"The traditional key market is Sydney but we successfully complete assignments for clients in all cities throughout Australia.
 
The principal focus is on the search and recruitment for middle to senior marketing and sales positions."



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Candidates; advice, empathy, care, CV content

 

Who is Marketing Recruitment?

The consultancy is owned and operated by Philip Brown - he handles all aspects of the recruiting process and does so with a high standard of ethics.  
Because of his unique background over many years in both recruitment as well as marketing, he can provide more qualified and consultative advice as well as confidentiality and empathy. He's been specialising in recruiting marketers for 20 years and his prior background covered major brands in FMCG, tourism, QSR and advertising.
 

Candidate Care

...involves basic empathy and simple courtesies that are often overlooked. Care includes accurate, timely and respectful communication and operating with a high standard of ethics, confidentiality and empathy.  For the last few years 80% of Marketing Recruitment's assignments have come from clients who were once candidates (even from those never placed!).  

 

Confidentiality

If you want to have a chat about your career and have a background in consumer (or B2B) marketing or sales, then please make contact.  A large number of marketers I place are sourced from my network rather than through online recruitment sites.  All discussions are confidential and candidate details are never disclosed to any clients without their express permission.

 

A few tips on CV's

  • Be honest.
  • Begin with your most recent position.
  • Keep to a maximum of 3 or 4 pages.
  • Make the layout clear and easy to read.
  • Do a spell and grammar check before you send it.
  • Use bullet points and avoid long essay-type paragraphs.
  • Including "Reason for leaving" under each role are valid additions to remove guesswork or false assumptions for those reading your CV.
  • Under each company employer, give a two/three line summary of its business; approximate size, brands/products/services and channels...don't assume the reader will know about the businesses you worked for.
  • Emphasize your "Key Achievements", rather than generic responsibilities.  Quantify the achievements wherever you can - your CV will have a lot more punch (but show confidentiality with business details). Make sure you can recall the facts in an interview.
  • A cover letter targeted to the specific role is good etiquette as well as being an advantage to your application.  It shows you care.  Address the key aspects of your experience/skills that the role requires.  Choosing not to bother with a good cover letter puts you at a disadvantage.

Follow the above steps and your recruitment process will have a distinct advantage.