Holland is a marketer in the human capital and talent management arena, delivering thought leadership to your inbox and social streams daily. She is the former Editor of Fistful of Talent (now contributor aka Blogger #30) where she worked hand-in-glove with the site’s owner to create, produce and manage The CYA Report (podcast) and The FOT Monthly (B2B webinar series).
Holland is also an Employment Branding Specialist for Cox Communications, where she is responsible developing a unified brand for the Talent Acquisition function both internally with Cox employees and externally to future talent, through the use of social media, career opportunity placement/presence, and content marketing.
You can follow Holland on Twitter here, find her on LinkedIn here, and read her blog posts on Fistful of Talent here.
1. Most job postings cite “X” years of relevant work experience and specific education criteria as requirements to be considered for the position. With this in mind, what prior work experiences and degrees/certifications/training helped prepare you for your current role?
I graduated from college in 2008, and I’m sure anyone reading this can sympathize that it was a fairly rough time to enter the “traditional” workforce. Luckily I was gainfully employed at Walgreens from the time I was 16 and was able to move into a role in management, when the job market took a downturn. While at Walgreens, I continued to pursue other career opportunities, but received very limited traction. I was tainted. At least in my mind, and I’m sure in the mind of those reading my resume. I was no longer a “new grad”, and was quickly realizing that my college internship was no longer relevant now that I was working fulltime and removed from the new grad candidate pool.
I made the decision to stop pursuing fulltime roles and take a step back try my hand at an internship – 2 years after graduating. After about a year of applications, I finally landed at an experiential marketing agency in Atlanta, which is 100% what I thought I wanted to do with my life. After 6-months I realized that just wasn’t the case and started shopping my resume to companies seeking entry-level Marketing Coordinators. I call it kismet, he, at the time, he probably called it risk, but finally Kris Dunn Kinetix took a chance on me. Working under his guidance, I was able to get my hands dirty in B2B marketing, social media strategy, blogging and was introduced to the world of recruiting, and later, employment branding.
1B. What (if any) additional knowledge or skills that you don’t currently have would make you even better at your job?
I performed some light recruiting at both Walgreens and for event staffing in my internship; however I’ve never been an actual recruiter. I think this is a both a miss and advantage. Having not been a recruiter, it’s easy for me to think pie in the sky and not let realities sway my desire to push new concepts, but it also opens the door for people to say “what does she know; she’s never done what I do.” Not having true trench experience forces me to shadow, ask questions and spend time vetting ideas with my team.
2. Some jobs require the incumbent to be very analytical. Others require one to be a strong communicator, and others still require traits like patience, the ability to multitask, self-directedness, comfort with ambiguity, and exceptional attention to detail. Are there any behaviors and/or attributes that you would say are essential to performing the work that you do?
Yes, all of the above. I believe to advance in your career, you need every trait you’ve listed above. For my role specifically, analytic skills are becoming more relevant and are something I’m digging into more daily. I can do everything right in relation to concept and execution, but without the analytics and ROI to back it up, where’s the real value?
3. Jobs guru Lou Adler says there are only 4 job types of jobs in the world (producers, improvers, builders, and thinkers). Which type of job are you in?
That Lou Adler is a smart cookie, but I hate the idea of boxing myself into one of the four. In my current role I’m 50% Builder, 20% Improver, 20% Thinker and 10% Producer. My role is in its infancy – only 7 months – so I need to cross into all the boxes to get things done. In my opinion, crossing boxes keeps people interested, engaged and honest. If we’re talking role agnostic, and I have to play by your rules… I’d label myself a Builder.
4. Does your job involve either directly or indirectly supervising or managing people? If so, how many direct (or indirect) reports do you have?
At the moment, it does not. I’ve managed people in all of my past roles, but I’m currently operating as a team of one.
5. How does what you do impact the business? Think complexity (different types of impacts) and scale (degree of impact). Put another way: Who and what would be impacted if your job wasn’t being done well, and why would it matter that they were impacted?
Employment brands are organic and you don’t need someone in the driver’s seat for them to exist. Investing in channels and people to promote that brand is core to your ability to attract, not the best, but the right talent. A common trend I see in marketing employment brands is only showcasing the awesome. I believe that effective communication of your employment brand should create just as many opt-outs as opt-ins. If not done right (note – at 7 months we’re still trying to figure out what “right” is for us) I believe recruiters end up with large funnels that look great on a score card, but creates extra work around identifying those candidates who are truly right for the role, the team and the organization. Not getting the right person in the role the first time around costs time, money, and slows innovation.
6. Is your job safe? Rate its safety on a scale of 1-10 with 1 being “seated all day in an air conditioned vault” and 10 being “I’m an astronaut going into space”. If your job isn’t safe, what working conditions (specifically) make it hazardous?
I’m going to say 4. The role alone is necessary (rated 1), but at 7-months in, I’m still in my trial period.
7. Is there anything I missed that people should know about your job? Is there anything else you want to say about what you do?
I’m a Millennial, and I’m not entitled or lazy.
As always, please share your thoughts in the comments section below.