PR Recruitment

 

After a high–level, international career spanning 30 years in the communicating professions, I have decided to put my experience to work and plough something back by helping high value companies and high quality job-seekers to find each other.

 

I have been both an employer and a job-seeker many times, and I consequently understand both sides of the transaction. Having studied the process of bringing candidates and employers together, I find that it is often undignified, unsophisticated, inefficient – and occasionally humiliating. There are many good recruiters out there, some of whom have devoted their entire working lives to the profession, but they have rarely experienced life on the other side of the desk. This is where I bring considerable additional value.

 

What do I do?

I provide a discreet headhunting service that not only brings employers and candidates together in an elegant way, but one that reinforces the dignity, the respect and the values that good companies and good candidates inherently possess. That dignity should be recognized, and often is not.

 

Chris Westinghouse Associates specializes in permanent, senior roles in the communicating professions, i.e. corporate communications, PR, public affairs, media, issues, crisis and reputation management. Headhunting is a sophisticated art – and not a mass production process. For this reason I select only high quality clients and high value assignments.

 

I guarantee professional and personal attention to candidates and clients alike. I do this by strictly limiting the number of roles I agree to manage.

 

I work alone on a day-to-day basis and draw liberally on the expertise of a network of independent consultants.

 

Why is my service different?

• I am a one-person business, with few overheads and no need to operate with the frenzy of a sausage machine.
• My business is all about quality rather than quantity. I strictly limit my assignments, and I don't "chase a quick buck."
• Because of my own corporate experience, I make a point of understanding my clients' businesses as thoroughly as I can.
• My research does not stop at the point where I understand the job description of the role I am recruiting for – I explore your corporate values, your corporate culture, style and ethics before I scout for candidates who will "fit in" and not just ones who can "do the job."
• When a company seeks to appoint a communicator they are not simply looking for a talking head – the communicating professions call for additional skills – like relationship management skills, listening skills, presentation and social abilities. These are not easily found if a recruiter simply ticks the relevant boxes after a briefing from the HR department.
• I only consider taking on an assignment if I am certain that my approach will add value beyond what is 'standard.'
• A person who has successfully "done the job" himself, or herself, is usually far better equipped to headhunt for that kind of role than somebody who hasn't.

 

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