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Career Games: The ups and the downs

snake small.jpg

In a perfect world we know what we want to be when we grow up, we undertake the necessary training, we get an entry-level job and our career takes off to whatever lofty heights we so desire.

Like I said... in a perfect world. However, not all of us live in a perfect world. And in the real world things don't always go to plan. Sometimes we change our mind and decide we want to take a different path. Sometimes a decision is taken out of hands, as in the case of all those capable, qualified and driven individuals who've been made redundant over the last year or so.

Not everyone gets a one way, trouble free ride up the career ladder. Sometimes our journey is more like a game of snakes and ladders. Move along, get a promotion, move on up. Sometimes as we progress we hit a box with a snake on it and that sends us backwards. I want to point out though that not all snakes are dangerous.

Landing on a snake square can make us stop and analyse things. Maybe we've got as high as we can in a certain field or we are bored and seek a new challenge. It might be time to switch industries or roles. In order to do that we often have to take a step backwards - either in salary or job title - in order to get onto a new pathway. There are also times in our lives when we navigate ourselves onto a snake square and chose to take a less stressful or lower ranking position for a while for personal reasons.

The world of work is really one big game (for some it's more serious than others) and one that should be fun to play. If you're not having fun, you may need to move. Climb up a ladder or slide down a snake - you may come across another ladder that will soon take you to where you want to be. Don't stand still for too long though.

Image courtesy: Chris P Jobling

We Wanna Hold Your Hand

hands.jpgI came across an interesting article this morning about the Top 10 Social Sites for Finding a Job written by leading personal branding expert Dan Schawbel, who stresses the importance of actively engaging these sites - from the old guard of LinkedIn and Facebook to rookies like VisualCV and Ecademy - to help you build an online resume and network across various job posting platforms. It's a thorough list with insightful tips on how to best utilize the social web space to land your next gig.

But, like several people who posted comments, I can't help but wonder: Where is love for the staffing agency? Or more pointedly, does the growing prevalence and effectiveness of this job search strategy threaten to render the staffing industry obsolete? I mean, if you can go it alone with the help of the web, what do you need us for?

Obviously, I am biased here, but I truly believe that sites like these make the staffing agency that much more powerful, and here's why: While these sites and countless others like them are a great tool in your job search (principally to help you create and shape your ever-important "cyber self"), they still lack what is perhaps the most important cog in the wheel of job-landing, the human connection. Putting yourself out there on as many social networking sites as possible can increase your chances of finding a job, but it can't make a personal introduction or advocate for you to a potential employer.

That being said, I think that social networking sites and staffing agencies are two great things that go great together. While these sites make it a whole lot easier to create an online presence and connect with recruiters, they also provide recruiters with great tools for representing you to their clients.

Or does this just sound like I'm trying to keep us relevant when social networking sites are making us irrelevant?

Image Courtesy of batega.

Why Culture/Personality Fit May Matter Less to Web Talent

468955567_70268757d8_m.jpgI'm still trying to figure this out. When you ask web professionals and the people who recruit or hire them to evaluate the importance of the various attributes used to distinguish one Web professional candidate from another, you get some strong agreement - both groups are in accord that work experience and a specialized skill set are the most important attributes - but you also get some interesting disagreements.

To whit, personality/cultural fit is only important to 90% of web professionals, while it's important to a full 98% of employers. I've made my views on the fit issue crystal clear, so I won't repeat them here, but I will say that, in the staffing industry, there's an old saw that goes, "Hire for skills, fire for fit." In other words, fit definitely impacts on-the-job success. So why the gap?

There are two things I mentioned in my last post on this subject that may explain why web folk view "fit" as, if not totally unimportant, then, at least, less important.

First of all, web professionals want flexible work schedules and the ability to work from home (87% see it as important when considering a new job opportunity). Could it be that "fit" declines in importance when you realize that you won't actually be working directly with others in a particular environment?

Secondly, as we discovered, 43% of working web professionals plan on looking for a new job within the next 12 months and another 35% say they would consider making a move if the right thing came along. It makes sense that fit is going to matter less to you if you're a short-timer, then if you're settling in for the long haul, right?

So much for my speculation on this topic. How sound do these explanations, er, sound?

Note: I'll probably be mining the research on the state of the web profession we conducted with Monster for a while here. If you'd like to dig into it yourself, please do so and then feel free to share your insights.

Image Courtesy of freeparking.

Are Web Talent Sitting Pretty?

Aquent partnered with Monster to uncover the key to "attracting, keeping and developing Web talent in an uncertain economy" and we presented our findings in an AMA webcast today (I've embedded the slides below for your viewing convenience).

It would seem that, while others in the creative class may be struggling, the web folk are feeling fairly confident. 72% of our respondents said they would rate their current position as moderately to highly secure. 52% feel that they would have a good or excellent chance of finding another web position were they to look (a belief that is semi-bolstered by the fact that 37% of our client respondents said they plan on hiring web talent in 2009). And 51% saw their compensation increase over the last twelve months.

This level of confidence amongst the web-enabled is understandable. From the standpoint of companies looking for web talent, it also makes these folks "available." Indeed, 43% percent of the people we asked said that they will actively seek another position within the next 12 months, while an additional 35% said they would make a move if the right opportunity presented itself. In other words, 78% of working web talent are "out there."

I'm not a math guy, but all signs point to this being a good time to be looking for web talent (and a good time to actually be a talented web professional). If you are in the hiring game, you might want to consider the following to lure the interactive moths to your particular flame: web folk are looking for stable positions, flexible schedules, and access to professional development. If you've got that on offer, then get busy offering!

As mentioned, the slides:

The Hills Are Alive with the Sound of Job Hunting

Photo_9_bigger.jpgThis post was contributed by long-time Aquent veteran, Julie Hiipakka. Here's a picture of Julie with her cat.

Whether or not you're one of those people who's been to a Sound of Music Sing-a-Long-a (if you are one of those people, I'm secretly jealous, because I am not), it might surprise you to learn that the timeless wisdom of the Von Trapp Family saga actually relates to your 2009 job hunt. Go figure!

Lesson Number One: Climb Every Mountain!

Leave no stone unturned! Go the extra mile! Give 110%! You've got to do everything in your power to get your next gig because, frankly, your competition is already doing everything in their power to get that same gig. Here's a few things you may not (yet) be doing:

* Pick up the phone and call (yes, call, not email) people. Ask them to refer you to people who are hiring or people who in your industry. Then call those people. You have to get the word out that you're looking. If your entire personal network (family, friends, Facebook pals, drinking buddies) is not aware you're on the job market, get over yourself and tell them.

* Invite people to breakfast and learn how they got to be successful at what they do. Then, get them to refer you to people who are hiring. You'd be astonished at how these non-interviews eventually lead to job offers.

* Follow up at every stage. Send a "thank you" note, offer to show work samples (that goes for you, too, Ms. Marketing Manager), offer to provide references. And after you've done all that, find out what else you need to do to show that you're better than the other people they're considering. Then show them that!

Lesson Number Two: The Reverend Mother was right.

Is this Downturn "Less Bad" for the Creative Class?

2239558273_64efa8f7d7_m.jpgI heard Richard Florida on the radio this morning. You may remember him as the author of The Rise of the Creative Class, which traced "the fundamental theme that runs through a host of seemingly unrelated changes in American society: the growing role of creativity in our economy."

Anyway, he was talking about America's post-crash geography and mentioned that, while recessions have been traditionally bad for the working class, the creative class is still doing alright. When I checked the stats to which he was referring, I found that "alright" really means "less bad."

Turns out, as in the past, this recession is extra hard on the working class. Jobs in production are down 12.9% since last year, and jobs in "construction & extraction" are down 14.2%. By comparison, jobs in arts, design, entertainment, sports, and media, as well as jobs in architecture and engineering, are down a mere 5.4%. So, "down," but not "as down."

Where is growth happening? In the sectors Florida calls "eds and meds," that is, higher education and healthcare. For example, jobs in "healthcare support" have increased by 10.4% year over year.

My question is: Does this mean that marketing, communication, design work related to healthcare is also or will be on the rise? What are you finding?

Image Courtesy of Buster McLeod.

Talent Spotlight
Jack.jpgJack Goldenberg is a creative copywriter represented by agent Randi Martin in Aquent's New Jersey office who, since cracking into the industry over 30 years ago, has served as the creative muscle behind such influential product launches as the McDonald's Happy Meal, Cabbage Patch Kids, Pop Rocks candy, and most recently, the signature Barack Obama watch line. Today, Jack is a freelance copywriter who recently finished a two-year gig writing advertising for Bristol Myers Squibb.

I asked Jack a few questions about how he got his start in the creative industry, the stories behind some of the work he is most proud of, and some advice for those of you hoping to follow a similar path.

First of all, I had an African American Cabbage Patch Kid growing up I named Fred. I'm about as white as they come and grew up in Maine...very strange. But I guess I could say he was my first best friend...so thanks for reaching the masses on that one.

You knew a black Cabbage Patch Kid named Fred? I think I knew him. Was he different than all the other Cabbage Patch Kids? Wait a minute, maybe I'm thinking of snowflakes...

Now you've worked on some pretty amazing product launches from the Happy Meal to the aforementioned (and awesome) Cabbage Patch Kids to the Obama Watches. As a staunch Happy Meal supporter myself, can you tell me the story of how this product launch came to be?

The launch of McDonald's first Happy Meal was a long, long time ago. How long? It was back when cell phones had a huge cord and we had to walk 20 miles in the snow just to pick up our e-mail. But I digress.

The Happy Meal name came from a company in St. Louis and the idea for it supposedly came from St. Louis adman Dick Brams in 1977 (also known as the Dark Ages).

The problem was that the Happy Meal wasn't that successful, at first, to warrant making it a national product. I was Creative Director at the Frankel Company - a brilliant company that has been promoting McDonald's for over 30 years.

Since the local sales of Happy Meals were not that strong, Ray Kroc, McDonald's founder, wanted to put the Happy Meal in a bag instead of a box because the money McDonald's would save if they sold millions of Happy Meals was astronomical (I'm no math whiz, but we're talking well over $40.00 here).

I argued with Ray Kroc that they had to keep the Happy Meal in a box, not a bag because a Happy Meal was "an in-home reminder of the need to visit McDonald's." A kid would see the Happy Meal boxes he collected in his room every day and tell his parents, "Mom, Dad, We've just gotta go back to McDonald's. I need three more 'Star Trek, Star Wars or Spongebob' Happy Meals to complete my collection!"

In other words, the Happy Meal was designed to be viral, kid to parent, long before YouTube made its way onto computers and cell phones. Of course, we didn't know about the term "viral," to us it was just "word of mouth."

I then tried to convince McDonald's to use movie merchandising on the first national Happy Meal instead of the generic outer space or circus themes they thought would work. When they didn't believe me, I brought in Dick Wolf, then a a movie producer and currently of Law and Order fame, and Rusty Citron, a former talent agent and currently Founder and President of the Actors Hall of Fame, to speak to Frankel account executives and McDonald's promotion people about how a movie merchandising theme would make the Happy Meal collectible.

The deal was sealed when Coke got the rights to the first Star Trek movie and sub-licensed them to McDonald's.

I don't want to get political here, but I do want a new watch, so can you tell me more about the Obama Watches?

Obama Watches is the most recent project I've worked on. In December 2007, I wore a single Obama watch to a friend's party as a one-man viral campaign supporting Barack Obama. The next day, five friends called or e-mailed me (why they didn't Tweet me, I'll never know!) to ask where they could buy "one of those Obama watches. "

Now, we have 13 different Obama watches, sales in 47 states and 8 foreign countries and three of our Obama watches are in the permanent collection of the Smithsonian Institution. I personally gave 5 watches to then-candidate Obama at the request of the Democratic National Committee.

We're going to make a 14th final Obama watch. While it will be a little less serious, it is sure to make dog lovers happy. I don't want to give away what the subject will be, but I will say that you'll be able to buy it at this site - www.firstpuppyoftheunitedstates.com - as soon as it goes live.

Getting Horizontal... Web-wise

283555875_15bc14e65a_m.jpg@iamkhayyam turned me on to this inspiredology post featuring intriguing examples of "horizontal" web design (i.e., sites that scroll from right to left instead of up and down). Checking them out made me realize a) that I don't see this enough, b) you can use a lot of different visual metaphors to indicate when a site is loading, and c) some human beings are really, truly, super creative.

The majority of these are portfolio sites. If you don't have time to look at all 25, I recommend that you at least take a gander at these four:

Cesar Jacobi/Mutanz- Pythonesque surreal animation and cool t-shirts (among other work).

BBH London - Very elegant, fluid layout and amazing commercial work.

SectionSeven Inc. - Slick 3D foldout animation.

Ole Häntzschel - Clever use of distortion, illegibility, and rollovers.

If you've still got time, here's two more:

Sonido - Nice "Word Search" Menu Metaphor.

Nile Studio - Russian design studio with a typical horizontal portfolio but very trippy cyrillic type work.

Have you seen any good examples of horizontal design that aren't on inspiredology's list? They've got to be out there...

Image Courtesy of Môsieur J..

Good news for all you wannabe Mad Men (and Women)! There's now an alternative to getting into advertising: becoming an advertisement. That's right. Anyone with untouched skin space and no self-image issues can now create an online profile and pimp...I mean, rent your most personal space to hungry advertisers willing to shell out considerable coin for the services of a living, breathing billboard.

Sound ridiculous? Don't be too hasty to judge. Not only will this gig not interfere at all with your daily routine, but think of the implications - or rather lack thereof - for your diet. The rail-thin model look will be replaced by "rotund but resourceful," and your extra pounds will be worth their weight, or at least surface area, in new ad revenue.

Personally, I couldn't be more behind this movement. And though my forehead belongs to Aquent for the next 3 years ("Register with Aquent and this won't be you"), I do still have some available space left on my abs.

s1316244339_3883.jpgThis post was written by Aquent's Alex "Anytime/Anywhere" Weaver. This is a picture of him.

As fluid and uncertain as it has become (thanks in part to companies shedding full-time employment opportunities faster than A-Rod is shedding fans), the career landscape isn't really a landscape anymore. Its more like a wormhole where traditional job search conventions go in and something entirely different emerges.

Some claim that we are now looking at a 24-hour workplace, but I think it goes beyond that. Thanks to the web, the workplace isn't even a real place anymore; it's been replaced by the nowhere-in-particular of cyberspace.

The question now is: How do you go about looking for a job in the anytime/anywhere world of work in which the internet is your office, a solid web presence your resume, and what you do (your specialization) matters more than where you do it (your geographic location)?

I'll tell you this: it's not easy. Where once you could focus the bulk of your networking attention on the city you call home, now you could potentially be working for a client in Kuala Lumpur on a project that needs to be delivered next day to Sao Paulo (their time), while your toast gets cold in Idaho. See? It's complicated!

We've been responding to this brave new wormhole by shifting around the way we work. Our agents are now focusing less on covering a specific geographical beat than they are on mastering a particular area of specialization. It's technically possible for a web agent in Seattle to find a web designer in Montreal to work for a client in Dallas, so why shouldn't we make exactly that happen?

Obviously [BLATANT SELF-PROMOTION WARNING!], one way to look for gigs (or talent, for that matter) in the anytime/anywhere world is to partner with an organization capable of being anywhere/anytime (I can recommend one if you're curious). But what I'm dying to know is, how are YOU doing it (without the aforementioned, nameless organization)? Have you been able to shift your mind and efforts successfully into the de-spatialized, temporally fluid workplace? Do you work in a certain specialty rather than a certain place? Does your client list span the globe while you, uh, butter your toast in Idaho?

To put it another way, do you now or have you ever worked for someone you have never met in person who lives in a place you've never visited? How did you make that happen? I gotta to know! Talk to me!

Authors

Events

AIGA LA: Emerge Exhibition 2010

25 March 2010

Enjoy an exhibition of emerging new talent at the Pacific Design Center. Student design works representing design programs from all over Los Angeles will be showcased.

Aquent/AMA Webcast: Demystifying Social Media Measurement

25 March 2010

Speaker – John Lovett, Senior Partner at Web Analytics Demystified.

The social media frenzy is escalating as millions of consumers flock to sites like Facebook, Twitter, YouTube and F...

thinkLA: AdU

23 March 2010

Program Overview

The perfect course for junior-level employees, professors and college students, AdU gives a broad introduction to the various departments within an advertising agency. The ...

APALA: Print's role in integrated marketing

23 March 2010

Who says you can’t teach an old dog new tricks? Learn how print is being
used in integrated marketing campaigns, both in traditional and in some
innovative ways.

DMA presents Anritsu Sales Lead Case Study

23 March 2010

How a sales lead campaign succeeded in opening previously closed doors for the sales dept. and won an ECHO Award along the way.

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