One of the services we offer free of charge to MIPAA members is JobSearch. This aims to link together those with vacancies in automotive PR and the talent of our members.
This could be a tricky area since the job-hunters are often already working for other MIPAA members, but a pragmatic perspective prevails, fortunately.
In the past few months, we’ve been approached to promote a number of really great jobs – and this doesn’t look like changing. In the last week, I’ve uploaded three new roles:
- Communications Manager launching the Infiniti brand into UK and Ireland
- PR Executive at the Institute of the Motor Industry
- Communications Assistant/Specialist for Dunlop Tyres UK
As a result of other job moves in the industry, there are a number of other positions also about to become vacant. The challenge now is to attract the talent – and particularly to bring in new lifeblood alongside those who already have knowledge and skills gained in the autoworld.
We have a good track record in attracting graduates thanks to investment in placement students in recent years. Our training workshops and Accelerate mentoring programme also work well at this entry level. We have recognised, as David Brain recently said:
Young talent is the life blood of the creative and professional or financial service businesses that make up the bulk of most European urban economies.
What is even more important is developing hot shot talent to take up more senior management positions. We need the skills and credentials to present PR more strategically moving beyond the traditional automotive PR strengths in specialist media relations. If we don’t then PR will be subsumed within marketing and not recognised as able to provide a vital strategic function focusing on the 3Rs of reputation, relationships, and risk management.
This is an area we are going to focus on more and more with MIPAA. I’m about to undertaken research with our more senior members to develop a training and mentoring framework to help develop talent at this higher level.
Of course we must continue to attract young people and offer development programmes at their level, but I believe the real challenge in PR at the moment is to attract and support top-level talent.
Any thoughts and ideas on doing this would be most welcome…