So we are expanding!
As of Monday our newest member of staff Bethan Trezise joined. She is ex Golley Slater and will be a great asset to the team - by accident rather than design we had become rather male oriented so i also hope she may bring a more civilised air to the office too!
We have added new clients in form of Ping Pong, Cote Restaurants (i can't work out how you put a circumflex over the o) and DSGi too in last month so this post catches me in a happy mood.
Also delivered a breakfast seminar on social media and recruitment (is there any other seminar topic at moment) to 5o retail HR managers recently which seems to have gone down really well and has generated some very exciting enquiries)
But the last 10 weeks of year are absolutely crucial in us having a good year compared to just an OK one. So one more big push for us all (we have pitches/re-tenders/large proposals aplenty - not all necessarily good things to be doing) and we can put this "interesting" year to bed.
Wednesday, 21 October 2009
Friday, 2 October 2009
Dodgy Online Stats Part 73
Yesterday, they revised the statistic to 4% down year on year - a miscalculation apparently...
Thursday, 1 October 2009
Dodgy Online Stats Part 72
Everyone in our industry has rightly been getting very excited about recent IAB/PwC market stats . The most exciting top line figure being Internet has overtaken TV as biggest single ad sector.
However less trumpeted but possibly more remarkable is the following
"Online classified advertising grew by 10.6% year on year to £385m" - this figure relates to H1 2009 (vs H1 2008)
I just don't believe that stat.
Lets assume online classifieds consist of listings (banners/MPUs etc are counted as display) for
Jobs, cars, homes, travel
Which of these sectors was up year on year in 2009?
Most media owner MDs i speak to say that they are down +20% year on year (and i think that is a decent performance - there is much worse out there)
I think we need some clarification from IAB/PwC as it would be a hell of a performance to out perform the UK economy in such a startling way
However less trumpeted but possibly more remarkable is the following
"Online classified advertising grew by 10.6% year on year to £385m" - this figure relates to H1 2009 (vs H1 2008)
I just don't believe that stat.
Lets assume online classifieds consist of listings (banners/MPUs etc are counted as display) for
Jobs, cars, homes, travel
Which of these sectors was up year on year in 2009?
Most media owner MDs i speak to say that they are down +20% year on year (and i think that is a decent performance - there is much worse out there)
I think we need some clarification from IAB/PwC as it would be a hell of a performance to out perform the UK economy in such a startling way
Thursday, 24 September 2009
State of the OME Nation - Sep 2009
Just had biggest gap in my blogging career of 1 month - due to
- nothing much to say
- writing tweets is quicker and easier
- first decent foreign holiday in too long a time
But back in the chair now and just an update on us - the market and places in between
First the good stuff
1. May June July 2009 - was OME's best ever quarter in our 3 years of trading. That is more a testament to the hard work of our staff - the good performance of our clients and client acquisition (and retention) than any macro economic factors.
2. It is clear that any upturn will be in digital rather than non digital recruitment. The ROI argument has been largely won.
3. We are expanding - added one person to team (details to follow) with one more to follow in Jan i think now - lets be cautious...
4. Some dormant clients are re-emerging blinking from the dark recesses of recruitment freezes and lay offs and wanting to get some jobs out there and wanting to at least talk about social/bus networks etc
5. Really pleased with how we seem to be positioned in the market as results oriented - innovative - practical - no bull shit - great customer service ( i realise that this may be rather biased but it seems to be true)
The not so good stuff
1. What a hard year - it really has been running like a nutter in order to stand still - only on holiday did i realise how bone tired i was. Its good for the soul and nothing wrong with hard work but ideally it would be great if that work paid off in similar amounts of revenue and profit
2. The last 5-6 weeks have been quiet - perhaps a punishment for thinking we were doing so well and soon i would be lighting my cigars with £20 notes. The truth is as we all know deep down its going to be a long hard slog back to UK Plc prosperity.
3. I still know a number of people out of work and i really feel for them in current market - it is not easy getting back in to our business sector at moment - and i imagine a down ward pressure of remuneration has accompanied this.
Finally - 3 houses on my road have sold in last month - so housing market is back or i should close the curtains when performing naked yoga at night
- nothing much to say
- writing tweets is quicker and easier
- first decent foreign holiday in too long a time
But back in the chair now and just an update on us - the market and places in between
First the good stuff
1. May June July 2009 - was OME's best ever quarter in our 3 years of trading. That is more a testament to the hard work of our staff - the good performance of our clients and client acquisition (and retention) than any macro economic factors.
2. It is clear that any upturn will be in digital rather than non digital recruitment. The ROI argument has been largely won.
3. We are expanding - added one person to team (details to follow) with one more to follow in Jan i think now - lets be cautious...
4. Some dormant clients are re-emerging blinking from the dark recesses of recruitment freezes and lay offs and wanting to get some jobs out there and wanting to at least talk about social/bus networks etc
5. Really pleased with how we seem to be positioned in the market as results oriented - innovative - practical - no bull shit - great customer service ( i realise that this may be rather biased but it seems to be true)
The not so good stuff
1. What a hard year - it really has been running like a nutter in order to stand still - only on holiday did i realise how bone tired i was. Its good for the soul and nothing wrong with hard work but ideally it would be great if that work paid off in similar amounts of revenue and profit
2. The last 5-6 weeks have been quiet - perhaps a punishment for thinking we were doing so well and soon i would be lighting my cigars with £20 notes. The truth is as we all know deep down its going to be a long hard slog back to UK Plc prosperity.
3. I still know a number of people out of work and i really feel for them in current market - it is not easy getting back in to our business sector at moment - and i imagine a down ward pressure of remuneration has accompanied this.
Finally - 3 houses on my road have sold in last month - so housing market is back or i should close the curtains when performing naked yoga at night
Friday, 21 August 2009
Social Media - Recruitment - Sep 2009
Speaking at a Business Forum in next few weeks and have landed topic of social media and recruitment.
Now here is the issue - we have case studies, we have read 1000s of words on topic, attended many seminars and advised numerous organisations (some even got good advice). The audience is a mix of experienced recruiters, with wildly varying levels of experience in digital and social/business networks. Time slot - 20 mins (+ questions).
So, i sit here pondering - where to start/end? - what to include? - what to to exclude? - keep it to UK or look at US too? while keeping it engaging and pitched at right level.
Clearly as i am lazy - my starting point will be a couple of other presentations i have done on topic that can be updated and then i have a fantastic recent piece of research that i can source/make reference to/ rip off (delete as appropriate)
I often think that the true skill in advising companies on emerging technologies/media is not to know everything and show how clever and expert you are but in translating it into bite size chunks of interesting and useful info that they can go away and use or at least tell their boss and impress him/her.
So in terms of structure - i tend to always revert to "Golden Rules" Top Tips" "Dos and Don'ts" and finish with "Do the following 5 things tomorrow" - its worked ok so far...
Now here is the issue - we have case studies, we have read 1000s of words on topic, attended many seminars and advised numerous organisations (some even got good advice). The audience is a mix of experienced recruiters, with wildly varying levels of experience in digital and social/business networks. Time slot - 20 mins (+ questions).
So, i sit here pondering - where to start/end? - what to include? - what to to exclude? - keep it to UK or look at US too? while keeping it engaging and pitched at right level.
Clearly as i am lazy - my starting point will be a couple of other presentations i have done on topic that can be updated and then i have a fantastic recent piece of research that i can source/make reference to/ rip off (delete as appropriate)
I often think that the true skill in advising companies on emerging technologies/media is not to know everything and show how clever and expert you are but in translating it into bite size chunks of interesting and useful info that they can go away and use or at least tell their boss and impress him/her.
So in terms of structure - i tend to always revert to "Golden Rules" Top Tips" "Dos and Don'ts" and finish with "Do the following 5 things tomorrow" - its worked ok so far...
Tuesday, 4 August 2009
Come and Work with OME
We are going to recruit at 2 different levels - this is the more junior post
Account Manager
Central London
Competitive salary
“Making Online Recruitment Work”
OnlineMediaExperts(OME) was the UK's first advertising agency specialising exclusively in online recruitment. In our three years of existence, we have helped our clients plan, optimize, and develop their online candidate sourcing activity. We have remained at the cutting edge of digital innovation while priding ourselves on “cutting the crap” and delivering solutions and services to our clients that really work not are merely clever or new! This approach has helped us to blossom and grow as a business in 2009 – hence our need to grow the team.
We look after some of the UK’s biggest digital recruitment accounts such as Carphone Warehouse, Odgers Berndtson, Game Stores Group, TheTrainline, Doosan Babcock and Verizon. We are now looking to expand the team by looking for an ambitious Account Manager with a background in recruitment advertising (in media or agency) and an enthusiasm for digital to help us manage our expanding client base.
You need
· To be diligent and have a great customer service ethic
· To be able to communicate the complexity of the digital world that makes your client understand while not boring them to death
· to be open minded to new solutions/products with a healthy cynicism that means you want some evidence that it may actually work for our clients money
If you are interested, please email your CV to our MD at dominic@omexperts.co.uk or call him in confidence on 07973 865 637
Account Manager
Central London
Competitive salary
“Making Online Recruitment Work”
OnlineMediaExperts(OME) was the UK's first advertising agency specialising exclusively in online recruitment. In our three years of existence, we have helped our clients plan, optimize, and develop their online candidate sourcing activity. We have remained at the cutting edge of digital innovation while priding ourselves on “cutting the crap” and delivering solutions and services to our clients that really work not are merely clever or new! This approach has helped us to blossom and grow as a business in 2009 – hence our need to grow the team.
We look after some of the UK’s biggest digital recruitment accounts such as Carphone Warehouse, Odgers Berndtson, Game Stores Group, TheTrainline, Doosan Babcock and Verizon. We are now looking to expand the team by looking for an ambitious Account Manager with a background in recruitment advertising (in media or agency) and an enthusiasm for digital to help us manage our expanding client base.
You need
· To be diligent and have a great customer service ethic
· To be able to communicate the complexity of the digital world that makes your client understand while not boring them to death
· to be open minded to new solutions/products with a healthy cynicism that means you want some evidence that it may actually work for our clients money
If you are interested, please email your CV to our MD at dominic@omexperts.co.uk or call him in confidence on 07973 865 637
Monday, 27 July 2009
To recruit or not to recruit
that is the question for OME right now. And probably a little microcosm of what is going to be a long slow recovery for UK rec economy.
Our head count maxed out in June 2008 and we trimmed back by 2 over the next quarter (sounds a bit cold as these were real life good people) - we then had periods of high activity but also a couple of months when the phones did not ring and we wondered how bad was it going to get...
So we now have had a solid 5 months of growth - an increase in margin on that revenue and some very stressed people including the MD. Also my major concern that when things are busy the new business generation goes v quiet and we concentrate on looking after our current customers (which is 100% how it should be).
So we should recruit at account manager level - yes? freeing up Directors to grow the business.
But...do we want to increase our fixed cost base? do we want to put ourselves in a position that we have to look at numbers again -as the market is very delicate?
I think 1 thing - my fellow directors think something different - i am sure we will make the right decision - as long as we all ending up agreeing with me.
Our head count maxed out in June 2008 and we trimmed back by 2 over the next quarter (sounds a bit cold as these were real life good people) - we then had periods of high activity but also a couple of months when the phones did not ring and we wondered how bad was it going to get...
So we now have had a solid 5 months of growth - an increase in margin on that revenue and some very stressed people including the MD. Also my major concern that when things are busy the new business generation goes v quiet and we concentrate on looking after our current customers (which is 100% how it should be).
So we should recruit at account manager level - yes? freeing up Directors to grow the business.
But...do we want to increase our fixed cost base? do we want to put ourselves in a position that we have to look at numbers again -as the market is very delicate?
I think 1 thing - my fellow directors think something different - i am sure we will make the right decision - as long as we all ending up agreeing with me.
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