Comments on: Cameron-Brooks August 2009 Career Conference http://blog.cameron-brooks.com/2009/08/28/cameron-brooks-august-2009-career-conference/ Advice for Junior Military Officers considering a military transition to the business world and career advice for anyone in the business world. Sun, 20 Nov 2011 04:23:27 +0000 hourly 1 http://wordpress.com/ By: Economic Indicators and the Junior Military Officer – Factory Orders « The Cameron-Brooks Blog http://blog.cameron-brooks.com/2009/08/28/cameron-brooks-august-2009-career-conference/#comment-144 Fri, 08 Jan 2010 20:27:28 +0000 http://blog.cameron-brooks.com/?p=500#comment-144 [...] this report.  If you go back to our Cameron-Brooks August 2009 Career Conference blog (http://blog.cameron-brooks.com/2009/08/28/cameron-brooks-august-2009-career-conference/), we noted, “In addition to sales and process improvement, our August client companies have [...]

]]> By: sblepage http://blog.cameron-brooks.com/2009/08/28/cameron-brooks-august-2009-career-conference/#comment-88 Tue, 08 Sep 2009 17:50:23 +0000 http://blog.cameron-brooks.com/?p=500#comment-88 Eric,
Thanks for the comment! Keep in mind that our companies come to us for leaders, not necessarily any one type of specific background. Were the different types of opportunities we saw at the Conference a match for the leadership experience of our candidates? Yes! Were the candidates a fit for the leadership needs of these organizations? Yes! Did the candidates see these opportunites as a great fit for their career goals? Hear their Yes! on our Facebook page.
Your question gives me the opportunity to talk about some of the areas where our process and our hard work result in the kind of success we saw at the August Conference.
– Getting to know our candidates – Average time for a candidate in our Development and Preparation Program (c) is 9 months. By investing a significant amount of time in our candidates prior to a Conference, we are able to help them understand the full extent of their marketability. This means that, as we see trends in the market, we are able to help our candidates match their leadership abilities to the areas where there are opportunities.
– Quality companies and candidates – Cameron-Brooks has a track record of putting together successful conferences over the decades due to the effort we’ve put into working with quality companies and selecting quality candidates. If you’d like to know more about our clients, I’d encourage you to read Joel’s post on Aug 6th “Cameron-Brooks Review of the Economy”. On why being a C-B candidate helps you achieve your goals, I’d encourage you to see Joel’s post from May 11th “Why Companies Hire the Cameron-Brooks JMO Despite the Current Financial Crisis”.
– Matching process – We spend the month prior to the Conference in a critical phase of the process – matching candidates to company openings. This is where all the hard work with companies and candidates pays off. When you see the average number of interviews of 9.2 for the August Candidates, that is the opportunities that were matched to their career goals based on all the factors above. The effectiveness of the matching process is clear in the “conversion” of these interviews to an average of over 5 companies interested in each candidate.

I like to recommend that candidates use DPP(c) to “rule career fields and opportunities in” to their career search. In other words, there is no reason to “rule out” career fields where your experience is a fit. By using the Conference as an opportunity to see a broad range of career fields, you’ll be able to take advantage of “trends” in the market like the ones we communicated in this post. We’ll do our part by continuing to bring opportunities across the career fields so that you’ll have success in achieving your goals.

]]> By: Eric O'Donnell http://blog.cameron-brooks.com/2009/08/28/cameron-brooks-august-2009-career-conference/#comment-86 Sat, 05 Sep 2009 16:11:49 +0000 http://blog.cameron-brooks.com/?p=500#comment-86 Sounds like the group of candidates did very well, and as a candidate that makes me feel great. Did you have a larger group of people with backgrounds in maintenance management in this year group? I know you increased the amount of maintenance/production interviews but did we alter the spectrum of skill sets brought on board to Cameron Brooks to help meet that demand?

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