When your job involves helping other people find a job, it's important to be aware of and ahead of economic changes and their impact on hiring practices. And after a rough year, for everyone, I'm happy to report that things are looking up.

Employment Rates Slowly Bouncing Back

Since the 2000 technology boom, employment has fallen 19.1%. But AdAge.com recently reported that last October saw a gain of 2,200 jobs in advertising and marketing, the first positive month in a year. And media jobs rose, albeit slightly, in September and October, the first back-to-back monthly gains since 2006.

While advertising and marketing hiring increased in October, it dipped again in November. However, there may be a light at the end of the tunnel-- employment is down nearly 10% from its all-time high in 2007.

USA Today Predicts Upswing in Early 2010

Staffing and hiring needs--along with the economy--may not be what we would call "stable" just yet, but they are on the upswing. And Ad Age has some predictions for the coming months that paint a better picture than many are used to.

Job Seekers Need to Be Ready to Be Hired

What's that mean for job seekers? Keep at it! You want to be ahead of the curve when hiring really picks up. Don't give up now; keep your resume fresh update your LinkedIn profile and get networking now. And if you have a job but have been considering looking for greener pastures, this should ease up on the pressure to stay where you are, just because it's safe.

If you're in recruiting, now is also a good time to step up your marketing efforts and start reaching new prospects. And with more jobs on the horizon, everyone, whether happily employed, looking for a job, or helping others find jobs, can benefit from reconnecting with old contacts.

Attitude. One word, with a big punch, and some make or break connotations for your career. How many times have you heard people extol an employee for their great attitude, no matter what, or condemn them for having a bad attitude when, by all accounts, the rest of their work performance was fine? Attitude, and other people’s perception of yours, plays a big role in the workplace.

Research suggests that 85% of job success can be “determined by ‘attitude’ and the ‘ability to deal with people,’” according to the Carnegie Foundation. Combine that with our own anecdotal evidence of people’s perceptions, and you can see how important a positive attitude is for any career—but especially in sales, where your “ability to deal with people” is critical.

Attitude in Job Interviews

Attitude is also a major factor when interviewing for a job, in any industry. Knowing all this, it seems logical that anyone pursuing a career in sales would invest in some sort of “attitude adjustment,” but that’s where it becomes tricky. What qualifies as a legitimately “bad” attitude, and what can be chalked up to personality differences? Can you be realistic, or even pessimistic, and maintain a good attitude?

We’ve all heard horror stories of customer service representatives who put their company to shame and inspire nothing but laughs at what they call “service.” But everyone has bad days, head colds, breakups and personal problems. The difference between a great salesperson and an average one really does come down to attitude: who is able to rise above a bump in the road, and who cannot.

Fake It ‘Til You Make It

You don’t have to be an Oscar winning actor to succeed at work, even when you’re having a bad day. You just need to put things in their place and focus. Bringing your personal life to work can be beneficial when it allows you to connect with customers, but on a bad day, you may need to focus just on the 9 to 5. Prioritize, organize and by all means, slap a fake smile on your face—it really can help. Then take a deep breath, and focus.

The ability to segment two parts of your life in order to regroup and refocus on one will help tremendously on bad days, but it can also have residual effects on everyday performance, giving you the edge you need. When you’re able to put yourself aside and focus on the person you’re talking to, you can’t help but do a better job. Whether you’re in sales, customer service or hospitality, people like to feel that they are the center of attention. And when you give them that sense, you’ve automatically done your job a little bit better.

Try it out: give yourself a mini attitude adjustment, and see your performance improve.

People have a lot of varied opinions on the state of the economy, but the one constant is that everyone has seen its impact on their business in some way. Now, this leads many to “batten down the hatches,” so to speak, and ride out this downturn. But that is not always the best course of action, and when you’re in the sales industry, it could mean disaster. I’m serious when I say that a strong salesforce should always be your top priority. Always.

To Be the Best, You Need to Hire the Best

It may sound trite, but your company is really only as strong as your weakest link. If you consistently hire the best, brightest and highest performing sales people, your weakest link will still be far stronger than that of your competitors. Now, in order to get and keep these superstars, you need to distinguish yourself from the pack. Think about what you would want someone to say sets you apart, or why they like working there. Then make sure that is a reality for every employee, especially when times are tough. Everyone is nervous; show your employees how much you value them.

Keeping the best all for yourself is a great strategy, but it requires finding them—and that’s where a professional sales recruitment firm can make all the difference. Sales recruiters have an extensive knowledge of candidates, the job market, and the sales industry. You may know your business inside and out, but it’s tough to keep up with everyone else out there; this is where a seasoned sales recruiter can really prove their worth.

Ongoing Recruiting Requires Ongoing Marketing

Somewhat of a chicken-and-egg situation, attracting the best and brightest is much easier if you already have a reputation for hiring the best; everyone will naturally want to work for or with you. But, if you’re still building a reputation, you can fake it with some marketing savvy—and a qualified recruiter can go a long way to helping you in this arena. Developing a strong marketing campaign will lead to a pipeline of qualified candidates, allowing you to pick and choose who will help you become the company you envision in the future. Honestly explain your goals to both recruiters and candidates, and commit to building that future with your employees.

Blindly hiring candidates just to beef up your numbers is a short-term fix that will backfire; you need to recruit, not just hire. Make sure each prospect is the right fit, and will improve your company or help you reach your goals. Be picky, and insist that candidates be candid with you. What does each party want out of the arrangement, and how can you help each other?

We hear over and over again that job seekers feel that employers have the upper hand right now, and that puts you at a great advantage—but perhaps not the one you think. The best will obviously rise to the top, but you need to be in a position to hire them. Again, it’s tempting to stop hiring, low ball candidates or hire whatever you can get, but this will set you up for failure in the not-so-distant future. Work with a recruiter—as well as existing employees—to make sure that you are making smart decisions for the long-term.

In dealing with a recession, it’s can be difficult to look on the bright side of a not-always-promising economy and job market. But recent studies provide some hope, and helpful advice, for both job seekers and recruiters.

The good news: this will end. The bad? No one’s quite sure when. But what we do know is the recession will have lasting effects on employers and job seekers. Sounds like a no-brainer, but a lot of the changes we see coming out of this economic climate are leading to good lessons and even better tips for employers

and employees alike.

Become a Rockstar.

Figuratively, not literally, of course. The best and the brightest stand out, time after time, and are worth hiring even when budgets are tight. In fact, many have speculated that tough times are the perfect opportunity to reach for a rockstar—with greater competition than ever and a more level playing field, you want the best working for you. And having one amazing talent is better than three mediocre workers. Be that rockstar, in whatever field, and you’ll greatly increase your hiring advantage.

Market Yourself.

While you’re working on this rockstar status, also called professional development, you should start thinking about how to stand out from the crowd. Even if you far outshine all the other applicants in terms of skills and ace every interview, you need to make sure your name gets noticed before they meet you. That means marketing yourself. Spruce up your résumé, use social media and be a little adventurous. Do your homework, check out the company culture, and then find a way to sell yourself specifically to them. Get creative.

Aim for the Future.

Outside of working for yourself, which can be tough to do, the next biggest business and hiring growth will occur in medium-sized businesses.



So plan ahead and look for companies that have optimal growth potential and hiring power as things begin to look up. And above all else, keep working on your “personal brand” and making yourself the best, and easy, choice in your field.

Human Resource departments, or anyone involved in the hiring process, put a great deal of emphasis on work experience, and for good reason. However, a single sheet of paper often forces candidates and recruiters or hiring managers to condense experience and skills into just one number for the purposes of a résumé. Screening candidates on the basis of years is a dangerous practice, especially in sales staffing.

Of course, there are exceptions, such as higher-level positions where some of the experience and talent required can only be gained with time. However, for most positions a young hire can be the smart choice, for a number of reasons. Major companies have only begun to see the value in hiring recent grads and self-starters, and now the media is taking notice as well. It’s time sales staffing firms take a cue from some of the smaller businesses and give “the young” the respect—and jobs—they deserve.

What makes this younger generation so valuable? Here are just a few of their very desirable qualities:

Adaptable
Younger hires are very willing to learn, and usually quick to catch on. They also don’t need to be broken of bad habits or another company’s differing methods.

Driven
The expectation of being underestimated fuels younger employees with the desire to prove themselves, creating a strong work ethic and a willingness to tackle challenges.

Cheap
Fewer years does often mean lower pay demands, as higher salaries are seen as something to aspire to. 20-somethings also have fewer responsibilities (read: bills), so they can afford to start at a lower rate.

Loyal
A younger employee has more time to stay with a company since they have more years ahead of them. They are also more likely to feel a connection or commitment to their first job.

Of course, you can’t base a hiring decision exclusively on age any more than you can on years of work; my whole argument is not to define a candidate by one narrow number. Think long term and look at all candidates with an open mind. Over and over again we are seeing college-age “kids” do amazing work because of their go-getter mindset. And as anyone in sales staffing knows, that is the key to success.