Thanks for this Lauren Hughes: http://www.careercast.com/career-news/11-top-paying-jobs-straight-out-college.
Two of the top 10 are in digital marketing/development.
Monday, July 21, 2014
Monday, July 14, 2014
UX/UI and more
This post is great. http://www.fastcodesign.com/3032719/ui-ux-who-does-what-a-designers-guide-to-the-tech-industry?partner=rss&utm_content=buffer4be1b&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer.
If you can do this stuff, you will be employed. It's hard to tell though what the real skill set is for most of these jobs. Can someone with limited graphic design ability do this?
If you can do this stuff, you will be employed. It's hard to tell though what the real skill set is for most of these jobs. Can someone with limited graphic design ability do this?
Monday, July 7, 2014
Catching Up
I haven't written in some time. I have lots to say (or read things that I'd like to pass along) so I'm back...
Just saw this article today and thought it would be great for new and junior people in the work force. And maybe even refresher info for the seasoned executive.
https://www.linkedin.com/today/post/article/20140705055830-52594-the-five-deadliest-job-interview-mistakes?goback=.mpd2_*1_*1_*1_*1_*1_*1_20140705055830*552594*5the*5five*5deadliest*5job*5interview*5mistakes&trk=prof-post.
The article has very basic info on how to be remembered and coveted for a job--how to break through the pack of other applicants.
What I find very interesting about this article is the assumption by the writer (a seasoned ex-HR person) is that so many people would make it to interview stage. There has to be a screening out process somewhere (starting with the resume and then phone screens) so that only the top people are being shown to the hiring manager. If there isn't someone internal (or an external recruiter like me) doing this, then the hiring manager is wasting an enormous amount of time and resources just getting to the "meat". If at all possible, I like to present a maximum of 5 qualified people to a hiring manager. Best if each of them have slightly different skill sets and/or personality so the hiring manager can "nail" down what they are really looking for.
Good internal and external recruiters can help in this process.
Just saw this article today and thought it would be great for new and junior people in the work force. And maybe even refresher info for the seasoned executive.
https://www.linkedin.com/today/post/article/20140705055830-52594-the-five-deadliest-job-interview-mistakes?goback=.mpd2_*1_*1_*1_*1_*1_*1_20140705055830*552594*5the*5five*5deadliest*5job*5interview*5mistakes&trk=prof-post.
The article has very basic info on how to be remembered and coveted for a job--how to break through the pack of other applicants.
What I find very interesting about this article is the assumption by the writer (a seasoned ex-HR person) is that so many people would make it to interview stage. There has to be a screening out process somewhere (starting with the resume and then phone screens) so that only the top people are being shown to the hiring manager. If there isn't someone internal (or an external recruiter like me) doing this, then the hiring manager is wasting an enormous amount of time and resources just getting to the "meat". If at all possible, I like to present a maximum of 5 qualified people to a hiring manager. Best if each of them have slightly different skill sets and/or personality so the hiring manager can "nail" down what they are really looking for.
Good internal and external recruiters can help in this process.
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