved on to responsible jobs and have served them as reputable citizens.   They may have committed one stupid act but since then have led exemplary lives.

I always feel bad from them and advise them to tell the truth to your prospective employer.  Most employers can overlook youthful and non-violent indiscretions, but they will not have countenance to lying.    Hey, for all you know the owner of the company did his own stupid things while a kid, so he understands and can show compassion.

According to an article in South Coast Today, criminal background checks can seriously hamper any job search.   In an economy as rough as the present one, let’s face it, the employer is more likely to hire employment candidates who do not have criminal records.   As a society, we believe in giving people second chances.   But as with many other examples, our beliefs do not necessarily translate into action.

For those employment candidates with criminal records on their background checks, I would advise them to be candid, as mentioned before, but also to provide ample professional references that can support both their jobs skills and reputations both in the work place and in the community.

As for the employers who want a thorough preemployment screening program, check them out before you hire.

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