Recruitment
Talent needs … and wants
Trevor Foley offers some advice for channelling ambition
T he majority of the talent articles I write are focused on clients or the industry at large . This one , the last of the year , looks at where ambitious industry players should be focussing their efforts for the purposes of career development . There are some common themes in terms of the strategies of industry companies that are seeing a demand for certain skillsets . Here ’ s a run through some of the most common ‘ wants ’.
Undoubtedly , the biggest focus among many growing organiser businesses is the move to creating confexes . This can be from either end of the event cycle – a conference that wishes to add an exhibition or an exhibition looking to add greater content to an event . This brings together many skillsets – research , content delivery , commercial nous , marketing knowledge and also operational expertise . The operational understanding comes from the fact that a move from an exhibition or conference towards a confex will often require a change of venue type . A conference that may have been in a hotel , will likely need to move to a traditional exhibition hall of one size or another . This move may also create challenges among the event community , in maintaining the ethos of the event – achieving growth without disrupting the niche or even the cosiness of the event .
Many industry players do not make it clear on their CV ’ s whether their event portfolios are exhibitions , conferences or , indeed , confexes , nor the range of skillsets possessed in running those portfolios .
If there is a second greatest
Above : Trevor Foley
“ Event marketing has become a many headed beast , tripping beyond communications and brand management , into subscription models , data , tech solutions , managing revenue , and the visitor experience .”
need , it is that of commerciality – a commercial event director , a commercial marketing director or a commercially focussed MD . This goes beyond sales into revenue stream diversification , P & L cash flow management , investment models and more . Again , many people will possess such skillsets , but this is often not apparent in a CV .
Next , marketing . Event marketing has become a many headed beast . Tripping beyond communications and brand management , into subscription models , data , technological solutions , managing revenue streams , and the visitor experience . Clients want to understand the expertise of industry candidates in these areas .
Lastly , it ’ s important to point out that many organisers and venues need to recruit on a confidential basis . I often explain that there are very few of our roles that tfconnect are able to put in the public domain . It is not just at the most senior levels , it will be from event director roles upwards .
Confidentiality requires trust and I ’ m pleased to say that , project after project , year after year , this trust in confidentiality is observed and well managed by both clients and candidates . From a potential candidate point of view , there can also be a range of reasons for needing the utmost confidentiality in the market . Again , in my ongoing experience , industry organisations are brilliantly observant of all necessary confidentialities .
In short , confidentiality is usually the main need on both sides of the hiring equation . So , if you are ambitious for growth in your career or looking for something different in 2024 , trust in putting your head above the parapet and see what happens !
www . exhibitionworld . co . uk Issue 6 2023 17