Several OCA members, over the past couple months, have landed jobs:
- Marci Kearney landed a full-time job at Microsoft, after contracting there for a while through Kelly Resources. She's now Marketing/Visual Merchandising Manager for Microsoft's worldwide Retail Services group.
- Jacque Coe, after 6 and a half years as Communications Director with Washington's Lottery, is now Director of Communications and Community Engagement for the Bellevue School District.
- Deanne Krauter followed her passion for wanting to work with a well-established outdoor brand, is now working in Denver, Colorado as an Art Director for Cabela's.
- Asako Yoshimura, who had worked for Adobe Systems for 13 years, is now a Sr. Product Manager with T-Mobile.
- Lastly, I, Kelly Evans, just started a contract job with Venture Arts, an interactive design and communications company. I'm helping them with project and account management, managing several web design projects for a handful of clients, including Microsoft and WorldVision.
While OCA has seen some members become alumni, we also welcome several new members:
- Jinhyung Pak, has just gotten out of the Navy, after a career that included managing nuclear reactors. He's exploring his options and is highly interested in the complexities of Marketing.
- Kerry Alexander, an experienced marketing communications and PR professional, was most recently with Colliers International.
- Donna Duncanson was VP of Marketing at Ste. Michelle Wine Estates, where she was employed for 20+ years. After taking some time off from the business world, she's back and is now a marketing consultant.
Showing posts with label Job News. Show all posts
Showing posts with label Job News. Show all posts
Sunday, August 8, 2010
Wednesday, August 4, 2010
Notes from 7/30/2010 - Applying Brand Techniques to the Job Search
The words "Brand" and "Branding" are tossed around quite a bit in the advertising and marketing arenas. But how many people truly understand their essence, and more importantly, how many know how to help their clients create strategies for managing them? And how can we apply what we do know to the job search?
At our 7/30 OCA meeting, our guest speaker, Jessie Lernmark - Sr Strategist with MODO Group, does know 'brand' - and gave a fantastic presentation on the topic. Jessie, whose background includes sales, marketing, advertising and an MBA, has been working within the branding realm for over 4 years, the last two of which have been with MODO. Her group, which is small but has folks working in Asia and Europe, consults such companies as Grupo Modelo (Corona, Pacifico), Microsoft, Sony Ericsson, and Starbucks - helping them with a wide variety of brand services.
MODO's client services include everything from researching Insights and Trends, creating Brand and Marketing strategies, to developing Tools (such as brand books and guidelines) and analyzing Metrics. They are brought in to help a company wade through the complexities of managing product brands, and in many cases, to help the company figure out their own brand.
"Fundamental to any business is understanding the customer and their evolving needs." Starting with qualitative and quantitative research, MODO looks to uncover the needs and motivations of its clients' customers - both the emotional (heart-based) side and the rational (head-based) side. They look to understand the motivation that a consumer has that leads them from awareness and trial through purchase to advocacy of a particular product or company.
"Brand Strategy is more than a logo."
Brand = our identity (how we view ourselves) + our reputation (how others view us).
Brand Strategy = managing any variance between the two, looking to match our reputation in the eyes of the consumer with our own view of ourselves.
To position a brand then, you need to understand your target, your category, your consumers' needs, and most importantly, your point of difference. What is it that makes your product or service different in the marketplace that will satisfy your consumer's need.
It's no different when searching for a job. Jessie suggested that anyone looking for work needs to do the same thing. We all know that if you are pursuing a position with a particular company, you need to understand as much about that company as you possibly can. Use informational interviews and resources, such as LinkedIn, to research 'the target.' Secondly, study the category. If it's a marketing position you're going after, know about the latest trends and happenings. What brands are making an impact?
Third, understand what a company needs. Here, again, utilize research to see what issues a company may be looking to solve, what their competitors are doing, and any pain points the hiring manager may be experiencing. Develop a point of view with regard to how you'd tackle those needs.
Lastly, what is your point of difference? What are your key strengths and benefits that you can provide a hiring company? What makes you distinct and unique? As fellow OCA member, Duane Hobbs, has stated: "Each of us is the unique answer to one exacting question. What's your question?"
At our 7/30 OCA meeting, our guest speaker, Jessie Lernmark - Sr Strategist with MODO Group, does know 'brand' - and gave a fantastic presentation on the topic. Jessie, whose background includes sales, marketing, advertising and an MBA, has been working within the branding realm for over 4 years, the last two of which have been with MODO. Her group, which is small but has folks working in Asia and Europe, consults such companies as Grupo Modelo (Corona, Pacifico), Microsoft, Sony Ericsson, and Starbucks - helping them with a wide variety of brand services.
MODO's client services include everything from researching Insights and Trends, creating Brand and Marketing strategies, to developing Tools (such as brand books and guidelines) and analyzing Metrics. They are brought in to help a company wade through the complexities of managing product brands, and in many cases, to help the company figure out their own brand.
"Fundamental to any business is understanding the customer and their evolving needs." Starting with qualitative and quantitative research, MODO looks to uncover the needs and motivations of its clients' customers - both the emotional (heart-based) side and the rational (head-based) side. They look to understand the motivation that a consumer has that leads them from awareness and trial through purchase to advocacy of a particular product or company.
"Brand Strategy is more than a logo."
Brand = our identity (how we view ourselves) + our reputation (how others view us).
Brand Strategy = managing any variance between the two, looking to match our reputation in the eyes of the consumer with our own view of ourselves.
To position a brand then, you need to understand your target, your category, your consumers' needs, and most importantly, your point of difference. What is it that makes your product or service different in the marketplace that will satisfy your consumer's need.
It's no different when searching for a job. Jessie suggested that anyone looking for work needs to do the same thing. We all know that if you are pursuing a position with a particular company, you need to understand as much about that company as you possibly can. Use informational interviews and resources, such as LinkedIn, to research 'the target.' Secondly, study the category. If it's a marketing position you're going after, know about the latest trends and happenings. What brands are making an impact?
Third, understand what a company needs. Here, again, utilize research to see what issues a company may be looking to solve, what their competitors are doing, and any pain points the hiring manager may be experiencing. Develop a point of view with regard to how you'd tackle those needs.
Lastly, what is your point of difference? What are your key strengths and benefits that you can provide a hiring company? What makes you distinct and unique? As fellow OCA member, Duane Hobbs, has stated: "Each of us is the unique answer to one exacting question. What's your question?"
Tuesday, June 15, 2010
OCA: The Reunion Show - Wed 6/16, 6pm
More than 50 people have come through the OCA doors and have gone on to land full-time or contract jobs. And some have even started their own companies.
Ever wonder what they did to get their current position? Or, if you're newer to OCA, do you wish you could have met them before they moved on?
On June 16th, we'll host "OCA: The Reunion Show"
(To view the evite, click HERE.)
Meet with alums and ask them the tough questions: "What worked?" "What didn't work?" "What would you do differently or over again, if given the chance?" "Are you hiring??" ...
This will be a social event*, and breaking from the norm, we'll meet in the evening. These people have jobs, remember??
Format:
6:00-6:15 - Gather, grab a drink, mingle, and get settled
6:15-6:30 - Greetings from Larry Asher (SVC)
6:30-7:30 - Q/A panel session
7:30-8:30 - networking, complete with beer/wine
*Anyone interested in beer/wine at the event, I'd ask for a $5 donation to cover costs.
Location: SVC Seattle - 500 Aurora Ave N., Seattle, WA
When: Wednesday, June 16, 6:00PM
Phone: 206.304.1455
Ever wonder what they did to get their current position? Or, if you're newer to OCA, do you wish you could have met them before they moved on?
On June 16th, we'll host "OCA: The Reunion Show"
(To view the evite, click HERE.)
Meet with alums and ask them the tough questions: "What worked?" "What didn't work?" "What would you do differently or over again, if given the chance?" "Are you hiring??" ...
This will be a social event*, and breaking from the norm, we'll meet in the evening. These people have jobs, remember??
Format:
6:00-6:15 - Gather, grab a drink, mingle, and get settled
6:15-6:30 - Greetings from Larry Asher (SVC)
6:30-7:30 - Q/A panel session
7:30-8:30 - networking, complete with beer/wine
*Anyone interested in beer/wine at the event, I'd ask for a $5 donation to cover costs.
Location: SVC Seattle - 500 Aurora Ave N., Seattle, WA
When: Wednesday, June 16, 6:00PM
Phone: 206.304.1455
Friday, June 4, 2010
Hiring Frenzy
Maybe it's a sign that the economy is on an upswing (and hopefully continuing along that trajectory), or it's the power of networking. Maybe it's both. But we've had several OCA members recently become new OCA alums.
Congrats to the following people as they embark on new ventures:
Congrats to the following people as they embark on new ventures:
- Melissa Baldwin - marketing manager for the Food Service group of Starbucks
- Carl Larson - site conversion manager for Global Market Insite (GMI)
- Cindy McKinley - sr. project manager for the Seattle Art Museum's internal design / communications group
- Michele Powell - sr. marketing coordinator for HDR/PHAROS
- Meghan Ragsdale - account executive for Cole & Weber advertising
- Mhairi Voelsgen - account director for Rally Marketing
Wednesday, May 12, 2010
Notes from 5/7/2010 - "Managing Social Media"
Last week's meeting started off with a bang, literally, as we somehow got sidetracked into a lively discussion about gun control and the 2nd Amendment. (We might all be marketers, but some of us are clearly on opposite sides of the table when it comes to the subject.)
We quickly, however, got back to business and talked about more pertinent topics, such as how to effectively manage multiple forms of Social Media. One recommended application that several of us are employing is HootSuite, which lets you manage multiple Facebook, LinkedIn, and Twitter accounts in "one easy to use interface." The free software application lets you schedule tweets, track statistics, and personalize how you view what's going on in the social realm.
NEWS!
Friday's guest speaker will be Terah Brossart from The Creative Group, a national creative staffing agency. Terah will tackle all our questions about the Seattle market and will bring along some Salary Guides TCG has produced. Upon request, Terah will also discuss the rise of Social Media and how folks are landing jobs in this area.
Congrats to Meghan Ragsdale, who was elected Chair of Ad 2 Seattle, the AdClub's sub-group for those 32 years of age and under. They just had their 1st event last night, as they are looking to 'relaunch' the group back into prominence within the creative community.
JOB NEWS!
Jen Pearce has recently started in a contract role as Media Author II with Xbox. She said the connection was made when she met reps from Creative Circle at our April 2nd meeting. Congrats, Jen!
And I've heard of two other offers, but I'm waiting (as are they) for final confirmation, before broadcasting to the world.
We quickly, however, got back to business and talked about more pertinent topics, such as how to effectively manage multiple forms of Social Media. One recommended application that several of us are employing is HootSuite, which lets you manage multiple Facebook, LinkedIn, and Twitter accounts in "one easy to use interface." The free software application lets you schedule tweets, track statistics, and personalize how you view what's going on in the social realm.
NEWS!
Friday's guest speaker will be Terah Brossart from The Creative Group, a national creative staffing agency. Terah will tackle all our questions about the Seattle market and will bring along some Salary Guides TCG has produced. Upon request, Terah will also discuss the rise of Social Media and how folks are landing jobs in this area.
Congrats to Meghan Ragsdale, who was elected Chair of Ad 2 Seattle, the AdClub's sub-group for those 32 years of age and under. They just had their 1st event last night, as they are looking to 'relaunch' the group back into prominence within the creative community.
JOB NEWS!
Jen Pearce has recently started in a contract role as Media Author II with Xbox. She said the connection was made when she met reps from Creative Circle at our April 2nd meeting. Congrats, Jen!
And I've heard of two other offers, but I'm waiting (as are they) for final confirmation, before broadcasting to the world.
Wednesday, April 28, 2010
Notes from 4/23/2010 OCA Meeting, Job News!
Last week Bill Munroe, veteran high-tech marketing strategist (and active OCA member), gave a presentation to the group that was informative, insightful, entertaining, and inspiring. He talked about himself, his experience with the job search, and what he has learned along the way.
We all know Bill - he's the one who, with a sense of humility and a touch of humor, asks the pointed questions, looking for straightforward answers to get to the bottom of things. Sure, we know him, but we didn't really know him, so he started out with his credentials: more than 20 years experience in senior leadership positions, specializing in the development of innovative technology-based product solutions. Chances are you've interacted, at some point, with a product he's marketed.
I've read your resume. So, what is it that you do?
During an interview, where someone actually looked up from his resume and asked this of him, Bill realized that he needed a way to sum up his experience and easily explain what unique qualities he had to offer. He needed his own Value Proposition Statement. So he worked on one.
Then he was told he needed a portfolio and a web site. Check. And check. When he stepped back to assess his progress, he realized he was focused solely on B2B. The problem? The market in the Puget Sound area had clearly shifted to B2C.
All of this lead to a reexamination of how he was approaching the job search and a realization that he must show companies how he could Add Value. He needed to be able to answer the following questions for any organization in which he was interested:
- Can you make us money?
- Can you save us money?
- Can you solve our problems?
Getting to the Questions
To even get to that point where he'd have a chance to answer questions, Bill would first need to be invited to interview. And that means 1st, making sure his resume could legibly navigate the various automated scanners employed by today's HR. [Bill's advice: Pay special attention to how your resume is formatted, making sure it's not garbled by the time it makes it to a hiring manager's desk.] And 2nd, simply "getting noticed" - rising above the hundreds of resumes that are submitted for each job opening.
Bill says, "Hireability = Experience + Affordability + Enthusiasm + Pedigree"
Experience is obvious. You need to have the qualifications to do the job, and companies these days can be quite picky. Affordability. If a company deems you as 'too expensive,' you're a flight risk for when the economy picks up. Again, they can look for candidates that meet their criteria and aren't quite so seasoned. Enthusiasm. Because companies are skeptical and a bit wary of bringing full-time employees on board, hiring managers need to know (or feel) that you're excited about the company and it's mission / values and what it's selling. Lastly, pedigree doesn't just mean where you went to school, but where you've gathered your experience.
Bill's take on Coaches.
Along the way, Bill has worked with several of the top career coaches in the Seattle area. All of them he'd recommend, but all of them also come with different perspectives and, therefore, different opinions on how to approach the search.
I'm In Control
Lastly, Bill suggests that job seekers need to ditch the thought of, "It's not me, it's the economy." This passive view makes us victims and needs to be replaced with the attitude that, "I'm in control." Get back to that list of questions, define those answers which show how you can add value. Get noticed, and get hired.
Job News!
Last year, my uncle introduced me to Carl Dahl. Carl had lost his job with a boat manufacturing company that closed its doors. He decided on the career path he wanted to take, and while networking and interviewing, signed up for an extensive Lean Six Sigma Black Belt certification course. I'm very pleased to announce that Carl just accepted an offer to start May 10th as a full-time Lean Six Sigma Facilitator with Aviation Technical Services in Everett.
Congrats, Carl!!
We all know Bill - he's the one who, with a sense of humility and a touch of humor, asks the pointed questions, looking for straightforward answers to get to the bottom of things. Sure, we know him, but we didn't really know him, so he started out with his credentials: more than 20 years experience in senior leadership positions, specializing in the development of innovative technology-based product solutions. Chances are you've interacted, at some point, with a product he's marketed.
I've read your resume. So, what is it that you do?
During an interview, where someone actually looked up from his resume and asked this of him, Bill realized that he needed a way to sum up his experience and easily explain what unique qualities he had to offer. He needed his own Value Proposition Statement. So he worked on one.
Then he was told he needed a portfolio and a web site. Check. And check. When he stepped back to assess his progress, he realized he was focused solely on B2B. The problem? The market in the Puget Sound area had clearly shifted to B2C.
All of this lead to a reexamination of how he was approaching the job search and a realization that he must show companies how he could Add Value. He needed to be able to answer the following questions for any organization in which he was interested:
- Can you make us money?
- Can you save us money?
- Can you solve our problems?
Getting to the Questions
To even get to that point where he'd have a chance to answer questions, Bill would first need to be invited to interview. And that means 1st, making sure his resume could legibly navigate the various automated scanners employed by today's HR. [Bill's advice: Pay special attention to how your resume is formatted, making sure it's not garbled by the time it makes it to a hiring manager's desk.] And 2nd, simply "getting noticed" - rising above the hundreds of resumes that are submitted for each job opening.
Bill says, "Hireability = Experience + Affordability + Enthusiasm + Pedigree"
Experience is obvious. You need to have the qualifications to do the job, and companies these days can be quite picky. Affordability. If a company deems you as 'too expensive,' you're a flight risk for when the economy picks up. Again, they can look for candidates that meet their criteria and aren't quite so seasoned. Enthusiasm. Because companies are skeptical and a bit wary of bringing full-time employees on board, hiring managers need to know (or feel) that you're excited about the company and it's mission / values and what it's selling. Lastly, pedigree doesn't just mean where you went to school, but where you've gathered your experience.
Bill's take on Coaches.
Along the way, Bill has worked with several of the top career coaches in the Seattle area. All of them he'd recommend, but all of them also come with different perspectives and, therefore, different opinions on how to approach the search.
I'm In Control
Lastly, Bill suggests that job seekers need to ditch the thought of, "It's not me, it's the economy." This passive view makes us victims and needs to be replaced with the attitude that, "I'm in control." Get back to that list of questions, define those answers which show how you can add value. Get noticed, and get hired.
Job News!
Last year, my uncle introduced me to Carl Dahl. Carl had lost his job with a boat manufacturing company that closed its doors. He decided on the career path he wanted to take, and while networking and interviewing, signed up for an extensive Lean Six Sigma Black Belt certification course. I'm very pleased to announce that Carl just accepted an offer to start May 10th as a full-time Lean Six Sigma Facilitator with Aviation Technical Services in Everett.
Congrats, Carl!!
Tuesday, April 6, 2010
Notes from 4/2/2010 OCA Meeting; Job News!
Four new people joined us at the 4/2 OCA meeting:
- Karen Holum, most recently the creative director for One World 2011, has over 20 years of creative services and design experience.
- Jill Schultz, a graphic design and marketing specialist, actually just took a role as Proposal Coordinator in the Energy, Environment, and Transportation group of ICF International, a global consulting firm.
- Zrinka Sliskovic was most recently a print/web designer with United Reprographics and has done freelance work for the Linden Tree Retreat Center.
- Doug Sutherland, a graphic designer, was most recently with the Hacker Group.
Kirsten Thompson and Sara Westerlund, recruiters from Creative Circle, were our guest speakers this past Friday. They introduced the staffing agency and provided tips on how to best work with them.
With 7 offices around the country, Creative Circle focuses on (obviously) the creative side of things. They primarily work with agencies and marketing groups, staffing candidates into 1 of 3 types of placements: 1) freelance, 2) freelance to full-time, or 3) full-time. Typical roles include: account management, art/design/creative, marketing, and media buying / planning.
Recent trends. They've had a significant uptick in placements, which they refer to as "starts." The number of starts per month has nearly doubled since last summer. And they are also seeing more full-time placements, as clients are beginning to feel a bit more secure in their hiring.
What is the best way to work with them? Make it easy. When applying for a particular job opportunity, highlight in your cover letter the skills that are applicable, so the recruiter can more easily match your experience with the job requirements. This will also let them respond quicker to their client. "Speed counts." They are paid for quickly gathering and positioning the best candidates for a position, and for a recent posting, they had over 400 responses within 2 hours. And speaking of cover letters, don't attach a separate Word doc. Bullet list out your key qualifications in the body of your e-mail.
Keep in touch. Creative Circle makes a point to meet with every candidate, to get the best sense for what candidates are looking for and what they have to offer. Considering you're part of a large talent pool, make sure you touch base with them on a regular basis, so that you're top of mind. They recommend at least once a month. Another rule of thumb could also be to reach out every time you update your resume, letting them know of the change and that you're still available.
Be mindful that recruiters are an extension of the hiring company. How you work with a recruiter is also a good indication of how you may work at a client site. Seems obvious, but key components to consider: "preparation, reliability, and flexibility."
Another interesting point that Sara and Kirsten made was to "Have a visual component that you can use to help sell yourself," regardless of position. Have a portfolio that you can point to and show off your work. If you're just starting out or changing directions, as many people are in the digital spectrum, put together comp work to demonstrate what you can do.
Contact info:
Kirsten Thompson - kthompson@creativecircle.com
Sara Westerlund - swesterlund@creativecircle.com
Job News!
Jenna Swalin has accepted a contract position as a Communications Assistant with the Initiative for Global Development.
- Karen Holum, most recently the creative director for One World 2011, has over 20 years of creative services and design experience.
- Jill Schultz, a graphic design and marketing specialist, actually just took a role as Proposal Coordinator in the Energy, Environment, and Transportation group of ICF International, a global consulting firm.
- Zrinka Sliskovic was most recently a print/web designer with United Reprographics and has done freelance work for the Linden Tree Retreat Center.
- Doug Sutherland, a graphic designer, was most recently with the Hacker Group.
Kirsten Thompson and Sara Westerlund, recruiters from Creative Circle, were our guest speakers this past Friday. They introduced the staffing agency and provided tips on how to best work with them.
With 7 offices around the country, Creative Circle focuses on (obviously) the creative side of things. They primarily work with agencies and marketing groups, staffing candidates into 1 of 3 types of placements: 1) freelance, 2) freelance to full-time, or 3) full-time. Typical roles include: account management, art/design/creative, marketing, and media buying / planning.
Recent trends. They've had a significant uptick in placements, which they refer to as "starts." The number of starts per month has nearly doubled since last summer. And they are also seeing more full-time placements, as clients are beginning to feel a bit more secure in their hiring.
What is the best way to work with them? Make it easy. When applying for a particular job opportunity, highlight in your cover letter the skills that are applicable, so the recruiter can more easily match your experience with the job requirements. This will also let them respond quicker to their client. "Speed counts." They are paid for quickly gathering and positioning the best candidates for a position, and for a recent posting, they had over 400 responses within 2 hours. And speaking of cover letters, don't attach a separate Word doc. Bullet list out your key qualifications in the body of your e-mail.
Keep in touch. Creative Circle makes a point to meet with every candidate, to get the best sense for what candidates are looking for and what they have to offer. Considering you're part of a large talent pool, make sure you touch base with them on a regular basis, so that you're top of mind. They recommend at least once a month. Another rule of thumb could also be to reach out every time you update your resume, letting them know of the change and that you're still available.
Be mindful that recruiters are an extension of the hiring company. How you work with a recruiter is also a good indication of how you may work at a client site. Seems obvious, but key components to consider: "preparation, reliability, and flexibility."
Another interesting point that Sara and Kirsten made was to "Have a visual component that you can use to help sell yourself," regardless of position. Have a portfolio that you can point to and show off your work. If you're just starting out or changing directions, as many people are in the digital spectrum, put together comp work to demonstrate what you can do.
Contact info:
Kirsten Thompson - kthompson@creativecircle.com
Sara Westerlund - swesterlund@creativecircle.com
Job News!
Jenna Swalin has accepted a contract position as a Communications Assistant with the Initiative for Global Development.
Wednesday, March 24, 2010
Notes from 3/19/2010 OCA Meeting, Job News
With another record crowd (21 people at last week's meeting), we welcomed two new OCA members:
- Jen Pearce is currently a design intern at Wexley School for Girls.
- Bronwyn Webster was most recently a graphics designer with Highline Community College.
Two agents from creative staffing agency, Aquent, were our guest speakers. Kelsey Foster, who specializes in Online Marketing, places candidates throughout Washington and Oregon. Joining her, and visting from Minnesota, was Gretchen Stanford, who handles staffing needs more on the traditional side of marketing.
Last year, Eric Smith visited from Aquent and provided resume tips. Since then, Aquent has changed its staffing model, where its agents focus on particular practice areas. In addition to online and traditional marketing, Aquent also places staff in client engagements needing resources in UX (user experience), interactive design, and graphic design.
Kelsey and Gretchen talked about recent trends. Both see that things are picking up in the market. Companies, which have made it through lean times, are realizing they need additional help and are handling staffing needs through contract opportunities. Some companies are also hesitant to staff full-time positions with full-time hires, and are rather using "contract to perm" work to feel each other out.
Aquent works quite a bit with Microsoft and has a team dedicated to meeting the software giant's needs. The agency places primarily a-dash contracts (where you're on-site dedicated to a particular project team), but can also handle some v-dash work, where you're a 1099 employee. In addition to Microsoft, Aquent also works with several other well-established Seattle-based companies, such as Expedia, Amazon, REI, Nordstrom, and Getty,
What's the best way to work with Kelsey and Gretchen and their fellow agents? Continue to check their job board. (They're working on an outbound communication that will alert candidates of open jobs.) Also, touch base with your respective agent. They're looking for opportunities for us, but remember to stay top of mind.
Contact info:
Kelsey Foster - kfoster@aquent.com (Kelsey's LinkedIn link)
Kelsey is posting jobs on Twitter @OnlineMktgNW
Gretchen Stanford - mailto:Stanfordgstanford@aquent.com (Gretchen's LinkedIn link)
Job News!
Congrats to Deepak George, who will start next Monday with Zimmerman Advertising out of Florida. Deepak, who also recently won a student ADDY, is a recent copywriting graduate of the SVC.
- Jen Pearce is currently a design intern at Wexley School for Girls.
- Bronwyn Webster was most recently a graphics designer with Highline Community College.
Two agents from creative staffing agency, Aquent, were our guest speakers. Kelsey Foster, who specializes in Online Marketing, places candidates throughout Washington and Oregon. Joining her, and visting from Minnesota, was Gretchen Stanford, who handles staffing needs more on the traditional side of marketing.
Last year, Eric Smith visited from Aquent and provided resume tips. Since then, Aquent has changed its staffing model, where its agents focus on particular practice areas. In addition to online and traditional marketing, Aquent also places staff in client engagements needing resources in UX (user experience), interactive design, and graphic design.
Kelsey and Gretchen talked about recent trends. Both see that things are picking up in the market. Companies, which have made it through lean times, are realizing they need additional help and are handling staffing needs through contract opportunities. Some companies are also hesitant to staff full-time positions with full-time hires, and are rather using "contract to perm" work to feel each other out.
Aquent works quite a bit with Microsoft and has a team dedicated to meeting the software giant's needs. The agency places primarily a-dash contracts (where you're on-site dedicated to a particular project team), but can also handle some v-dash work, where you're a 1099 employee. In addition to Microsoft, Aquent also works with several other well-established Seattle-based companies, such as Expedia, Amazon, REI, Nordstrom, and Getty,
What's the best way to work with Kelsey and Gretchen and their fellow agents? Continue to check their job board. (They're working on an outbound communication that will alert candidates of open jobs.) Also, touch base with your respective agent. They're looking for opportunities for us, but remember to stay top of mind.
Contact info:
Kelsey Foster - kfoster@aquent.com (Kelsey's LinkedIn link)
Kelsey is posting jobs on Twitter @OnlineMktgNW
Gretchen Stanford - mailto:Stanfordgstanford@aquent.com (Gretchen's LinkedIn link)
Job News!
Congrats to Deepak George, who will start next Monday with Zimmerman Advertising out of Florida. Deepak, who also recently won a student ADDY, is a recent copywriting graduate of the SVC.
Wednesday, March 17, 2010
Notes from 3/12/2010 OCA Meeting; Job News!
Last Friday's OCA meeting welcomed another 4 new members:
- Bill Johnson, former project manager with C2 Media and ProLab, has extensive print production experience and is seeking another PM role.
- Kate Larson, is also a project manager, but comes from the world of construction, where she was most recently with Northshore Sheet Metal.
- Meghan V.H. Ragsdale, who has media sales (Clear Channel) and promotions (Red Bull) experience, has just moved to Seattle from Virginia, where she had completed her masters degree in Creative Brand Management at the VCU Brandcenter.
- Jenna Swalin, communications and administrative associate, is a fairly recent graduate of Virginia's College of William & Mary.
Paul Anderson, career psychology consultant and owner of ProLango, was our guest speaker for the 3/12 meeting. Paul, a former recruiter at Microsoft and Expedia, presented his Career Search Optimization seminar and provided many insights regarding today's job search.
From the recruiting end of things, it's a numbers game. On average, posted positions are receiving 900+ resumes per job. And on Craigslist, a job posting can generate up to 400 resumes per HOUR.
Applicant Tracking Systems (ATS), such as Taleo, not just manage the masses on the hiring side, but they keep tabs on how many positions you've applied for and can easily serve as a source for quick background checks. Recruiters can compare your previously submitted resumes, and an ATS can also profile you through public information shared on LinkedIn, Facebook, Twitter, and even Zillow.
Trends in the recruiting industry have changed the rules of the game. Companies have made it harder to get directly to the source. Early last year, Microsoft instituted a vendor management system, a go-between cutting off direct contact from the the staffing agencies and the company's recruiters. With an average rate of 20% charged by the agencies (and the aforementioned number of applicants per position), many companies are now forgoing the agencies altogether and relying on word-of-mouth. A great example of this is the influx of opportunities that have come to OCA from friends of friends, and thus the importance of networking the 'hidden job market.'
Speaking of which, Paul then covered "What not to do at a job fair or networking
event." Don't sell yourself. Make a connection. People don't want to be sold and won't want to help you unless they like and trust you. Don't practice the 30-second elevator pitch; practice being a resource. When networking, Paul recommended a 5-step process that should also be used when interviewing:
1) build rapport
2) ask questions
3) find a need
4) link their need to your offer
5) close and handle objections
A topic of conversation that has come up at several OCA meetings, and Paul has been featured in a Wall Street Journal article about, is the subject of "Blacklisting" - when a company just doesn't want to consider you, for whatever reason. How does someone get blacklisted?
1) Mindset. Your attitude and belief system have to be positive.
2) Strategy. Do your research and develop a plan. Determine who you need to know and how you're going to meet them.
3) Relationships. Create and cultivate a network where you are seen as a resource.
Job News!
- Andrea Lewellen landed a 6-month contract with Moss Adams, as an in-house creative group Account Supervisor. Congrats, Andrea!!
- Dale Cody is Manager, Interactive at Central 1 Credit Union. He landed the job a while ago, but I was able to finally catch up with him recently. The new job also meant a new location: Vancouver, BC.
- Bill Johnson, former project manager with C2 Media and ProLab, has extensive print production experience and is seeking another PM role.
- Kate Larson, is also a project manager, but comes from the world of construction, where she was most recently with Northshore Sheet Metal.
- Meghan V.H. Ragsdale, who has media sales (Clear Channel) and promotions (Red Bull) experience, has just moved to Seattle from Virginia, where she had completed her masters degree in Creative Brand Management at the VCU Brandcenter.
- Jenna Swalin, communications and administrative associate, is a fairly recent graduate of Virginia's College of William & Mary.
Paul Anderson, career psychology consultant and owner of ProLango, was our guest speaker for the 3/12 meeting. Paul, a former recruiter at Microsoft and Expedia, presented his Career Search Optimization seminar and provided many insights regarding today's job search.
From the recruiting end of things, it's a numbers game. On average, posted positions are receiving 900+ resumes per job. And on Craigslist, a job posting can generate up to 400 resumes per HOUR.
Applicant Tracking Systems (ATS), such as Taleo, not just manage the masses on the hiring side, but they keep tabs on how many positions you've applied for and can easily serve as a source for quick background checks. Recruiters can compare your previously submitted resumes, and an ATS can also profile you through public information shared on LinkedIn, Facebook, Twitter, and even Zillow.
Trends in the recruiting industry have changed the rules of the game. Companies have made it harder to get directly to the source. Early last year, Microsoft instituted a vendor management system, a go-between cutting off direct contact from the the staffing agencies and the company's recruiters. With an average rate of 20% charged by the agencies (and the aforementioned number of applicants per position), many companies are now forgoing the agencies altogether and relying on word-of-mouth. A great example of this is the influx of opportunities that have come to OCA from friends of friends, and thus the importance of networking the 'hidden job market.'
Speaking of which, Paul then covered "What not to do at a job fair or networking
event." Don't sell yourself. Make a connection. People don't want to be sold and won't want to help you unless they like and trust you. Don't practice the 30-second elevator pitch; practice being a resource. When networking, Paul recommended a 5-step process that should also be used when interviewing:
1) build rapport
2) ask questions
3) find a need
4) link their need to your offer
5) close and handle objections
A topic of conversation that has come up at several OCA meetings, and Paul has been featured in a Wall Street Journal article about, is the subject of "Blacklisting" - when a company just doesn't want to consider you, for whatever reason. How does someone get blacklisted?
- Mass (e)mailing your resume, and applying for every position listed. "Did he even read the description before he applied?"
- Lying on your resume. Paul said people sometimes have a tendency to explicitly tell the truth on a LinkedIn profile (because they're connected with friends and colleagues who know their work history), but feel it's OK to fib on a resume, because it might only be going to a select few. Only problem is, the ATS we mentioned earlier (remember?) and how easy it is to compare your resume with your LinkedIn profile.
It's one thing to tweak a description to better match the verbiage used by a employer, but you can't make major changes. - Social Media mistakes. No need to get in to any details or examples here, but you can easily imagine that posting certain things to the World Wide Web can knock you out of consideration (forever) with a company recruiter.
- Recruiter stories. It happens. A bad screening, an errant remark, etc. can keep you from getting a job at Company #1. But unfortunately, recruiters talk, and Recruiter #1 may happen to know recruiter from Company #2 and can too easily pass along any mishap.
1) Mindset. Your attitude and belief system have to be positive.
2) Strategy. Do your research and develop a plan. Determine who you need to know and how you're going to meet them.
3) Relationships. Create and cultivate a network where you are seen as a resource.
Job News!
- Andrea Lewellen landed a 6-month contract with Moss Adams, as an in-house creative group Account Supervisor. Congrats, Andrea!!
- Dale Cody is Manager, Interactive at Central 1 Credit Union. He landed the job a while ago, but I was able to finally catch up with him recently. The new job also meant a new location: Vancouver, BC.
Wednesday, March 3, 2010
Notes from 2/26/2010 OCA Meeting, Job News
Welcome two new OCA members:
- John Dunn, who was most recently at James Farrell & Co., is an experienced logistics, procurement, and supply chain professional with extensive international experience.
- Avi Katzman, copywriter and content manager, was most recently in a marketing position at the law offices of Garvey Schubert Barer. Avi also has experience with media and event production.
Notes from last week:
During our last meeting of February, we took time out to review resumes. Several people braved the criticism and subjected their hard work to feedback - all of which was constructive.
If there was one consistency, it was that there was no consistency between formats and layouts. Everyone had a different style and approach, depending on what they felt worked well for them.
However, there was a general consensus about several items:
- No need for an objective statement. The objective of the resume is to get an interview for the job for which you're applying.
- A summary statement, on the other hand, can quickly convey your experience, skill set, and the value you can add to the hiring company.
- A list of qualifications / accomplishments toward the top provides a quick checklist for a hiring manager or HR rep to make sure you meet their requirements. This can also be modified to better match the job at hand.
Regardless of format or the font you use, get multiple people to look over your resume. Get feedback (don't worry, the feedback you get will also be varied), find mistakes or inconsistencies, and never be satisfied.
Click here to find other resume tip OCA blog posts.
Job News!
- Chris Lowe is on day 3 as a Recruiter, Enterprise Staffing at Starbucks Coffee Company. Congrats on the new job!
- John Dunn, who was most recently at James Farrell & Co., is an experienced logistics, procurement, and supply chain professional with extensive international experience.
- Avi Katzman, copywriter and content manager, was most recently in a marketing position at the law offices of Garvey Schubert Barer. Avi also has experience with media and event production.
Notes from last week:
During our last meeting of February, we took time out to review resumes. Several people braved the criticism and subjected their hard work to feedback - all of which was constructive.
If there was one consistency, it was that there was no consistency between formats and layouts. Everyone had a different style and approach, depending on what they felt worked well for them.
However, there was a general consensus about several items:
- No need for an objective statement. The objective of the resume is to get an interview for the job for which you're applying.
- A summary statement, on the other hand, can quickly convey your experience, skill set, and the value you can add to the hiring company.
- A list of qualifications / accomplishments toward the top provides a quick checklist for a hiring manager or HR rep to make sure you meet their requirements. This can also be modified to better match the job at hand.
Regardless of format or the font you use, get multiple people to look over your resume. Get feedback (don't worry, the feedback you get will also be varied), find mistakes or inconsistencies, and never be satisfied.
Click here to find other resume tip OCA blog posts.
Job News!
- Chris Lowe is on day 3 as a Recruiter, Enterprise Staffing at Starbucks Coffee Company. Congrats on the new job!
Tuesday, February 2, 2010
Notes from 1/29/2010 OCA Meeting, Job News
Welcome to two new OCA members:
- Al Stankowiak, former Director of Marketing for Talisma, a CRM solutions provider for higher education.
- Denise Paley, graphic consultant and marketing sales rep, most recently with Revolution.
For several weeks now, the topic of blogging has come up - specifically regarding the utilization of a blog and tools such as Twitter as a means to digitally establish yourself (and your 'brand') online. The idea: start being viewed as an expert on 'something' - anything, by providing your opinion on certain topics.
The common lament? "What am I going to blog about?" Ideally, start writing about the area in which you're looking to be hired. If your career planning is hitting on all cylinders, this should be an area for which you have a passion - and an opinion. With online tools such as WordPress and Blogger, you can be up and running in a matter of minutes. Worst case, it will give you something to do and help you focus your thoughts on the business landscape.
Back in December, I referenced Michelle Goodman's article "TwitterPatter" that she wrote for NWjobs.com. In it, she tells the story of Karianne Stinson, who went from teaching elementary school to a job in public relations - using Twitter to build her online profile. (Michelle has her own blog, Nine To Thrive, which is another great resource for work advice.)
Job News!
- Carolyn Hazard has over a week under her belt in her new role as Senior Graphic Design Presentation Specialist at Silver Fox Productions on Capitol Hill. Carolyn is enjoying the new job and has kindly offered to stay connected with OCA. She says Silver Fox is growing and could be looking to hire soon. Stay Tuned!
Congrats, Carolyn!
- Al Stankowiak, former Director of Marketing for Talisma, a CRM solutions provider for higher education.
- Denise Paley, graphic consultant and marketing sales rep, most recently with Revolution.
For several weeks now, the topic of blogging has come up - specifically regarding the utilization of a blog and tools such as Twitter as a means to digitally establish yourself (and your 'brand') online. The idea: start being viewed as an expert on 'something' - anything, by providing your opinion on certain topics.
The common lament? "What am I going to blog about?" Ideally, start writing about the area in which you're looking to be hired. If your career planning is hitting on all cylinders, this should be an area for which you have a passion - and an opinion. With online tools such as WordPress and Blogger, you can be up and running in a matter of minutes. Worst case, it will give you something to do and help you focus your thoughts on the business landscape.
Back in December, I referenced Michelle Goodman's article "TwitterPatter" that she wrote for NWjobs.com. In it, she tells the story of Karianne Stinson, who went from teaching elementary school to a job in public relations - using Twitter to build her online profile. (Michelle has her own blog, Nine To Thrive, which is another great resource for work advice.)
Job News!
- Carolyn Hazard has over a week under her belt in her new role as Senior Graphic Design Presentation Specialist at Silver Fox Productions on Capitol Hill. Carolyn is enjoying the new job and has kindly offered to stay connected with OCA. She says Silver Fox is growing and could be looking to hire soon. Stay Tuned!
Congrats, Carolyn!
Tuesday, January 26, 2010
Notes from 1/22/10 OCA Meeting, Job News
Several topics of discussion at last week's meeting, mostly to do with follow-up from our 1/15 OCA meeting.
After everyone introduced themselves, we discussed the power and importance of the 30-sec elevator pitch. Given the information we've received on how hiring decisions can sometimes be made within the 1st couple minutes (or few seconds) of an interview, your answer to "So, tell me about yourself" can make or break an opportunity. This should be something that you have prepared (and have practiced) to pitch your 'unique selling proposition.' Clear, concise, and relevant. And if you can have one unique and memorable line - your tagline - that someone can take away, even better.
Career coaches - worth the price? From what I've seen, folks who have made the investment to work with a professional have tended to reap the rewards. If you know you have an area you want to work on specifically or just need help getting started, a career coach can provide a wealth of knowledge and advice. Just be aware that a job search can be subjective - so depending on who you work with, you may get differing opinions on some topics. Not a bad thing, especially if you get a 2nd opinion. And from the advice we've received during past OCA guest speaker appearances, we've also seen consistencies with the general approach of Job Search 2.0.
On the right-hand side of this blog are two other blogs from Seattle area career coach's, Matt Youngquist (who visited us 2 weeks ago) and Cris Janzen (who was a guest speaker last summer). Both are very experienced and have helped numerous people with job searches and career transitions. Take a look at their blogs, which will provide a good sense of their style and the passion they have for helping people.
For this Friday's meeting (1/29), Paul Verner has offered to bring in and share some of Matt Youngquist's materials, so people can get a better idea of Matt's services.
Job News!
Maicie Jones just announced that she'll be heading across the country to work for the Advisory Board Company (a healthcare group) in Washington D.C. She'll be a consultant within their syndicated research division.
Karen Nissen has also just landed a job and starts next Monday in medical sales, as an Account Executive with AMR (American Medical Response.)
Both ladies, in their notes to announce the news, said that networking was key in landing the positions.
Congrats, Maicie and Karen!
After everyone introduced themselves, we discussed the power and importance of the 30-sec elevator pitch. Given the information we've received on how hiring decisions can sometimes be made within the 1st couple minutes (or few seconds) of an interview, your answer to "So, tell me about yourself" can make or break an opportunity. This should be something that you have prepared (and have practiced) to pitch your 'unique selling proposition.' Clear, concise, and relevant. And if you can have one unique and memorable line - your tagline - that someone can take away, even better.
Career coaches - worth the price? From what I've seen, folks who have made the investment to work with a professional have tended to reap the rewards. If you know you have an area you want to work on specifically or just need help getting started, a career coach can provide a wealth of knowledge and advice. Just be aware that a job search can be subjective - so depending on who you work with, you may get differing opinions on some topics. Not a bad thing, especially if you get a 2nd opinion. And from the advice we've received during past OCA guest speaker appearances, we've also seen consistencies with the general approach of Job Search 2.0.
On the right-hand side of this blog are two other blogs from Seattle area career coach's, Matt Youngquist (who visited us 2 weeks ago) and Cris Janzen (who was a guest speaker last summer). Both are very experienced and have helped numerous people with job searches and career transitions. Take a look at their blogs, which will provide a good sense of their style and the passion they have for helping people.
For this Friday's meeting (1/29), Paul Verner has offered to bring in and share some of Matt Youngquist's materials, so people can get a better idea of Matt's services.
Job News!
Maicie Jones just announced that she'll be heading across the country to work for the Advisory Board Company (a healthcare group) in Washington D.C. She'll be a consultant within their syndicated research division.
Karen Nissen has also just landed a job and starts next Monday in medical sales, as an Account Executive with AMR (American Medical Response.)
Both ladies, in their notes to announce the news, said that networking was key in landing the positions.
Congrats, Maicie and Karen!
Tuesday, January 12, 2010
Notes from 1/08/2010 OCA Meeting, Job News!
Welcome to several new members:
- Karen Nissen, most recently with Comcast Spotlight, where she managed advertising sales for more than 15 years.
- Jackie Peterson, owner of Ad Strategies & Cross Words. 15+ years of marketing and advertising experience.
- Donna Sellers, currently consulting in the Seattle area, was most recently with Microsoft where she managed brand strategy for Windows and and MSN.
- Michele Meston also comes to the group with a myriad of marketing and advertising experience.
At last week's meeting, we talked about a wide variety of topics pertaining to the job hunt.
Most interesting of the subjects was that of perspective employers getting back (or not getting back) to candidates about his or her status in the process. Consensus of the group is to "give the hiring manager / HR the benefit of the doubt" ... we know they're busy, we know they're swamped with filtering resumes, conducting interviews, while also juggling work. But - when it comes down to a decision concerning final candidates, common sense says that we should hear one way or the other.
Ideally, a personal call is made, where a candidate that's being passed on is given a chance to ask for feedback.
In the end, what hiring companies need to keep in mind is that every interaction is a chance to make a positive impression.
In today's world... can a company afford to make a negative one?
It was great to get the thoughts of everyone in the group. It will be interesting to get Matt Youngquist's take on this and other subjects during this week's OCA meeting, 1/15.
Job News!
- Greg Roberts has accepted a 5-month contract job with the Census Bureau as a Media Specialist.
- Christine Goetz is the new Director of Marketing for Destination Development International.
- Karen Nissen, most recently with Comcast Spotlight, where she managed advertising sales for more than 15 years.
- Jackie Peterson, owner of Ad Strategies & Cross Words. 15+ years of marketing and advertising experience.
- Donna Sellers, currently consulting in the Seattle area, was most recently with Microsoft where she managed brand strategy for Windows and and MSN.
- Michele Meston also comes to the group with a myriad of marketing and advertising experience.
At last week's meeting, we talked about a wide variety of topics pertaining to the job hunt.
Most interesting of the subjects was that of perspective employers getting back (or not getting back) to candidates about his or her status in the process. Consensus of the group is to "give the hiring manager / HR the benefit of the doubt" ... we know they're busy, we know they're swamped with filtering resumes, conducting interviews, while also juggling work. But - when it comes down to a decision concerning final candidates, common sense says that we should hear one way or the other.
Ideally, a personal call is made, where a candidate that's being passed on is given a chance to ask for feedback.
In the end, what hiring companies need to keep in mind is that every interaction is a chance to make a positive impression.
In today's world... can a company afford to make a negative one?
It was great to get the thoughts of everyone in the group. It will be interesting to get Matt Youngquist's take on this and other subjects during this week's OCA meeting, 1/15.
Job News!
- Greg Roberts has accepted a 5-month contract job with the Census Bureau as a Media Specialist.
- Christine Goetz is the new Director of Marketing for Destination Development International.
Thursday, December 17, 2009
Notes from 12/11 OCA Meeting, Job News!
One new member joined us last week at our Friday OCA meeting. Please welcome:
- Terry Moos, marketing copywriter, who was with Attachmate for more than 13 years. Terry has recently contracted as a marketing manager at Vertafore.
Job News!
- Alison Worthington has landed at Microsoft as Marketing Director for Bing. Alison has a ton of big brand management experience (Starbucks, Coke), and had been consulting recently before getting in the door with the "large software company located on the East Side."
- Daniel Holland inked a 60-day contract with the Spring Creek Group, working on Bing.
If you can't tell, the Bing group at MSFT is generating work in the Seattle area, both within the company and through its vendors. More evidence that 'going digital' and getting up to speed on "Search" is a viable career direction.
Healthy discussion at our last meeting about contracting, and how it can impact your status with the unemployment office. We had two different takes, depending on circumstances and who you may have talked to at Worksource.
- If you have a finite contract (say 3 months) and a definitive end date, you can pick up where you left off with unemployment when your contract ends.
- If, however, it's a situation where you may be on a 'trial basis' through a short-term contract, and the trial doesn't work out (for whatever reason), the unemployment office will then open an investigation to determine your status.
The latter is obviously a more precarious spot to be in, though it may be required by the hiring company. They're taking their time to further check you out, not necessarily wanting to commit to full-time employment, nor benefits, until they feel it's a great fit. This has been more prevalent lately, given the economy. On the flip side, you may be balancing a need to replenish finances and getting back into a work environment with "What happens if this isn't the right fit in the end?" or even "I know this isn't a fit or where I want to land full-time, but a bird in the hand...". Then what?
OCA will be on a 2-week hiatus during the holidays and will resume meetings January 8th.
- Terry Moos, marketing copywriter, who was with Attachmate for more than 13 years. Terry has recently contracted as a marketing manager at Vertafore.
Job News!
- Alison Worthington has landed at Microsoft as Marketing Director for Bing. Alison has a ton of big brand management experience (Starbucks, Coke), and had been consulting recently before getting in the door with the "large software company located on the East Side."
- Daniel Holland inked a 60-day contract with the Spring Creek Group, working on Bing.
If you can't tell, the Bing group at MSFT is generating work in the Seattle area, both within the company and through its vendors. More evidence that 'going digital' and getting up to speed on "Search" is a viable career direction.
Healthy discussion at our last meeting about contracting, and how it can impact your status with the unemployment office. We had two different takes, depending on circumstances and who you may have talked to at Worksource.
- If you have a finite contract (say 3 months) and a definitive end date, you can pick up where you left off with unemployment when your contract ends.
- If, however, it's a situation where you may be on a 'trial basis' through a short-term contract, and the trial doesn't work out (for whatever reason), the unemployment office will then open an investigation to determine your status.
The latter is obviously a more precarious spot to be in, though it may be required by the hiring company. They're taking their time to further check you out, not necessarily wanting to commit to full-time employment, nor benefits, until they feel it's a great fit. This has been more prevalent lately, given the economy. On the flip side, you may be balancing a need to replenish finances and getting back into a work environment with "What happens if this isn't the right fit in the end?" or even "I know this isn't a fit or where I want to land full-time, but a bird in the hand...". Then what?
OCA will be on a 2-week hiatus during the holidays and will resume meetings January 8th.
Wednesday, December 9, 2009
Notes from 12/4 OCA Meeting, Job News!
3 new members joined us last week at our Friday OCA meeting. Please welcome:
- Beth Pascarella, most recently with Majestic America Line, has just finished several web related courses and has both marketing and agency-side experience.
- Will Powers, former VP of Marketing at Restaurants Unlimited, brings a wealth of strategic marketing and branding experience.
- Dana Pruiett was a marketing communications manager with with Fluke Corporation for more than 8 years. Prior to that, she held media and account management roles at local ad agencies.
Taking classes are a great way to use downtime to upgrade your skill set or to simply reinvent yourself.
We had a healthy discussion on local courses and workshops that can help add to your current skill set, specifically in the digital realm.
- Beth recommended Seattle Central Community College as a spot that offers classes that are affordable and up-to-date. They also have a Worker Retraining Program.
- The SVC, which lends a hand to OCA by donating meeting space, has just announced its winter sessions.
Job News!
- Jerome Thiebaud just landed a job as VP of Marketing for K2 (software). He's also asked to stay connected with OCA and has been a great asset to the group over the past several months. Congrats, Jerome!
Upcoming guest speakers and events.
12/18 - John Gaines, former colleague at Publicis who has made the 'digital transition' from traditional copywriter and is now contracting at Microsoft, will be talking about "Going Digital."
1/15/10 - Kristin Flor, VP of Business Services at the ad agency Radarworks, has also offered to come talk to us. Topic details to come.
- Beth Pascarella, most recently with Majestic America Line, has just finished several web related courses and has both marketing and agency-side experience.
- Will Powers, former VP of Marketing at Restaurants Unlimited, brings a wealth of strategic marketing and branding experience.
- Dana Pruiett was a marketing communications manager with with Fluke Corporation for more than 8 years. Prior to that, she held media and account management roles at local ad agencies.
Taking classes are a great way to use downtime to upgrade your skill set or to simply reinvent yourself.
We had a healthy discussion on local courses and workshops that can help add to your current skill set, specifically in the digital realm.
- Beth recommended Seattle Central Community College as a spot that offers classes that are affordable and up-to-date. They also have a Worker Retraining Program.
- The SVC, which lends a hand to OCA by donating meeting space, has just announced its winter sessions.
Job News!
- Jerome Thiebaud just landed a job as VP of Marketing for K2 (software). He's also asked to stay connected with OCA and has been a great asset to the group over the past several months. Congrats, Jerome!
Upcoming guest speakers and events.
12/18 - John Gaines, former colleague at Publicis who has made the 'digital transition' from traditional copywriter and is now contracting at Microsoft, will be talking about "Going Digital."
1/15/10 - Kristin Flor, VP of Business Services at the ad agency Radarworks, has also offered to come talk to us. Topic details to come.
Wednesday, November 18, 2009
Notes from 11/13 OCA Meeting
While Kelly was in Maryland visiting with family and friends and enjoying a little Northeast rain, four of us gathered at SVC this last Friday for the weekly OCA meeting. But being few in number didn't keep the discussion from being lively.
Welcome to one new OCA Member
It was a first visit for Terry Doyle, a writer and ACD from the east coast. Terry's background (if I remember right) is Grey in Atlanta; plus FCB, DraftFCB, and Publicis elsewhere.
It was the second visit for Jim Zimmerman (Business Development and Marketing Management), and the 3rd for Wes Youngquist (AD, CD).
We talked about the "Seattle Premium" – that portion of compensation that seems to come in the form of the opportunity to live here – yes it's real. We talked about contract work as a means of surviving the recession. We talked about start ups, forming your own Co., and venture capital. Most important, we just talked.
Job News!
Kelly reported to me that there's some good news for one of our members: Vanessa Gallant will be starting at T-Mobile on Nov 30th as a Sr. Communications Manager.
WordPress WorkShop
There's plans for another edition of the very popular WordPress WorkShop. (We're waiting to hear back from Richard Geasey on dates. Shooting for early next week, if Thanksgiving plans don't interfere too much.)
See everyone next week,
Duane
Welcome to one new OCA Member
It was a first visit for Terry Doyle, a writer and ACD from the east coast. Terry's background (if I remember right) is Grey in Atlanta; plus FCB, DraftFCB, and Publicis elsewhere.
It was the second visit for Jim Zimmerman (Business Development and Marketing Management), and the 3rd for Wes Youngquist (AD, CD).
We talked about the "Seattle Premium" – that portion of compensation that seems to come in the form of the opportunity to live here – yes it's real. We talked about contract work as a means of surviving the recession. We talked about start ups, forming your own Co., and venture capital. Most important, we just talked.
Job News!
Kelly reported to me that there's some good news for one of our members: Vanessa Gallant will be starting at T-Mobile on Nov 30th as a Sr. Communications Manager.
WordPress WorkShop
There's plans for another edition of the very popular WordPress WorkShop. (We're waiting to hear back from Richard Geasey on dates. Shooting for early next week, if Thanksgiving plans don't interfere too much.)
See everyone next week,
Duane
Wednesday, October 7, 2009
Notes from 10/2 OCA Meeting, Job News!
JOB NEWS
Marci Kearney has accepted a contract Marketing Manager role with Microsoft and will start next week. Another example of the power of the OCA group... Marci heard about the job through our Kelly Resources connection, Marc Tolan.
Congrats, Marci!
LAST WEEK'S MEETING (10/2)
Welcome to new members:
- Deanne Krauter, art director and graphic designer, most recently with Coldwater Creek where she was for 13 years.
- Laurie Krisman, marketing communications, and new to Seattle by way of Denver. Laurie was most recently working with Xcel Energy, and spent 6 years with Qwest Communications as a marketing manager and copywriter.
Topics covered last week:
- Taproot Foundation, and how they can be used as a great way to volunteer your skills, while giving back to non-profit groups in the area. Click HERE to see a list of on-going projects in Seattle.
- Design groups that are active in Seattle and often host social get-togethers.
* AIGA - the American Institute of Graphic Arts, has a local Seattle chapter
* SPGA / Seattle Chapter is part of the Graphic Artists Guild.
- We also discussed the possibility of having someone in to do a workshop on building an online portfolio. I'm talking to someone now about that and am seeing if we can line him up shortly.
Marci Kearney has accepted a contract Marketing Manager role with Microsoft and will start next week. Another example of the power of the OCA group... Marci heard about the job through our Kelly Resources connection, Marc Tolan.
Congrats, Marci!
LAST WEEK'S MEETING (10/2)
Welcome to new members:
- Deanne Krauter, art director and graphic designer, most recently with Coldwater Creek where she was for 13 years.
- Laurie Krisman, marketing communications, and new to Seattle by way of Denver. Laurie was most recently working with Xcel Energy, and spent 6 years with Qwest Communications as a marketing manager and copywriter.
Topics covered last week:
- Taproot Foundation, and how they can be used as a great way to volunteer your skills, while giving back to non-profit groups in the area. Click HERE to see a list of on-going projects in Seattle.
- Design groups that are active in Seattle and often host social get-togethers.
* AIGA - the American Institute of Graphic Arts, has a local Seattle chapter
* SPGA / Seattle Chapter is part of the Graphic Artists Guild.
- We also discussed the possibility of having someone in to do a workshop on building an online portfolio. I'm talking to someone now about that and am seeing if we can line him up shortly.
Wednesday, September 23, 2009
Notes from 9/18 OCA Meeting
JOB NEWS!
The markets are saying the economy is picking up. If the recent job news within OCA is any indication, it's true. Several people have contacted me over the past 2 weeks with great news.
- Annemarie Beliard just accepted a 6-month contract job in Product Marketing for Adobe.
- Ed Ferguson started a new Product Marketing job last week with TCS (TeleCommunication Systems) in Seattle.
- Mark Jovan has taken a contract writing job with KING-5 news.
- Kristin Mackay starts a new Management Supervisor job this week with Wunderman's Team Microsoft.
At last week's meeting...
We Welcomed Several New OCA Members:
- Terry Coe, most recently with Encore Media Group as General Manager and publisher for City Arts Magazine.
- Laurie Krisman, new to Seattle from Denver, was most recently with Xcel Energy as a Communications Consultant.
- Kristina Muller-Eberhard, Creative Director most recently with Publicis.
- Paul Verner, product marketing expert with experience running brand groups and AT&T Mobility.
Zooppa Reps Arik Abel and Kirk Mastin Were On Hand To Introduce Their Company and to discuss the challenges of running and growing a community for user-generated advertising.
First things first... they are NOT a restaurant. Rather they are a robust, relatively new company which was originally formed in Italy, but is now headquartered here in Seattle. Their community is comprised of 44,000+ members worldwide, with more than 15,000 of those in the U.S.
Zooppa helps clients (for example... Mini Cooper, Jones Soda, Brooks Running) who are looking to add to their marketing campaign arsenals. These client companies, who have a new product or service to promote, work with Zooppa to set up contests in which community members can contribute original user-generated advertising content. A brief is written, and members then create video, print or web ads to further promote the brand's new offering.
Criticism among the creative community is that the model promotes spec work and downgrades the work from the pro's. But Zooppa contends that they are not looking to take the place of ad agencies. In fact, they are looking more closely at how to partner with agencies, so that clients can benefit from additional concepts.
Perusing the site, it is easy to find examples of concepts I wouldn't take to a client. But with the shear amount of the masses contributing, there are also lots of samples of great work.
For the best info on the company and how it all works, visit their blog.
The markets are saying the economy is picking up. If the recent job news within OCA is any indication, it's true. Several people have contacted me over the past 2 weeks with great news.
- Annemarie Beliard just accepted a 6-month contract job in Product Marketing for Adobe.
- Ed Ferguson started a new Product Marketing job last week with TCS (TeleCommunication Systems) in Seattle.
- Mark Jovan has taken a contract writing job with KING-5 news.
- Kristin Mackay starts a new Management Supervisor job this week with Wunderman's Team Microsoft.
At last week's meeting...
We Welcomed Several New OCA Members:
- Terry Coe, most recently with Encore Media Group as General Manager and publisher for City Arts Magazine.
- Laurie Krisman, new to Seattle from Denver, was most recently with Xcel Energy as a Communications Consultant.
- Kristina Muller-Eberhard, Creative Director most recently with Publicis.
- Paul Verner, product marketing expert with experience running brand groups and AT&T Mobility.
Zooppa Reps Arik Abel and Kirk Mastin Were On Hand To Introduce Their Company and to discuss the challenges of running and growing a community for user-generated advertising.
First things first... they are NOT a restaurant. Rather they are a robust, relatively new company which was originally formed in Italy, but is now headquartered here in Seattle. Their community is comprised of 44,000+ members worldwide, with more than 15,000 of those in the U.S.
Zooppa helps clients (for example... Mini Cooper, Jones Soda, Brooks Running) who are looking to add to their marketing campaign arsenals. These client companies, who have a new product or service to promote, work with Zooppa to set up contests in which community members can contribute original user-generated advertising content. A brief is written, and members then create video, print or web ads to further promote the brand's new offering.
Criticism among the creative community is that the model promotes spec work and downgrades the work from the pro's. But Zooppa contends that they are not looking to take the place of ad agencies. In fact, they are looking more closely at how to partner with agencies, so that clients can benefit from additional concepts.
Perusing the site, it is easy to find examples of concepts I wouldn't take to a client. But with the shear amount of the masses contributing, there are also lots of samples of great work.
For the best info on the company and how it all works, visit their blog.
Tuesday, September 15, 2009
Notes from 9/11 OCA Meeting
WELCOME to newcomer Maicie Jones. Maicie is a recent MBA graduate from the University of Michigan Ross School of Business and has spent most of her career working with non-profits, including a 2-year assignment with the Peace Corps.
JOB NEWS... Geoff Tucker started a new marketing job with LMN Architects this week.
VOLT was our guest speaker at last week's OCA meeting. Erin Lastala and Dan Ratliff provided over an hour and a half of insight into their staffing agency and how they work with Microsoft and other companies in the Seattle area, including Starbucks, REI, The Gates Foundation. Below are highlights from the meeting:
About Volt
- Volt is premier staffing partner with Microsoft (over 20 years of experience), placing both V- and A-dash contracting positions. In some instances, they also help place FTE positions.
- After receiving your resume, Volt recruiters will generally have a phone interview to get more information about you and what you're looking to do.
- Getting timely, relevant feedback from hiring managers has become more difficult due to the recently implemented procurement process.
- When asked what sets them apart from other staffing agencies:
*weekly paychecks *401k plans *holiday/vacation/bonus pay
*ER (employee relationship) reps, who are on site the day you start to make sure you have everything you need for the transition.
*Volt recruiters meet face-to-face with the hiring managers, so they can get a better sense of what's needed to fill a role, team climate, and to help gather inside tips for interviewers.
Interview Tips
- No surprise here, but "Be prepared." Develop a list of Interview FAQ's, write out your answers, and practice.
- One of the biggest pieces off feedback they get from hiring managers is that some candidates don't show enough interest in the job. Their suggestion: "Ask for the job."
- With there being so many qualified candidates to fill one role, Dan and Erin feel that cultural fit and personality are 95% of what hiring managers are looking for.
- Along the same lines, have a prepared "Here's how I'm different" angle that you can work into the conversation.
- When interviewing for a contract job, never say "I just want to get my foot in the door" to a hiring manager. It conveys that you're looking for something else and don't plan to stick around.
The Current Market
- They both see things starting to pick up. Dan, for instance, is getting calls from small to mid-size companies looking for staffing help.
Contact Info
Erin Lastala - Sr Technical Recruiter (Microsoft)
Dan Ratliff - Sr Technical Recruiter (other companies)
21520 30th Drive SE, Suite 100
Bothell, WA 98021
tel - 425.806.1900
fax - 425.806.1920
elestala@volt.com
dratliff@volt.com
JOB NEWS... Geoff Tucker started a new marketing job with LMN Architects this week.
VOLT was our guest speaker at last week's OCA meeting. Erin Lastala and Dan Ratliff provided over an hour and a half of insight into their staffing agency and how they work with Microsoft and other companies in the Seattle area, including Starbucks, REI, The Gates Foundation. Below are highlights from the meeting:
About Volt
- Volt is premier staffing partner with Microsoft (over 20 years of experience), placing both V- and A-dash contracting positions. In some instances, they also help place FTE positions.
- After receiving your resume, Volt recruiters will generally have a phone interview to get more information about you and what you're looking to do.
- Getting timely, relevant feedback from hiring managers has become more difficult due to the recently implemented procurement process.
- When asked what sets them apart from other staffing agencies:
*weekly paychecks *401k plans *holiday/vacation/bonus pay
*ER (employee relationship) reps, who are on site the day you start to make sure you have everything you need for the transition.
*Volt recruiters meet face-to-face with the hiring managers, so they can get a better sense of what's needed to fill a role, team climate, and to help gather inside tips for interviewers.
Interview Tips
- No surprise here, but "Be prepared." Develop a list of Interview FAQ's, write out your answers, and practice.
- One of the biggest pieces off feedback they get from hiring managers is that some candidates don't show enough interest in the job. Their suggestion: "Ask for the job."
- With there being so many qualified candidates to fill one role, Dan and Erin feel that cultural fit and personality are 95% of what hiring managers are looking for.
- Along the same lines, have a prepared "Here's how I'm different" angle that you can work into the conversation.
- When interviewing for a contract job, never say "I just want to get my foot in the door" to a hiring manager. It conveys that you're looking for something else and don't plan to stick around.
The Current Market
- They both see things starting to pick up. Dan, for instance, is getting calls from small to mid-size companies looking for staffing help.
Contact Info
Erin Lastala - Sr Technical Recruiter (Microsoft)
Dan Ratliff - Sr Technical Recruiter (other companies)
21520 30th Drive SE, Suite 100
Bothell, WA 98021
tel - 425.806.1900
fax - 425.806.1920
elestala@volt.com
dratliff@volt.com
Monday, August 31, 2009
Job News, Notes from 8/28 OCA Meeting
Job News... Sue Dietrich has accepted a job with Clearwire, as their new Advertising Manager, and will start next Tuesday. CONGRATS, SUE!
Welcome new members:
- Greg Roberts, communications / reporter - previously with the Seattle PI.
- Sean Linton, CPG sales professional / account manager - most recently with Cintas.
Last week Marc Tolan of Kelly Resources met with the group to talk about Microsoft and marketing contract positions. He reviewed the differences between V- and A-dash resources, and we discussed a multitude of things, including:
- There are several 'types' of employees at Microsoft, the most common being A-dash, meaning "agency," and V-dash, meaning "vendor."
- Agency jobs can last a max of 12 months, then a contractor must take a 100-day break. They can be hired full-time by Microsoft at any point, and any time over 40 hours is paid time and a half. Marketing positions are usually paid between $25 and $45/hr, depending on experience and title.
- Vendor jobs are overseen by the contracting company, have more flexibility with pay structures (as often the work is just billed through the company), and there are no time constraints that need to be met.
- There used to be 9 agencies that Microsoft worked through, but the 'approved list' was just recently increased to over 25 companies that place staff. These include Kelly, Corestaff, Act-1, MAQ, Excell Data, Aquent, Filter, Creative Circle, Creative Group, and others. (A list of those that we have connections with is forthcoming.)
- Marc recommends working with multiple agencies, but to make sure that if you're applying for a particular job, you apply through only one.
- For each position that he is working to staff, Marc can submit up to a total of 4 resumes.
- Typical timeframe to place someone is 3 weeks, but it can happen as quick as a week and as long as several months - depending on how quickly the hiring manager within Microsoft is moving.
- With regard to the idea of looking for full-time work while contracting: If you are working as a contractor, there is no legal obligation to continue with that contract. (Washington is an at-will state.) Obviously, it's up to you how you handle giving notice, etc.
- When presented with an opportunity by an agency, ask them what rate they are targeting for you in the position.
- Marc recommends to stay in touch with him (every couple weeks or so), but that he is actively looking to place people. "We both benefit if you're working."
Resume Tips
- "Position your resume to the job that you want, not the jobs that you've done." Tailor so that your relevant experience speaks to the qualifications and responsibilities of the position.
- Make sure the experience on your resume, if it's the same, matches the job description syntax. If they don't match, screeners (human or machine) could knock your resume out of the pile.
Interview Tips
- Marc mentioned a few useful questions to ask during an interview. About 20 minutes in, ask "If I were to join your team, what would be my biggest challenge?" This can bring up any perceived weaknesses, which you can then address during the rest of the interview.
If you feel you may run into the "... but you haven't worked with Microsoft before" objection, a question to ask could be, "What did you do to be successful here at Microsoft when you joined?"
Another question to ask at the end of the interview is, "If I were to join your team, what strengths do you feel I would bring?" This makes them reiterate the positive attributes you possess and will be the first thing they remember from the interview.
- One of the OCA members mentioned that you should literally state your excitement during the interview. "Before we get started, let me just mention how excited I am about this opportunity." You can also end with, "Have I conveyed how much I want this job?"
Marc's contact info:
Marc Tolan
Staffing Manager
Kelly Financial Resources Microsoft Team
425-746-8085
v-mtolan@microsoft.com
Welcome new members:
- Greg Roberts, communications / reporter - previously with the Seattle PI.
- Sean Linton, CPG sales professional / account manager - most recently with Cintas.
Last week Marc Tolan of Kelly Resources met with the group to talk about Microsoft and marketing contract positions. He reviewed the differences between V- and A-dash resources, and we discussed a multitude of things, including:
- There are several 'types' of employees at Microsoft, the most common being A-dash, meaning "agency," and V-dash, meaning "vendor."
- Agency jobs can last a max of 12 months, then a contractor must take a 100-day break. They can be hired full-time by Microsoft at any point, and any time over 40 hours is paid time and a half. Marketing positions are usually paid between $25 and $45/hr, depending on experience and title.
- Vendor jobs are overseen by the contracting company, have more flexibility with pay structures (as often the work is just billed through the company), and there are no time constraints that need to be met.
- There used to be 9 agencies that Microsoft worked through, but the 'approved list' was just recently increased to over 25 companies that place staff. These include Kelly, Corestaff, Act-1, MAQ, Excell Data, Aquent, Filter, Creative Circle, Creative Group, and others. (A list of those that we have connections with is forthcoming.)
- Marc recommends working with multiple agencies, but to make sure that if you're applying for a particular job, you apply through only one.
- For each position that he is working to staff, Marc can submit up to a total of 4 resumes.
- Typical timeframe to place someone is 3 weeks, but it can happen as quick as a week and as long as several months - depending on how quickly the hiring manager within Microsoft is moving.
- With regard to the idea of looking for full-time work while contracting: If you are working as a contractor, there is no legal obligation to continue with that contract. (Washington is an at-will state.) Obviously, it's up to you how you handle giving notice, etc.
- When presented with an opportunity by an agency, ask them what rate they are targeting for you in the position.
- Marc recommends to stay in touch with him (every couple weeks or so), but that he is actively looking to place people. "We both benefit if you're working."
Resume Tips
- "Position your resume to the job that you want, not the jobs that you've done." Tailor so that your relevant experience speaks to the qualifications and responsibilities of the position.
- Make sure the experience on your resume, if it's the same, matches the job description syntax. If they don't match, screeners (human or machine) could knock your resume out of the pile.
Interview Tips
- Marc mentioned a few useful questions to ask during an interview. About 20 minutes in, ask "If I were to join your team, what would be my biggest challenge?" This can bring up any perceived weaknesses, which you can then address during the rest of the interview.
If you feel you may run into the "... but you haven't worked with Microsoft before" objection, a question to ask could be, "What did you do to be successful here at Microsoft when you joined?"
Another question to ask at the end of the interview is, "If I were to join your team, what strengths do you feel I would bring?" This makes them reiterate the positive attributes you possess and will be the first thing they remember from the interview.
- One of the OCA members mentioned that you should literally state your excitement during the interview. "Before we get started, let me just mention how excited I am about this opportunity." You can also end with, "Have I conveyed how much I want this job?"
Marc's contact info:
Marc Tolan
Staffing Manager
Kelly Financial Resources Microsoft Team
425-746-8085
v-mtolan@microsoft.com
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