Welcome to TishTrek - THE JOB BLOG!
Enjoy today's JOB-OF-THE-DAY: HELP WANTED!!
Message to my Employment Candidates: Executive Management cancelled JOB ID# 68170 - VP, Acquisition Marketing for Morgan Stanley's Retail Banking Group and replaced it with the PRIORITY POSITION below: JOB ID# 69578 - VP, Head of Card Acquisitions!!
Below is an UPDATED job spec which we enhanced to accommodate our fast-growing business. If you applied to #68170 - we are moving your resume to the new posting and comparing your background to these NEW job specifications. Thanks for your patience!
Vice President, Head of Card Acquisitions
Morgan Stanley Smith Barney is one of the world’s largest retail brokerage and wealth management businesses serving affluent and high net worth clients. With more than $1.6Trillion in client assets and a global network of 18,000 financial advisors, Morgan Stanley Smith Barney offers a diverse array of products and services designed to advance the financial goals and aspirations of individual investors.
Position Overview: YOU MUST HAVE AT LEAST 5 YEARS of CONSUMER CREDIT CARD EXPERIENCE TO BE QUALIFIED FOR THIS POSITION!!
The Vice President of Card Acquisitions is a new and important role in the Private Bank organization at Morgan Stanley Smith Barney. The Private Bank group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. The group aspires to
be an industry leading Private Bank to High Net Worth individuals globally. The current product offering includes mortgage lending, business lending, margin lending, securities-based lending, deposit products, card products, and a range of banking services offered to Morgan Stanley Smith Barney clients.
The Vice President of Card Acquisitions will be responsible for developing innovative card acquisition campaigns through multiple sales channels to maximize the opportunity of the overall cards business. He/She will partner with the card issuers, marketing organization and other internal teams to drive new account
acquisition and spend growth.
Specific responsibilities will include:
Develop overall new card acquisition strategy and annual plan leveraging all available sales channels.
Develop client segment specific acquisition strategies to maximize yields from each acquisition initiative.
Identify innovative acquisition strategies to engage financial advisors and clients in the Firm’s card
programs.
Develop detailed reporting on acquisition initiatives including response rates and acquisition costs; Own
acquisition forecast models and acquisition metrics.
Identify and test new sources of customer leads and campaigns across online, email, and direct mail.
Manage and implement day to day management of online and offline media programs including media
target and analysis, competitive analysis, tracking, and optimization.
Establish and maintain competitive information pertaining to acquisition tactics, offers, and innovations.
Develop and oversee customer acquisition marketing materials and messaging.
Research and evaluate new marketing and partnership opportunities to understand their risks, potential,
constraints, and objectives.
Develop and continually monitor project work plans, time lines, and budgets.
Collaborate closely with marketing partners to identify opportunities and optimize offers and response rates
to maximize profit contribution.
Provide regular detailed status updates to our executive management team and to external partners.
Drive a large volume of profitable customer acquisition results.
Requirements: YOU MUST HAVE AT LEAST 5 YEARS of CONSUMER CREDIT CARD EXPERIENCE TO BE QUALIFIED FOR THIS POSITION!!
Proven direct marketing expertise within a top tier marketing-driven organization with experience across
channels (e.g., direct mail, email, telemarketing, face-to-face, direct response television, etc.). Strong strategic
thinking skills with a proven ability to develop sound strategic plans. Superb relationship skills with proven
ability to influence and persuade across the organization (with success in gaining followers across levels of the
organization). Strong driver of results with a proven ability to turn strategy into action, executing flawlessly and
meeting deadlines/key milestones. Strong people leadership experience with proven ability to attract, retain and
develop talent. Comfort with ambiguity and change. Demonstrable success at managing direct response
customer acquisition marketing through multiple channels including testing, implementing, and optimizing
programs. A proven track record of successfully managing multiple projects. Proven experience interacting with
partners in matters related to sales, product, promotion, pricing, service, advertising and marketing strategies.
Superior analytical and problem solving skills. Expertise with PowerPoint, Excel.
If you or anyone you know has a great background in Consumer Credit Card Acquisitions, we want to know you TODAY.
Apply at www.morganstanley.com / Careers - JOB ID# 69578! Alert me after you have applied on-line @ patricia.ferguson@morganstanley.com - 914-225-8832!
Thank you!
Best regards,
Tish
Thursday, May 13, 2010
Tuesday, May 11, 2010
Introducing: The Little Summer Job That Could!
Welcome to TishTrek - THE JOB BLOG:
If you don't think those little summer jobs or internships amount to much, I urge everyone to think again! Since we were kids, we have all repeated behaviors which have enhanced our work ethic and helped us operate with excellence doing something important. What part of your background did you write off too soon during your job search? Today, I want to help you feel better about yourself by connecting some dots for potential employers:
I started working at age 14 in the Laundry Room of Jack Baker's Lobster Shanty in Pt. Pleasant, NJ (at the real Jersey Shore!). When I left the company at age 24 - I was the General Manager of this Seafood Restaurant which had become part of a larger chain called, Chef's International, Inc. I didn't know at the time that this was an example of what the definition of "Progressive Accomplishment" is and who could foresee that these experiences would help me succeed in my career for the rest of my life?
I was #5 of 8 children growing up and I was eager to work as soon as an adult would let me because it meant I could start saving money for my college education! My first job was to literally wash, dry and fold dirty kitchen towels, banquet linens and kitchen whites for all the back-of-the-house employees for this restaurant which fed upwards to 1,000 customers per night during the summer months in my beautiful community on the Atlantic Ocean. Our restaurant & banquet businesses were highly successful in this facility overlooking the northern-most point of America's Inter-Coastal Waterway and the Manasquan Inlet. I was proud to be part of the team.
During those laundry room days, I started work @ 5:30 a.m. and I had to be finished by the time the restaurant opened at 11:30 a.m. - Everyday, I worked hard to be recognized as a kid who took this responsibility seriously because I wanted the management team to pick me as soon as I was old enough to move to salad bar duty or waitressing or any position which represented a more lucrative and financially satisfying role in the business! I suppose some things never change.
At this very young age, I made it a point to be on time, to leave my work space cleaner than I found it, to go the extra mile, and to offer my help whenever an opportunity presented itself inside the company. When the scheduled dishwasher didn't show up, I'd ask to fill in for the lunch shift. When the Fry Cook quit, I learned to fry entrees to perfection. When the Salad & Appetizer Preparation Team called out sick, I convinced management to allow me to prepare the food. Because I was always looking for more work, I learned every job in the place.
During my college years, executives of the firm invited me to help manage the opening of new restaurants for this chain up and down the East Coast. All the hands-on experiences of my childhood years made me a good choice to be on this operating team executing the hiring and training of all new employees in the back and front of the house on how to execute in the kitchen, excel in food service, purchase goods, run NCR cash registers, tend bar, maintain the facility - literally how to manage the unit until it could stand alone. Then I'd be off to the next opening in another part of the country accountable for everything related to the success of the new store's P&L. I was forging a career in personnel / human resources / recruiting and I didn't even know it! My gosh - it was my summer job and I ended up recruiting employment candidates for the rest of my life! Lucky me!
I also learned the meaning of customer service from these childhood experiences and future employers ACTUALLY picked up on it! Years later, I would interview for recruiting management positions at ADP, Cisco Systems, Anderson Consulting, Bank of America, AIG, Guardian Life Insurance Company, and Schering-Plough and after I was hired executives would always circle back to me to tell me that they remembered what I said about my commitment to client service in those very first interviews.
What left an impression is that I said, my customer service focus was part of who I had become because it had been tested in high intensity customer situations for years in the restaurant business. I also told them that it didn't matter what industry or domain I was operating in, I always made it my business to know who my customers were and I always worked hard to "operate with excellence" on their behalf.
I would further explain that when a customer didn't like their meal, I had 30 seconds to make a good decision to salvage the situation and to retain this repeat client for Chef's International. If I managed this situation poorly, I risked losing this table of customers forever AND I also risked having these dissatisfied customers tell 25 other people about the bad experience they just had in my restaurant. To this day, I execute with the voice-of-the-customer in the forefront of my thinking and every company that has ever employed me knows it. How about you?
What's your story? What behaviors have you repeated your entire life which have contributed to your many successes? Are you very good at articulating those important positives in every interview situation? If not, it's time to get good at "it" today.
AND PS: Stop rolling your eyes during those "HR-like" Behavioral Interview Questions because companies who ask these types of questions "usually" want to invest in great talent with high caliber repeat behaviors! Go for it - this could be your moment! (i.e. Tell me about a time when you were uncomfortable with a decision the team you were on made. What did you do to influence a change in direction? Tell me about a time when you fell short of a goal. What did you learn from that experience about yourself or the process that would help you with future projects?). This line of questioning should be viewed as the OPPORTUNITY that it is to draw on any terrific experience NOT tied to the last 14 months you have not been employed. Your repeat behaviors which have enhanced your work ethic and helped you operate with excellence - will never leave you no matter how long you are unemployed UNLESS - of course - you let depression win.
If this doesn't work, maybe we can get Corporate America to create "Bring Your Friend to Work Day!" Are you in?!!
Best regards,
Tish
If you don't think those little summer jobs or internships amount to much, I urge everyone to think again! Since we were kids, we have all repeated behaviors which have enhanced our work ethic and helped us operate with excellence doing something important. What part of your background did you write off too soon during your job search? Today, I want to help you feel better about yourself by connecting some dots for potential employers:
I started working at age 14 in the Laundry Room of Jack Baker's Lobster Shanty in Pt. Pleasant, NJ (at the real Jersey Shore!). When I left the company at age 24 - I was the General Manager of this Seafood Restaurant which had become part of a larger chain called, Chef's International, Inc. I didn't know at the time that this was an example of what the definition of "Progressive Accomplishment" is and who could foresee that these experiences would help me succeed in my career for the rest of my life?
I was #5 of 8 children growing up and I was eager to work as soon as an adult would let me because it meant I could start saving money for my college education! My first job was to literally wash, dry and fold dirty kitchen towels, banquet linens and kitchen whites for all the back-of-the-house employees for this restaurant which fed upwards to 1,000 customers per night during the summer months in my beautiful community on the Atlantic Ocean. Our restaurant & banquet businesses were highly successful in this facility overlooking the northern-most point of America's Inter-Coastal Waterway and the Manasquan Inlet. I was proud to be part of the team.
During those laundry room days, I started work @ 5:30 a.m. and I had to be finished by the time the restaurant opened at 11:30 a.m. - Everyday, I worked hard to be recognized as a kid who took this responsibility seriously because I wanted the management team to pick me as soon as I was old enough to move to salad bar duty or waitressing or any position which represented a more lucrative and financially satisfying role in the business! I suppose some things never change.
At this very young age, I made it a point to be on time, to leave my work space cleaner than I found it, to go the extra mile, and to offer my help whenever an opportunity presented itself inside the company. When the scheduled dishwasher didn't show up, I'd ask to fill in for the lunch shift. When the Fry Cook quit, I learned to fry entrees to perfection. When the Salad & Appetizer Preparation Team called out sick, I convinced management to allow me to prepare the food. Because I was always looking for more work, I learned every job in the place.
During my college years, executives of the firm invited me to help manage the opening of new restaurants for this chain up and down the East Coast. All the hands-on experiences of my childhood years made me a good choice to be on this operating team executing the hiring and training of all new employees in the back and front of the house on how to execute in the kitchen, excel in food service, purchase goods, run NCR cash registers, tend bar, maintain the facility - literally how to manage the unit until it could stand alone. Then I'd be off to the next opening in another part of the country accountable for everything related to the success of the new store's P&L. I was forging a career in personnel / human resources / recruiting and I didn't even know it! My gosh - it was my summer job and I ended up recruiting employment candidates for the rest of my life! Lucky me!
I also learned the meaning of customer service from these childhood experiences and future employers ACTUALLY picked up on it! Years later, I would interview for recruiting management positions at ADP, Cisco Systems, Anderson Consulting, Bank of America, AIG, Guardian Life Insurance Company, and Schering-Plough and after I was hired executives would always circle back to me to tell me that they remembered what I said about my commitment to client service in those very first interviews.
What left an impression is that I said, my customer service focus was part of who I had become because it had been tested in high intensity customer situations for years in the restaurant business. I also told them that it didn't matter what industry or domain I was operating in, I always made it my business to know who my customers were and I always worked hard to "operate with excellence" on their behalf.
I would further explain that when a customer didn't like their meal, I had 30 seconds to make a good decision to salvage the situation and to retain this repeat client for Chef's International. If I managed this situation poorly, I risked losing this table of customers forever AND I also risked having these dissatisfied customers tell 25 other people about the bad experience they just had in my restaurant. To this day, I execute with the voice-of-the-customer in the forefront of my thinking and every company that has ever employed me knows it. How about you?
What's your story? What behaviors have you repeated your entire life which have contributed to your many successes? Are you very good at articulating those important positives in every interview situation? If not, it's time to get good at "it" today.
AND PS: Stop rolling your eyes during those "HR-like" Behavioral Interview Questions because companies who ask these types of questions "usually" want to invest in great talent with high caliber repeat behaviors! Go for it - this could be your moment! (i.e. Tell me about a time when you were uncomfortable with a decision the team you were on made. What did you do to influence a change in direction? Tell me about a time when you fell short of a goal. What did you learn from that experience about yourself or the process that would help you with future projects?). This line of questioning should be viewed as the OPPORTUNITY that it is to draw on any terrific experience NOT tied to the last 14 months you have not been employed. Your repeat behaviors which have enhanced your work ethic and helped you operate with excellence - will never leave you no matter how long you are unemployed UNLESS - of course - you let depression win.
If this doesn't work, maybe we can get Corporate America to create "Bring Your Friend to Work Day!" Are you in?!!
Best regards,
Tish
Saturday, May 8, 2010
The CANDIDATE EXPERIENCE Means Real Business!
Welcome to TishTrek - THE JOB BLOG!
Today’s Blog is dedicated to my husband, Harry, who was laid off from AIG after 11 years. He had worked in the Global Risk & Communications Department where he managed and wrote content for several Websites which were exclusively leveraged by CEO's, CRO's, CFO's & other executives of AIG clients worldwide. His fascinating work focused on the assessment of regime stability, economics, geo-political risk, environmental issues, trade, terrorist threat levels, as well as the telecommunications, energy and infrastructure capacity of countries. This data helped AIG clients decide if it was prudent and/or safe to do business in emerging markets, etc. This valuable risk data also contributed to AIG underwriting decisions tied to a myriad of commercial insurances sold around the globe.
Like many employment candidates, my Harry spent 11 months unemployed in 2009. Two market leaders - who we both used to revere - interviewed him many times over several weeks and in both cases he was told by the corporate in-house recruiter & members of the hiring team that he was the top candidate for the job and that the final decision would be made in three days. To this day - He never got a call back or an e-mail or a letter, or a "return" phone call from anyone at either company. No one bothered to call to say, "the position was put on hold or cancelled: we went with another great candidate; or "thank you" for all the hours you spent interviewing at our company." Watching my husband struggle with this experience in our home made me more determined to become a better recruiter.
Listening to so many similar stories from all of you convinced me that this situation needed a voice, so I'm lending the situation mine:
The Candidate Experience Means Business!
By Tish Ferguson (May 8th, 2010)
Global Staffing teams and Hiring Managers contribute to the decisive difference in creating long-term and sustainable competitive advantage for businesses because without talent, no company can execute on its mission or goals! As stated in a previous Blog, it is my professional opinion that to ensure Long-Term High Performance and Competitive Advantage in the Staffing Process, Recruiting Teams should strive to mirror the Corporate Mission Statement of the Companies they are accountable to. The corporate standards in CUSTOMER SERVICE & SUPPORT for revenue producing clients should apply to every employment candidate. Here’s why…
The world class talent we compete for in any market begins assessing the excellence of all companies during the interviewing process. When Recruiting Teams operate WITHOUT a vision guided by operating principles rooted in customer service, high caliber employment candidates recognize it, (usually immediately!). These prospects for employment, potential customers and/or future decision makers of the company’s products & services warrant the same customer experience as all prospective clients of any business.
Today's advice to candidates: The next time you interview at a company, during your commute home think about YOUR CANDIDATE EXPERIENCE from the first phone call to your meetings on-site. Did you get a sense that this organization understood why YOU showed up at their office today? Do you think they value the fact that no company can achieve business development goals or create market offerings without the HUMAN RESOURCES it takes to create the Strategy and to execute the changes in Technology, Process Re-engineering, and Change Management it always takes to win!
Over the last 25 years, I worked with some of the greatest management teams on the planet. The ones who have separated themselves from all others operated with a Vision and with Operating Principles which understood that the Candidate Experience Counts and that a Brand can be undermined every time we fail in this regard. The next time you interview at a company, think about your experience and ask yourself if the company met the following high standards:
From your candidate experience, you’ll be able to tell if the Interviewing Team is working to ACHIEVE A VISION which sets them apart from other employers. Did your CANDIDATE EXPERIENCE leave you believing the company had a vision encompassing the following world class goals?
The Very Best in CANDIDATE CARE and HIRING MANAGER SATISFACTION achieved through innovation and quality service.
The Best “Customer Experience” in our industry as judged by hiring managers, CANDIDATES and third parties.
The Most Effective Staffing Function in our industry managing the candidate pipeline from identifying talent to on-boarding.
A Staffing Function trusted and viewed as a valued resource and business partner by all key stakeholders.
Known for our leadership edge achieved by our passion for excellence in the staffing process and our commitment to Candidate Care.
Could you tell whether or not the entire Hiring Team was committed to and invested in a set of Operating Principles to ensure long-term high performance as they contributed to your first impression of their company? Did you get a sense that they lived by any of the following principles?
Satisfy all hiring needs in a proactive and competitively efficient manner.
Create processes that conform to high standards of quality and reliability which all their valued CANDIDATES can rely on.
Execute with excellence. (Because we all know that Strategy can never be fully realized without flawless execution).
Commit to approaches that are interactive and collaborative, not linear and sequential. Fuse the ownership of the strategy with accountability for execution.
Lead by behavior. Operate with a commitment to business integrity, quality and compliance while engaging client-centric behaviors.
Then ask yourself this final question: Did the interview experience convince you of the hiring team’s commitment to quality, benchmarking and continuous improvement? If they succeeded, you just interviewed with a world class company that sets itself apart from so many others. Congratulations! I hope you get the job!
MAKE EVERY CANDIDATE EXPERIENCE COUNT and for gosh sakes - let active employment candidates know if they are in-or-out of your hiring process (ESPECIALLY IF THEY HAVE MET A TEAM OF YOUR HIRING MANAGERS IN-PERSON!) so they can close the chapter and move to the next lead.
And remember: Laid off workers caught up in a market meltdown, etc. – especially those who were not force-ranked and shoved out for poor performance - have bills to pay, commitments to take care of, and kids in college too. Everyday during the unemployed stretch, spouses and children are adversely impacted by this difficult time and I can tell you from experience that they worry about the health and welfare of their loved one during this dramatic transition & holding-pattern in their family’s life.
A good CANDIDATE EXPERIENCE is good for business. If you believe that leader behaviors count, then you already understand that when RESPECT FOR OTHERS is absent, everyone will quickly figure out that you're not a leader after all.
Today’s Blog is dedicated to my husband, Harry, who was laid off from AIG after 11 years. He had worked in the Global Risk & Communications Department where he managed and wrote content for several Websites which were exclusively leveraged by CEO's, CRO's, CFO's & other executives of AIG clients worldwide. His fascinating work focused on the assessment of regime stability, economics, geo-political risk, environmental issues, trade, terrorist threat levels, as well as the telecommunications, energy and infrastructure capacity of countries. This data helped AIG clients decide if it was prudent and/or safe to do business in emerging markets, etc. This valuable risk data also contributed to AIG underwriting decisions tied to a myriad of commercial insurances sold around the globe.
Like many employment candidates, my Harry spent 11 months unemployed in 2009. Two market leaders - who we both used to revere - interviewed him many times over several weeks and in both cases he was told by the corporate in-house recruiter & members of the hiring team that he was the top candidate for the job and that the final decision would be made in three days. To this day - He never got a call back or an e-mail or a letter, or a "return" phone call from anyone at either company. No one bothered to call to say, "the position was put on hold or cancelled: we went with another great candidate; or "thank you" for all the hours you spent interviewing at our company." Watching my husband struggle with this experience in our home made me more determined to become a better recruiter.
Listening to so many similar stories from all of you convinced me that this situation needed a voice, so I'm lending the situation mine:
The Candidate Experience Means Business!
By Tish Ferguson (May 8th, 2010)
Global Staffing teams and Hiring Managers contribute to the decisive difference in creating long-term and sustainable competitive advantage for businesses because without talent, no company can execute on its mission or goals! As stated in a previous Blog, it is my professional opinion that to ensure Long-Term High Performance and Competitive Advantage in the Staffing Process, Recruiting Teams should strive to mirror the Corporate Mission Statement of the Companies they are accountable to. The corporate standards in CUSTOMER SERVICE & SUPPORT for revenue producing clients should apply to every employment candidate. Here’s why…
The world class talent we compete for in any market begins assessing the excellence of all companies during the interviewing process. When Recruiting Teams operate WITHOUT a vision guided by operating principles rooted in customer service, high caliber employment candidates recognize it, (usually immediately!). These prospects for employment, potential customers and/or future decision makers of the company’s products & services warrant the same customer experience as all prospective clients of any business.
Today's advice to candidates: The next time you interview at a company, during your commute home think about YOUR CANDIDATE EXPERIENCE from the first phone call to your meetings on-site. Did you get a sense that this organization understood why YOU showed up at their office today? Do you think they value the fact that no company can achieve business development goals or create market offerings without the HUMAN RESOURCES it takes to create the Strategy and to execute the changes in Technology, Process Re-engineering, and Change Management it always takes to win!
Over the last 25 years, I worked with some of the greatest management teams on the planet. The ones who have separated themselves from all others operated with a Vision and with Operating Principles which understood that the Candidate Experience Counts and that a Brand can be undermined every time we fail in this regard. The next time you interview at a company, think about your experience and ask yourself if the company met the following high standards:
From your candidate experience, you’ll be able to tell if the Interviewing Team is working to ACHIEVE A VISION which sets them apart from other employers. Did your CANDIDATE EXPERIENCE leave you believing the company had a vision encompassing the following world class goals?
The Very Best in CANDIDATE CARE and HIRING MANAGER SATISFACTION achieved through innovation and quality service.
The Best “Customer Experience” in our industry as judged by hiring managers, CANDIDATES and third parties.
The Most Effective Staffing Function in our industry managing the candidate pipeline from identifying talent to on-boarding.
A Staffing Function trusted and viewed as a valued resource and business partner by all key stakeholders.
Known for our leadership edge achieved by our passion for excellence in the staffing process and our commitment to Candidate Care.
Could you tell whether or not the entire Hiring Team was committed to and invested in a set of Operating Principles to ensure long-term high performance as they contributed to your first impression of their company? Did you get a sense that they lived by any of the following principles?
Satisfy all hiring needs in a proactive and competitively efficient manner.
Create processes that conform to high standards of quality and reliability which all their valued CANDIDATES can rely on.
Execute with excellence. (Because we all know that Strategy can never be fully realized without flawless execution).
Commit to approaches that are interactive and collaborative, not linear and sequential. Fuse the ownership of the strategy with accountability for execution.
Lead by behavior. Operate with a commitment to business integrity, quality and compliance while engaging client-centric behaviors.
Then ask yourself this final question: Did the interview experience convince you of the hiring team’s commitment to quality, benchmarking and continuous improvement? If they succeeded, you just interviewed with a world class company that sets itself apart from so many others. Congratulations! I hope you get the job!
MAKE EVERY CANDIDATE EXPERIENCE COUNT and for gosh sakes - let active employment candidates know if they are in-or-out of your hiring process (ESPECIALLY IF THEY HAVE MET A TEAM OF YOUR HIRING MANAGERS IN-PERSON!) so they can close the chapter and move to the next lead.
And remember: Laid off workers caught up in a market meltdown, etc. – especially those who were not force-ranked and shoved out for poor performance - have bills to pay, commitments to take care of, and kids in college too. Everyday during the unemployed stretch, spouses and children are adversely impacted by this difficult time and I can tell you from experience that they worry about the health and welfare of their loved one during this dramatic transition & holding-pattern in their family’s life.
A good CANDIDATE EXPERIENCE is good for business. If you believe that leader behaviors count, then you already understand that when RESPECT FOR OTHERS is absent, everyone will quickly figure out that you're not a leader after all.
Thursday, May 6, 2010
RESUMES: MAKE EVERY PAGE COUNT!
I dedicate this advice to all my girls at The Ohio State University who are preparing to take Corporate America by storm after graduation. Listen up! OMGosh - I keep hearing that my grandmother’s generation is still screaming at all of you about the ONE PAGE RESUME! I say, “Leave my girls alone!”
I have been on the recruiting front lines hauling in billions of dollars worth of talent for global market leaders for the last 25 years, so let me state unequivocally that I have NEVER EVER rejected a high caliber employment candidate because his/her resume exceeded ONE PAGE! If I had, most of the executives I worked for would have fired me for not operating out-of-the-box on behalf of our great service-oriented company & you - our valued employment candidate, client and potential future customer!
Your background gets only one shot at making a first impression, so focus on QUALITY when creating a resume; not QUANTITY! Do not listen to the Armchair Resume Experts because every single day terrific employment candidates - like you - fail to transfer critical knowledge & information to all the mysterious gatekeepers guarding the world’s corporate jobs opportunities.
IMPORTANT TIP OF THE DAY: Recruiters – who respect candidates - will call you if the CONTENT in that marketing document - called your resume – compliments the job specifications for an open position they are working on! You must succeed at delivering good, interesting and reliable CONTENT that inspires someone to talk to you! Think about it: To promote your candidacy, you have to do a good job of capturing your varied experiences, skills and competencies!
Okay – one page makes perfect sense when you have little or no work and/or life experience; limited skills; and no activities, clubs, community service or external efforts that highlight times you leveraged your varied talents to reach hard-fought goals.
Think about this important issue like this: Recruiters – who everyone thinks own the shovels in all those corporate black holes - need enough information to assess your background against required skills tied to our open positions. When data highlighting the business/functional areas & industries you have operated in and/or when domain expertise is missing, it makes it very difficult for others to identify the business benefit you delivered at those companies you were accountable to.
In closing, what I know is that too many wonderful employment candidates – like you - never get to a hiring decision-maker because too much of your effort was focused on the number of RESUME PAGES, when the secret has always been in the QUALITY OF THE CONTENT!
Make time to review that resume if it hasn't been doing "it" for you! -Good luck!
Best regards,
Tish
I have been on the recruiting front lines hauling in billions of dollars worth of talent for global market leaders for the last 25 years, so let me state unequivocally that I have NEVER EVER rejected a high caliber employment candidate because his/her resume exceeded ONE PAGE! If I had, most of the executives I worked for would have fired me for not operating out-of-the-box on behalf of our great service-oriented company & you - our valued employment candidate, client and potential future customer!
Your background gets only one shot at making a first impression, so focus on QUALITY when creating a resume; not QUANTITY! Do not listen to the Armchair Resume Experts because every single day terrific employment candidates - like you - fail to transfer critical knowledge & information to all the mysterious gatekeepers guarding the world’s corporate jobs opportunities.
IMPORTANT TIP OF THE DAY: Recruiters – who respect candidates - will call you if the CONTENT in that marketing document - called your resume – compliments the job specifications for an open position they are working on! You must succeed at delivering good, interesting and reliable CONTENT that inspires someone to talk to you! Think about it: To promote your candidacy, you have to do a good job of capturing your varied experiences, skills and competencies!
Okay – one page makes perfect sense when you have little or no work and/or life experience; limited skills; and no activities, clubs, community service or external efforts that highlight times you leveraged your varied talents to reach hard-fought goals.
Think about this important issue like this: Recruiters – who everyone thinks own the shovels in all those corporate black holes - need enough information to assess your background against required skills tied to our open positions. When data highlighting the business/functional areas & industries you have operated in and/or when domain expertise is missing, it makes it very difficult for others to identify the business benefit you delivered at those companies you were accountable to.
In closing, what I know is that too many wonderful employment candidates – like you - never get to a hiring decision-maker because too much of your effort was focused on the number of RESUME PAGES, when the secret has always been in the QUALITY OF THE CONTENT!
Make time to review that resume if it hasn't been doing "it" for you! -Good luck!
Best regards,
Tish
Wednesday, May 5, 2010
Our Competitive Advanage Starts With YOU!
Welcome to TishTrek - THE JOB BLOG!!
JOB OF THE DAY!
Title: Executive Director – Commercial Cash Management
Business Unit: Morgan Stanley Smith Barney Global Wealth Management – Retail Banking Group
Position Location: Purchase, NY
Position Description:
Morgan Stanley Global Wealth Management Group (GWMG) provides a range of wealth management products and services for affluent individuals and their business interests. These services include brokerage and investment advisory, financial and wealth planning, credit and lending, cash management, annuities and insurance, retirement and trust. The Retail Banking Group within GWMG is seeking a highly motivated Executive Director to manage all Commercial Cash Management initiatives. This position will help drive evolving service offerings and products to make sure our Commercial Cash Mgmt Solutions work to achieve the long-term financial goals of our Commercial Clients.
The successful candidate will play a pivotal role to ensure profitable growth through creative marketing, excellence in execution and superior customer relationship management as he/she manages and/or launches evolving Commercial Cash Mgmt Products.
Based in Purchase, New York (20 miles north of New York City) - the Retail Banking Group is responsible for some of the most significant revenue opportunities within GWMG. The group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. These products include mortgage lending, business lending, cash management, margin lending and securities-based lending, as well as a range of banking services offered through clients’ retail brokerage accounts.
The Executive Director will drive Morgan Stanley’s strategy to create tools, technologies, products and methodologies with the goal of leveraging the collections, disbursements and cash balances of our commercial clients so they can more effectively control fund utilization while maximizing the earning power of excess cash. This position will deliver critical services dedicated to speed & precision with a focus on ensuring that the cash of our affluent and high net worth commercial customers can work smart during all stages of the cash flow process. Responsibilities include:
• Develop, manage and execute strategies that preserve liquidity & maximize earning potential for Commercial Clients
• Work closely with Financial Advisors, Partners & Commercial Clients to promote product usage and to ensure end-to-end transactional excellence to save time & create efficiencies
• Identify, evaluate, size and develop new product opportunities
• Manage financial performance & key performance metrics
• Manage competitive strategies & develop reactive strategies
• Manage Commercial Cash Management Product Personnel from concept to implementation
• Manage Morgan Stanley’s efforts to address end-to-end Cash Management improvements for our Commercial Clients ranging from Payment Collections & Disbursement Tools, Information & Account Mgmt Tools, Optimum Funds Management Tools, Deposit & Business Convenience Tools, etc.
Skills Required:
This is a unique start-up and white board opportunity, so the desired candidate must possess a strong entrepreneurial attitude, problem solving and analytical skills, be a strong communicator, demonstrate leadership and initiative on simultaneous projects and work well in a fast-paced work environment. Any history of out-of-the-box thinking that led to leading edge solutions & products in the Commercial Cash Management space will be of high interest to us, (i.e. – Internet Banking, Line-of-Credit and Investment Sweep Services, Zero Balance & Target Balance Sweep, Cash Concentration, etc.)
Successful candidates will lead high profile strategic initiatives, so ten plus years work experience in product development and/or sales are required. Financial services experience (with a retail brokerage firm, private bank or retail bank in particular is preferred) and/or strategy consulting experience and/or experience working in a finance, strategy or product group at a leading financial services firm is desired.
This role is an exciting opportunity to be part of the Commercial Cash Management Group in the early post launch phase and to help grow a business from the ground up. In general, the person in this role will gain valuable skills and unique experience working directly on the opportunities and challenges facing a global financial services leader in an extremely dynamic and competitive industry. He/She will be able to observe at close hand how senior management achieves competitive advantage while chasing market share in Banking & Lending. The experience gained as a leader of this team provides the opportunities, relationships and foundation for future leadership roles at Morgan Stanley.
If you qualify, please apply on-line @ www.morganstanley.com / Careers - JOB ID# 68989. OR alert Tish Ferguson @ 914-255-8832 - Office / patricia.ferguson@morganstanley.com
JOB OF THE DAY!
Title: Executive Director – Commercial Cash Management
Business Unit: Morgan Stanley Smith Barney Global Wealth Management – Retail Banking Group
Position Location: Purchase, NY
Position Description:
Morgan Stanley Global Wealth Management Group (GWMG) provides a range of wealth management products and services for affluent individuals and their business interests. These services include brokerage and investment advisory, financial and wealth planning, credit and lending, cash management, annuities and insurance, retirement and trust. The Retail Banking Group within GWMG is seeking a highly motivated Executive Director to manage all Commercial Cash Management initiatives. This position will help drive evolving service offerings and products to make sure our Commercial Cash Mgmt Solutions work to achieve the long-term financial goals of our Commercial Clients.
The successful candidate will play a pivotal role to ensure profitable growth through creative marketing, excellence in execution and superior customer relationship management as he/she manages and/or launches evolving Commercial Cash Mgmt Products.
Based in Purchase, New York (20 miles north of New York City) - the Retail Banking Group is responsible for some of the most significant revenue opportunities within GWMG. The group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. These products include mortgage lending, business lending, cash management, margin lending and securities-based lending, as well as a range of banking services offered through clients’ retail brokerage accounts.
The Executive Director will drive Morgan Stanley’s strategy to create tools, technologies, products and methodologies with the goal of leveraging the collections, disbursements and cash balances of our commercial clients so they can more effectively control fund utilization while maximizing the earning power of excess cash. This position will deliver critical services dedicated to speed & precision with a focus on ensuring that the cash of our affluent and high net worth commercial customers can work smart during all stages of the cash flow process. Responsibilities include:
• Develop, manage and execute strategies that preserve liquidity & maximize earning potential for Commercial Clients
• Work closely with Financial Advisors, Partners & Commercial Clients to promote product usage and to ensure end-to-end transactional excellence to save time & create efficiencies
• Identify, evaluate, size and develop new product opportunities
• Manage financial performance & key performance metrics
• Manage competitive strategies & develop reactive strategies
• Manage Commercial Cash Management Product Personnel from concept to implementation
• Manage Morgan Stanley’s efforts to address end-to-end Cash Management improvements for our Commercial Clients ranging from Payment Collections & Disbursement Tools, Information & Account Mgmt Tools, Optimum Funds Management Tools, Deposit & Business Convenience Tools, etc.
Skills Required:
This is a unique start-up and white board opportunity, so the desired candidate must possess a strong entrepreneurial attitude, problem solving and analytical skills, be a strong communicator, demonstrate leadership and initiative on simultaneous projects and work well in a fast-paced work environment. Any history of out-of-the-box thinking that led to leading edge solutions & products in the Commercial Cash Management space will be of high interest to us, (i.e. – Internet Banking, Line-of-Credit and Investment Sweep Services, Zero Balance & Target Balance Sweep, Cash Concentration, etc.)
Successful candidates will lead high profile strategic initiatives, so ten plus years work experience in product development and/or sales are required. Financial services experience (with a retail brokerage firm, private bank or retail bank in particular is preferred) and/or strategy consulting experience and/or experience working in a finance, strategy or product group at a leading financial services firm is desired.
This role is an exciting opportunity to be part of the Commercial Cash Management Group in the early post launch phase and to help grow a business from the ground up. In general, the person in this role will gain valuable skills and unique experience working directly on the opportunities and challenges facing a global financial services leader in an extremely dynamic and competitive industry. He/She will be able to observe at close hand how senior management achieves competitive advantage while chasing market share in Banking & Lending. The experience gained as a leader of this team provides the opportunities, relationships and foundation for future leadership roles at Morgan Stanley.
If you qualify, please apply on-line @ www.morganstanley.com / Careers - JOB ID# 68989. OR alert Tish Ferguson @ 914-255-8832 - Office / patricia.ferguson@morganstanley.com
Tuesday, May 4, 2010
IF YOU DON'T MARKET YOURSELF, WHO YOU GONNA CALL?
Welcome to TishTrek - THE JOB BLOG!
Tip of the Day: You can't be shy about promoting your great skills & background during the interview process or the employment candidates you are competing with will run away with the job you want!
I've been interviewing employment candidates for 25 years. During this process, I often ask candidates to tell me how they think third parties (such as former bosses and/or colleagues) would describe the strengths, skills and competencies they exhibited while working in their previous companies. I go the third party route on purpose because literally hundreds of employment candidates have told me how difficult it is for them to promote & market themselves in these circumstances.
Many candidates are beautiful humble people; others are shy; some grew up in families and cultures where self-promotion or speaking highly of ones self or work is looked down on or frowned upon. Whatever the legitimate reason, you have to break out of this mindset before you land in the interview process. If you don't promote your great background during an interview, who are you going to call to do it for you?!
For years, I've coached candidates to arrive at every hiring managers office with a script that highlights the factors that make them a terrific person to have on any team chasing a corporate goal. This simple advice has helped many candidates!
Today's point: For every employment candidate who can't summon the courage, willingness, or comfort level to promote their own great skills & experiences in an interview setting, there are 7 less qualified candidates competing with you who are doing a stellar job marketing themselves, their skills, behaviors and background. Push yourself! Do what it takes to get comfortable! Hurry...
You've been a winner throughout your career for reasons only you can explain! If it helps, take the time to practice at home articulating the high points of your career; use a karaoke machine if you have to; ask your spouse, friends or mom to listen to your pitch. Then march into every single interview prepared to scream from the rooftops that you have so much to offer them or any company!
Good luck! We are all routing for you!
Best regards,
Tish
Tip of the Day: You can't be shy about promoting your great skills & background during the interview process or the employment candidates you are competing with will run away with the job you want!
I've been interviewing employment candidates for 25 years. During this process, I often ask candidates to tell me how they think third parties (such as former bosses and/or colleagues) would describe the strengths, skills and competencies they exhibited while working in their previous companies. I go the third party route on purpose because literally hundreds of employment candidates have told me how difficult it is for them to promote & market themselves in these circumstances.
Many candidates are beautiful humble people; others are shy; some grew up in families and cultures where self-promotion or speaking highly of ones self or work is looked down on or frowned upon. Whatever the legitimate reason, you have to break out of this mindset before you land in the interview process. If you don't promote your great background during an interview, who are you going to call to do it for you?!
For years, I've coached candidates to arrive at every hiring managers office with a script that highlights the factors that make them a terrific person to have on any team chasing a corporate goal. This simple advice has helped many candidates!
Today's point: For every employment candidate who can't summon the courage, willingness, or comfort level to promote their own great skills & experiences in an interview setting, there are 7 less qualified candidates competing with you who are doing a stellar job marketing themselves, their skills, behaviors and background. Push yourself! Do what it takes to get comfortable! Hurry...
You've been a winner throughout your career for reasons only you can explain! If it helps, take the time to practice at home articulating the high points of your career; use a karaoke machine if you have to; ask your spouse, friends or mom to listen to your pitch. Then march into every single interview prepared to scream from the rooftops that you have so much to offer them or any company!
Good luck! We are all routing for you!
Best regards,
Tish
Monday, May 3, 2010
HELP WANTED: ACT NOW - VP of Credit Cards!
Welcome to TishTrek - THE JOB BLOG!
Two high caliber candidates are needed RIGHT NOW for two ACTIVE open senior positions in Morgan Stanley's Credit Card Business! Hurry!
If you believe you qualify, please apply on the Morgan Stanley website www.morganstanley.com/ Careers @ JOB ID# 68589. It takes five minutes to apply!
On behalf of the Executive Management Team, I will circle back to you within 48 hours to let you know if you are in-or-out of the recruiting process for these two positions which are deemed critical to the success of our NEW RETAIL BANKING BUSINESS!
We have several senior positions evolving in Credit Cards, so if the job below does not completely compliment your background or if the job spec falls short of your search priorities, I will weigh your unique Credit Card Product background against other open positions!!
May 3rd, 2010 - Join the celebration as THE JOB BLOG introduces its FIRST Job-of-the-Day!
Vice President of Credit Cards - Morgan Stanley Smith Barney
Position Description: (2) OPEN POSITIONS
Responsible for managing the Credit Card business for Morgan Stanley Smith Barney including strategy and product offerings, financial performance, marketing, sales, activation, distribution, client service and reporting. Will partner with the Credit issuer to introduce a suite of new and enhanced credit products to drive revenue as well as Financial Advisor (FA) and client adoption.
- Developing and executing strategic plan to increase penetration and profits derived from the sales and use of credit card products.
- Responsible for ensuring product line profitability and expansion through strategic product launches, product line positions, competitive pricing strategies and revenue enhancements.
- Leading B2B & B2C solutions encompassing the full spectrum of Card marketing from targeting and acquisition, advertising/brand management, early engagement, spend stimulation and retention through the FA channel.
- Developing strategies to train and educate brokerage sales force on credit and debit products to integrate into their sales practice.
Qualifications:
- Minimum of 15 years direct experience developing, managing and running card products.
After you apply on-line @ JOB ID # 68589, feel free to forward your resumes to my attention @ patricia.ferguson@morganstanley.com to alert me to your submission.
Thank you for your interest in Morgan Stanley! Good luck in this process!
Best regards,
Tish
patricia.ferguson@morganstanley.com
Two high caliber candidates are needed RIGHT NOW for two ACTIVE open senior positions in Morgan Stanley's Credit Card Business! Hurry!
If you believe you qualify, please apply on the Morgan Stanley website www.morganstanley.com/ Careers @ JOB ID# 68589. It takes five minutes to apply!
On behalf of the Executive Management Team, I will circle back to you within 48 hours to let you know if you are in-or-out of the recruiting process for these two positions which are deemed critical to the success of our NEW RETAIL BANKING BUSINESS!
We have several senior positions evolving in Credit Cards, so if the job below does not completely compliment your background or if the job spec falls short of your search priorities, I will weigh your unique Credit Card Product background against other open positions!!
May 3rd, 2010 - Join the celebration as THE JOB BLOG introduces its FIRST Job-of-the-Day!
Vice President of Credit Cards - Morgan Stanley Smith Barney
Position Description: (2) OPEN POSITIONS
Responsible for managing the Credit Card business for Morgan Stanley Smith Barney including strategy and product offerings, financial performance, marketing, sales, activation, distribution, client service and reporting. Will partner with the Credit issuer to introduce a suite of new and enhanced credit products to drive revenue as well as Financial Advisor (FA) and client adoption.
- Developing and executing strategic plan to increase penetration and profits derived from the sales and use of credit card products.
- Responsible for ensuring product line profitability and expansion through strategic product launches, product line positions, competitive pricing strategies and revenue enhancements.
- Leading B2B & B2C solutions encompassing the full spectrum of Card marketing from targeting and acquisition, advertising/brand management, early engagement, spend stimulation and retention through the FA channel.
- Developing strategies to train and educate brokerage sales force on credit and debit products to integrate into their sales practice.
Qualifications:
- Minimum of 15 years direct experience developing, managing and running card products.
After you apply on-line @ JOB ID # 68589, feel free to forward your resumes to my attention @ patricia.ferguson@morganstanley.com to alert me to your submission.
Thank you for your interest in Morgan Stanley! Good luck in this process!
Best regards,
Tish
patricia.ferguson@morganstanley.com
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