Contact: Steven Alschuler / Melissa Luke (212)575-4545
Linden Alschuler & Kaplan, Inc. Public Relations

With over $755 million spent on advertising by dotcoms in the first half of 1999 alone, the demand for talented in-house advertising, sales and marketing professionals has led to fast-paced recruiting by new media and traditional businesses. But according to leading executive recruitment firm Stephen-Bradford Search, employers and job candidates should probe with thoughtful questions to learn and avoid unhappy experiences and high turnover.

According to Karlene Diemer, Director of Stephen-Bradford, which specializes in placing top level advertising, sales and marketing professionals in Internet and traditional companies, “given the time and expense involved in identifying and recruiting top employees, employers should be upfront about issues that could lead to misunderstandings, dissatisfaction and turnover down the road. Job candidates as well need to have a clear understanding of the issues that matter to them, and shouldn’t jump to a job based on vague impressions about future potential.”

Diemer offered the following advice:

Research the Company - For every successful website there are twice as many Internet failures. Prospective employees should look for a strong management team, business model and experience when researching the company. Companies seeking to recruit the best candidates should be prepared and eager to provide this information. In this job market, candidates have to be “sold” on taking a new job and employers shouldn’t be put off by probing questions about the company’s prospects.

Understand that Position-Candidates should fully understand the responsibilities and growth potential of the position they interview for. It is also important for employers not only to make sure that the candidate is qualified for the job at hand, but also that their expectations and goals for the future are realistic.

Have a Clear Understanding About Stock Options - Many Internet companies provide stock options that cannot be vested for an extended period of time - to provide an incentive for employees to stay with them. But misunderstandings about the value of options, the vesting period, the timing of IPOs and other issues have increasingly led job candidates to ask for options that are vested immediately and to seek positions only with companies that are planning imminent IPOs. Whatever terms are ultimately negotiated, it’s in the interests of both employer and employee to be sure that both parties have a clear understanding of all these issues prior to finalizing a deal. No one would take a job without understanding what their salary would be. Stock options may be more complicated, but they are just as much a part of compensation.

Know Benefits and “Perks” - With a 12% annual turnover rate at the average U.S. business, a big challenge for employers is finding good talent that will be loyal to the employer. Besides the standard benefits, many companies are becoming family friendly and giving “perks” such as gym memberships and stock options to keep employees happy. Job candidates are increasingly asking about such amenities, and companies that offer them have a leg up in the competition for the best employees.

Consider the Corporate Culture - Talk to the people that you will be working with and observe the environment. It is important to share similar professional values and visions for the company with the people that you will work with daily. For example, someone who wants to leave at 6:00 PM every day may not work well with people who work until 8:00 PM. Throughout the interview process, both the employer and candidate should be thinking about whether they will be able to successfully work together every day.

Promises Should Be in Writing - Because sales executives’ total compensation is often based a great deal on commission, it is important to have all the terms of the employment in writing. Whether in the form of a formal contract, or a simple letter from the employer spelling out all the terms, a written explanation of such issues as salary, bonuses, stock options, commissions and benefits will avoid misunderstandings and help foster a positive working relationship.

Stephen-Bradford Search, headquartered in NYC, counts among its clients leading companies in the fields of new media, financial services, advertising, publishing, entertainment and consumer products for marketing, sales, promotions and IT professionals.