The 5 Most In-demand Creative Jobs

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Re-posted from: Bullhorn Reach

If you think creative jobs such as design or writing are impossible gigs to get, think again. Creative staffing agency Vitamin T compiled the top five most in-demand creative jobs in North America, as well as the skills needed to get the job. Companies of every size and type need creative individuals to help their business grow, and these roles top the list of most needed.
“We’ve seen a surge of new job opportunities in the creative space requiring high-demand digital skills,” says Susie Hall, president of Vitamin T. “Our fastest-growing areas are creative talent who bring strong user experience and frontend development skills, with growth rates of 51 and 75 percent respectively over the prior year.”

Here are the five most in-demand creative jobs:
1. Design and user experience
Key skills needed: Ability to employ design principles to reach a targeted audience of users effectively.
Average annual salary: Design — $81,000, user experience — $94,000
What they do: Designers develop and obtain images for creative projects such as advertisements, brochures, corporate identity, packaging, presentations, websites, promotional displays and signage. Their responsibilities may include managing the design, layout and formatting of materials, as well as developing concepts and communication with other creative roles.
User-experience designers use data to generate interactive experiences for specific audiences. They are responsible for understanding what the user wants and incorporating user-analysis information and feedback into the mechanics of a website. Their responsibilities may include testing and improving the usability and quality of a user experience. They must have an expert understanding of graphic design and web technologies.

2. Frontend development
Key skills needed: HTML5, CSS3 and JavaScript, with the ability to design for multiple user platforms, including mobile.
Average annual salary: $75,000
What they do: Frontend developers work with Web-based applications and website maintenance. They often collaborate with designers to create websites, microsites, HTML emails and interactive ads. Their responsibilities may include writing Web pages and coding, and they must be proficient in Web technologies such as user-interface design.

3. Content development
Key skills needed: Copywriting for a wide range of deliverables, from print ads to blogs to social media.
Average annual salary: $70,000
What they do: Web content managers and writers develop online projects and create website content, including articles, product descriptions, online advertisements, promotional copy, e-newsletters, blogs and podcast scripts. These roles also ensure that content is consistent with company branding. Responsibilities may include writing and editing copy for print and the Web, as well as developing marketing efforts such as email marketing campaigns.

4. Project management
Key skills needed: Knowledge of digital technologies, and outstanding time management and persuasion skills.
Average annual salary: $74,000
What they do: Project managers oversee production of creative ideas and manage the logistics. Their duties may include project planning, workflow management, vendor negotiation, print buying, cost control, quality control, logistical coordination and press checks. This role often requires experience working under tight deadlines and budgets, as well as a thorough understanding of corporate/brand guidelines.

5. Digital marketing
Key skills needed: Ability to integrate online marketing across all outlets, from websites to social media, and strong analytical skills.
Average annual salary: $67,000
What they do: Digital marketing includes a variety of roles, such as digital strategist, interactive marketing manager, digital marketing strategist and digital project manager. Responsibilities may include developing website user experience strategies and leading website usability testing across all phases of site development.

How to Walk Into Your Boss’s Office with Confidence and Walk Out with a Raise

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Re-posted from: Brazencareerist.com

Author: Katie Slater

It’s the holy grail of negotiating for yourself at work—walking into your boss’s office and knowing you will come out with a raise.

It is actually possible. And no, there isn’t a magic phrase or action. It takes more than minimal effort.

But putting in the time to understand what it takes, and then doing it, will get you that raise.

Understand your workplace’s financial dynamics

Long before you walk into that office, you need to know if your boss can give that raise in the first place. Your boss may not be able to give anyone a raise—even if you were the most productive and talented employee in the office.

How do you find out? Understand the financial health of the organization. Are they laying off staff? Does your boss have any room in the budget for unexpected raises? If you’re an invaluable employee, bad financial situations don’t necessarily preclude you getting a raise (more on that below). Even a tight budget has room for tweaks. But you need to understand the constraints your boss faces before you walk in that room.

You may discover you can’t reasonably ask for a raise this week, but you might be able to the next month or the month after.

What does it take?

Even in downturns, people still get raises. You need to discover if there are discrete criteria for getting a raise in your company, even in a challenging financial environment. Here’s how to do that:

Ask

Come out and ask your boss what it would take to get a raise. The conversation may take you out of your comfort zone, but it’s great practice for your career and life. Who better to tell you the criteria than the person measuring you against the standard?

There are also some additional benefits to asking beyond improving your ability to have difficult conversations. One, it signals to your boss that you’re someone who takes your career seriously; and two, it shows that you want to succeed.

Look around

Use your powers of observation. Who has gotten a raise in the past year? This is often a closely guarded secret and, yet, people talk. If you discover those who received raises, put on your analytical hat. What seems to be their “secret”? What do they get done? What projects or roles do they take on?

Build a list of criteria based on your observations and analysis. But make sure to get confirmation that this is what you will get measured against to ensure that raise.

Find out what it takes to be invaluable

Invaluable people can walk into their boss’s office and get what they want. Being invaluable varies from workplace to workplace. Figure out what your workplace values. What do the “powers that be” value? What does your boss value?

(Note: you have to make sure your boss knows you’re invaluable.)

Another way? It’s usually not too hard to spot the superstar in the office. Being the superstar doesn’t necessarily guarantee that you’re invaluable or that you’ll automatically get a raise, but it’s a pretty secure place.

Observe these rare birds closely. What can you see that they do differently? How do they behave? What do they achieve?

Act

Now that you’ve figured out what gets people a raise, you have to work to meet those criteria. This is prep work of a different sort than researching the market and building an argument; in this instance, you’re doing the work to show you meet or exceed the standard.

Apart from the specific criteria you’ve discovered, this also often involves going above and beyond your job description and working really hard. It may also involve mingling with (and impressing) the right sort of people.

Do you really want it?

Take a hard look in the mirror. Are you willing to do what it takes to get that raise? You may not want to invest your time and energy in those things. Really assess your personal values here. Consider if that level of effort is worth it to you.

The good news is that if you decide to do so, you’ll not only get that raise; you’ll also become even more marketable going forward.

 

How to Prepare and Answer Those Tough Interview Questions

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The big secret about job interviews, isn’t really a secret at all, it’s just common sense – be as prepared as you possibly can. This is the most basic and most important piece of advice about going into an interview, but there are of course those very tricky questions that interviewers like to ask; firstly to see how you handle yourself and second to hear what you have to say. As you will have prepared for the job interview, the only thing that you still have left to fear is the unknowable aspect – what are they going to ask? What tough questions are they going to ask? Here are some of the tougher questions that employers have asked – it should give you a better idea of what to expect and give you the possibility of preparing to answer them.

Question: Take me through your decision to change jobs.

This is a tough question because it is assessing the kind of person you are. If you take this question as a reason to go on a rant about how terrible your last company was, you will get nowhere. There are smart responses to this question such as, ‘It was a long commute.’ ‘I have advanced as much as I can within the company.’ ‘The company couldn’t offer job security.’ ‘I felt I was being underpaid for the work required of me.’

These answers demonstrate that you take your job, and your job progression seriously, and that you operate in a professional manner.

Question: What aspect of this job do you find least interesting?

This question might seem like a mine field but it really isn’t that bad. Be honest about the aspect that you find least interesting, but then go on to explain why it is important that it gets done, and how you plan on incorporating it into your work schedule. No matter what the job is, there will be at least one thing that you don’t like doing, take this as an opportunity to show how you are task orientated, and can get on with what needs to be done.

Question: What can you offer the company that another person can’t?

You have no way of knowing what other candidates will bring to the position, so this question is more about explaining what it is that makes you the best person for the job and the best person to fit into the working environment. Emphasize on your ability to finish projects, to take and give instructions and then turn the question around and ask how your qualities fit into what the company expects or needs.

Question: What decisions are difficult for you to make?

With this question you want to show that while you are not afraid to make difficult decisions, you will think them through with the appropriate criteria. You need to show that you will consider the consequences of the decisions you make, how they will affect other parts of the company, the finances etc. This is a chance for you to show that you know how to assess decisions and decision making processes.

Question: Are you expecting a promotion, and if so, when?

Use this question to your advantage by showing that you know what the criteria of promotion might be. Explain that you know that any promotion is based on how well you perform, but that you also hope that if you do prove yourself that there is sufficient growth opportunity for you in the company.

Richard McMunn is a writer for How2become; a leading career and recruitment specialist for public sector careers. For the last 8 years How2become has helped numerous people prepare for and pass tough recruitment processes and assessment centers in order to secure their dream job. You can also connect with How2become on Google Plus

6 Ways to Woo A Hiring Mananger

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Reposted from: Glassdoor.com  An inside look at jobs & companies

Author: Vickie Elmer

Some people want to work for Google more than anything. Others are smitten with 72 and Sunny or Leo Burnett and some are gunning to get a job at Glassdoor or Quora.

Anyone with just two or three employers on their A-list of targets needs a smart strategy to show they’re sweet on those companies. Whether you’re first connecting around Valentine’s Day, Cinco de Mayo or Labor Day, you may woo an employer, hiring manager or recruiter for months or sometimes years. So persistence and professionalism must fit in with inventiveness in your campaign.

Perhaps you will send the hiring manager or recruiter chocolates with a note saying, “I’d really love to work for you just before Valentine’s Day.” That could get some attention, especially if she’s a chocoholic. “But some people might get creeped out” by that, said Laura Laser, an executive recruiter in the advertising world and president of Laser Talent Group in Los Angeles.

Before you start your campaign, check out the person’s online profiles and presence to find out as much as you can about her or him. Discover their hobbies and interests and check on Amazon or Goodreads to see if you share an appreciation for a particular kind of books, said Laser.

Her all-time favorite way a client connected with her involves her little dog, Livvy, who sometimes comes to work and shows up on her profile photo.  She was in the middle of a Skype interview with a creative director / job candidate when the pooch decided to join in. Livvy jumped into her lap and the job seeker used Skype to take a photo of them. Then he painted the dog’s picture and sent it to the recruiter.

“It was just amazing that he did that,” Laser said. “How could I not love that guy?” She’s told other recruiters about him and shares the story regularly as an example of the “thoughtful extra things” that can really create a bond or make you stand out.

Even if you couldn’t paint a wall, you still can show your targeted recruiters and managers that you’re sweet on them. Here’s six ways:

1. Be a Standout. Use humor or say something clever in your email subject line – or both. Recruiters receive a lot of email each day. Laser remembered one that was funny and “real’ starting with the subject: “Recruiting you to recruit me.” The person mentioned he had trekked through Peru and ended the note with, “If you like what you see, please contact me and we can talk more. If you don’t like what you see, contact me and we can talk more.”

2. Get Introduced by Someone. “Ask a mutual connection to make a recommendation on your behalf,” she suggests.

3. Retweet Their Best.  Follow the recruiter, hiring manager and the company on Twitter. Then, find something worthwhile to retweet occasionally, in hopes that that will lead them to your profile. (Make sure your online profile conveys your professionalism and brand, and while you’re at it, check your Facebook page so it’s squeaky clean.)

4. Share Relevant Ideas.  This can work well if the company targeted has some widely known growth plans or a problem it is grappling with. You will need to invest some time and analysis to offer something of value, and then present it succinctly, perhaps via a SlideShare or PowerPoint, Laser said.

5. Bring Them Coffee and Cookies. This works well at career fairs or corporate events, where a recruiter may be stuck in a chair all day long. Just learn ahead of time whether they’re vegan or dieting; this often can be discerned by their Facebook or MeetUps.

6. Persist Politely.  It may take three or more emails, notes and connections before they recognize your name and your value. Your dedication to the company and to regular connections could be part of what shows your appreciation and your talent.

Make sure you don’t cross over into annoying or ridiculous. Nor do you want to come off as a stalker by showing up at the school play where the recruiter’s children are performing – unless of course, your niece is also in the cast.

6 Mistakes You Don’t Want To Make With Your Linkedin Profile

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Reposted from: Things Career Related

Author: Bob McIntosh

I’ve reviewed many profiles as a workshop facilitator and LinkedIn trainer. Many profiles are well constructed, while others are not indicative of future success.

Is it easy to create a compelling profile that gets noticed in a positive way? Not for all LinkedIn users. It takes hard work  and commitment.

The mistakes I’ve seen on LinkedIn profiles range from a poorly done photo to typos and spelling mistakes. However, when I think about six egregious mistakes you don’t want to make, the following ones for jobseekers come to mind.

  1. The advice to not post a poor photo hasn’t reached enough ears, because there are still those who have inappropriate photos. Think about what a photo of you skiing on the slopes of Killington says about your value as an employee? It says you’re a helluva skier but not much about your brand.
  2. Please don’t simply write “Unemployed,” “Looking for next exciting opportunity,” etc., in your title. This doesn’t say much about your talent and potential to help future employers. This is prime real estate for branding yourself and including some keywords. (As far as I know, not many employers consider seeking unemployment as a key selling point.)
  3. Bragging in your Summary statement that you’re the solution to every problem will get you nowhere, save for an immediate click on the back arrow. Though you may think bragging is acceptable because you’re suppose to “sell” yourself, it comes across as dishonest.
  4. Speaking about being dishonest, Forbes advises against lying and 9 other mistakes. Don’t be dishonest in your Employment section. Employers can smell a liar like a bloodhound can smell a man on the run. Don’t write that you achieved 100% customer satisfaction because it sounds good. A “near perfect” rating is more acceptable and easier to defend at an interview.
  5. Don’t copy and paste your résumé to your profile and leave it at that. I advise those starting out to make this first step, but then you have to modify it to fit its purpose, which is a networking vehicle. A professional photo and personal Summary that tells your story are a must for networking. A good thought to keep in mind is that your profile  is an extension of your résumé; employers aren’t expecting to see an exact copy of it.
  6. Don’t neglect to use LinkedIn’s tools which are meant to enhance your networking. Use the tools LinkedIn gives you, such as the Skills and Expertise section, Additional Information, Media capabilities, Certifications, and Awards are just a few of the tools that can give employers and networkers a sense of your accomplishments.

Your profile is your online presence. Potential employers might judge you based on what you say and show on your profile. If they like what they see, your chances of success will be greater. If they don’t like what they see, it’s on to the next profile. So be sure not to make the six mistakes listed above.

A Simple Plan to Reduce the National Unemployment Rate in 2013 – Part 1: Get a (Better) Job

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Reposted from: Linked in

Author: Lou Adler

We don’t have a national skills gap, we have a national thinking gap

If you’re underemployed, supposedly past your prime, a returning military veteran looking for a substantive first job, a disabled person, a diverse candidate lacking some skills, a young person itching for a chance to do something relevant, or anyone who wants to accelerate his or her career growth, you might be interested in trying out a few new non-traditional ideas for getting your next job. In my opinion, we don’t have as big a skills gap as everyone thinks driving persistent unemployment, we have a thinking gap instead. By trying out these ideas you’ll be able to prove it.

Some background: in my new book, coming out in January 2013, The Essential Guide for Hiring & Getting Hired, I show recruiters and hiring managers in step-by-step fashion what they need to do to hire more high performing and motivated people. The bottleneck-breaker for all this is to define the actual work needed to be done as a series of performance objectives rather than relying on an outdated list of skills, academics and experiences to attract, screen and assess people. Defining the job based on what the new hire needs to do, rather than what he/she needs to have, in combination with compelling career-oriented messages (both approaches have been fully vetted by the largest U.S. labor law firm), opens up the prospect pool to top performers of all stripes, ages, and sizes, who don’t possess the typical laundry list of archaic stuff.

Unfortunately not enough recruiters and managers do it this way, so throughout the book I show job-hunters what they need to do to first get their foot in the door and then to ensure they’re accessed accurately. So if you’re one of those people who’s “weeded-out for all of the wrong reasons,” but still worthy for all of the right ones, following are some things you can do to get a worthy job in 2013.

A Bunch of Non-Traditional Things You Can Do to Get a (Much) (Better) Job in 2013

Reverse engineer your resume and LinkedIn profile. Most candidates are either referred by a company employee or found by a recruiter searching on LinkedIn or some resume database. As a result you need to make sure you can be found by people who need to find you. If you have a friend who is a recruiter, ask the person to run a typical Boolean search for candidates like you, or do it yourself. Based on the results you’ll know what you need to do to get to the top of the right list.

Be compelling, you only have 10 seconds. Make sure your LinkedIn profile stands out from the crowd. This means a real picture (no pets, family, cartoons or face shots), a standout second and third line, and a meaty description for each company and job title. This summary is what recruiters receive when you apply, and you only have about 10 second to make your case that more reading is appropriate.

Don’t apply directly unless you’re a perfect fit. Most recruiters box check your skills and experiences, so if you don’t have the requisite list of stuff, you won’t be considered. If you’re worthy though (great person, but imperfect skill set) you’ll need to enter through the side door. This means finding someone who can recommend you to the hiring manager or recruiter. (Here’s an early post for more on the importance of this approach.)

Become a networking maven. Since 30-40% of most jobs are now filled by some type of referral (and growing) and fewer jobs filled by applying (and falling), networking must be at the core of your current and future job-hunting efforts. That’s why LinkedIn is becoming the “go to” place for most corporate recruiters and why every job-hunter must immerse his/herself in the networking process.

Reframe the conversation. When you finally get the call from a recruiter, don’t appear too anxious, and only ask questions about what the job entails, not where it’s located or the compensation. (Asking insightful question is how the candidate can control the conversation.) By clarifying expectations this way, you’ll then need to provide examples of work you’ve done that’s somewhat related and/or describe where you’ve learned and applied similar skills quickly. Even if you’re not a direct fit for the job as described, but respond confidently and logically, the recruiter might recommend you for other jobs, or suggest to the hiring manager that the job could be modified a bit to fit your current level. Most important: view every call like this as a networking opportunity. These all start by first getting either foot in the door.

These tips are just a start for you to personally help prove that our national hiring problem is based on the continued use of outdated hiring practices, especially skills-infested job descriptions. Stay tuned, though, this is just a start.

Getting a new, different, any, or better job is not easy, but a lemming-like following of the ill-designed processes and rules most companies use today is largely a waste of time. Many years ago I heard Jim Rohn say, “if you want things to become better for you, you first need to become better.” In my opinion, in the hunt for a new job becoming better first starts by first being different.