Tag Archives: marketing research job

Why poets, artists, movie makers manage to find the timeless insight and consumer insight managers can’t?

I stumbled upon a poem recently (jawab-e-shikwa  by Allama Iqbal) while listening to Shirely Bassey’s playlist on youtube. It struck me, and it struck me bad…how come they managed to spot the right insight and were able to touch hearts and why me (a regular consumer insight manager) can’t?

Consumer Insight Manager or a Magician

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Need a Job? Use these 4 Social Media Tips to become a Recruiter Magnet

Social media has revolutionized everything around us including the way we get hired. A recent surveyby Eurocom worldwide reveals that 38% of companies check social media profiles of potential employees

I got a chance to discuss this issue with a leading international recruiter.Following are his thoughts on the subject.

It takes talent to find talents…

“I think what is more important to realize is how it can be used to review a potential candidate and gain insight into the person, their personality/style and potential as a candidate.” Victor Asanbe

This involves the following:

1. Review of Contact Lists: A review of their (candidate’s) contact list is it made up of peers, professionally relevant people, contacts that show an ability to grow a network throughout organizations, the industry, complementary fields etc at different levels. This is often a core competency required for many positions now, and using blogs to do just that, is an indication that a candidate can execute that effectively in a new role/company. An indication that someone is not building a professional network is disparate titles, industries etc, this could just be a social activity for them.

2. Review of involvement and contribution to groups – Involvement & contribution in groups; assess the relevance and contribution frequency. Often this is an indication of two areas – networking ability but also how readily they are likely to contribute to business areas outside their own within a team environment, do they contribute for the general good, or have a level of awareness that would translate into organizational awareness etc. This also helps a recruiter gain insight into management styles, knowledge and expertise – which is never a bad thing, it helps a great deal when it comes to considering a candidate and a match to the culture of a company

3. References – a review of references to see how they (candidate) fit with the roles. Do they come from clients (and these can be internal clients as well as external) – a third party client reference is of value – and perhaps a conversation that can be extended to gain even further understanding of the person concerned. For leadership roles, it’s also interesting to see references from team members that express what it was like to be part of the team lead by the individual. Of course, direct supervisor or references from “the boss” also fit nicely into this review. Colleague/peer references are easier to get and not as indicative to performance of the person.

4.Profile: Lastly, generally how are they using their profile to communicate who they are, their roles and areas of interest – the underlying structure – it used to be that we looked at a messy resume and assumed, messy person, now, we look at the on line profiles and do the same.

” I am not saying that every recruiter uses social media like this but what I can say is that I do, and although I don’t make all of my decisions on someone from this, these areas are all part of the process of assessing a potential candidate. I can also speak from experience in terms of being a recruiter, I know I certainly increased the number of contacts I had from people when I work, when I followed this sort of thought process myself.” Victor Asanbe

A little about the author:

Victor Asanbe: A leading International recruiter.  Based in London, he is handling recruitment in United Kingdom & EMEA (including Abu Dhabi). He specifically manages and recruits into the IT, Telecoms, Media, Research, MoD, Hedge fund, Sales and Marketing industries across UK & EMEA.

Consumer Insight Manger vs. Research Manager, what is the difference?

I was looking at job boards and questioning myself as to what is the difference between a consumer insight manager and a research manager? Is it more than just a buzz word?

For last so many years I have been juggling with the jobs that handled data. I have been a researcher, a strategic communication planner, and a strategist. Following is my take on jobs as consumer insight manager vs. research manager.

 

Consumer Insight Manager

Research Manager

Qualification

Understanding of research

Understanding of research

Deliverable

Strategic Input (Consultancy)

Research Study (Tool)

Activities & Tasks

Commission researches

Manage clients

Analyze data & its impact on strategic initiative /product /brand / marketing

Manage projects

Negotiate results driven action points with action owners

Analyse results

Understand the impact of actions on consumer

Manage data

Predict trends & align priorities

Improve research methods and techniques

Inspire insight driven innovation

 

Some Examples

A consumer insight manager’s output would be

A research manager’s output would be

JWT intelligence

Brand z

Dictionary of change

Television audience measurement

Experience

Should Understand strategic planning

Should understand the tools & techniques

Should understand basics of project management

Should understand basics of project management

Should understand MR

Should understand MR

Should be capable of combining research & gut

Should be capable of translating research briefs in to profitable research projects

Average Salary (UK)

GBP 53,500 p.a

GBP 40,000 p.a.

 

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