Pierpont Communications, Inc.

Part 1: Entry-Level Positions

With salaries in the communications field down nearly 11 percent since 2008 and a perceived tight economy, the prospect of obtaining a good job within the industry seems slim for many young professionals. However, the job market is still very good as long as you are talented, motivated, serious and skilled – the hiring landscape is always best for the top-caliber people.

I have personally helped more than 50 practitioners find communications jobs in the past year – a considerable feat, given the current economic conditions. Whether in corporations, agencies, nonprofits or government agencies, these professionals all had one thing in common – a strong desire to succeed and the required skill set to separate themselves from the pack.

If looking for a position, consider the business landscape. Typically, corporate or “in-house” communications jobs ebb and flow every four years – the time it takes for an internal team to grow so large that executives feel the need to cut back. Because of tight budgets and the difficulty of justifying the use of outside counsel, many companies are adding internal communicators, rather than turning to agencies. Some companies have started to use agencies only for special projects, where the critical skills they don’t have are necessary to successfully execute within a given time frame. As the cycle continues, I expect to see an uptick in outside counsel (agency) jobs after the economy has recovered and executives prefer to retain agency assistance, rather than paying full-time employees.

Job seekers these days are facing stiff competition – I see some 20 resumes a week – so the key is to make yourself stand out amongst the crowd. What gets my attention and who gets hired? For recent grads and entry level applicants, it’s easy. I look at the quality of the education, outside interests and accomplishments, internships, analytical skills and most importantly – their writing skills. Analytical skills can be hard to judge from a resume alone, so I present all interviewees with a face-to-face “mini crisis” to test their strategic thinking, innovation and application of what they’ve learned in school and in internships. Like any good employers, I give a real-time writing test, not a portfolio review – something that shows me how they perform under pressure, not after multiple reviews and professor critiques. Interpersonal traits such as handshakes and personality are added benefits, but are not the most critical. A definite red flag in my book: hearing the words “I’m a people person!”

But don’t take my word for it – here’s what fellow Pierpont employee (and former student) Brittney Cochran has to say about it:

“Having successfully navigated Terry’s hiring process, I can attest to his difficulty of questioning and thorough evaluation of skills and recommendations,” said Brittney Cochran, senior account executive at Pierpont Communications. “I joined Pierpont two years ago and have since seen countless young professionals crash and burn during interviews with Terry – proof that they can’t handle high-pressure situations or think creatively on their feet, two of the most important job candidate qualities in our industry.”