Hiring Climate for Creatives, December 2016 Update

Hiring Climate for Creatives, December 2016 UpdateHiring Climate for Creatives, December 2016 Update*/Read the infographic text.HIRING CLIMATE FOR CREATIVESDecember 2016 UpdateWhat are your companys hiring plans for full-time creative employees?First half of 2017Second half of 2016Expanding/adding new positions12%13%Maintaining/filling vacated positions67%59%Freezing/not filling vacated or new positions20%25%Reducing/eliminating positions0%3%Dont know1%0%How challenging is it for your company to find skilled creative professionals today?*5% Very challenging50% Somewhat challenging22% Not challenging23% Not applicable/not looking1% Dont knowTop areas creative executives expect to hire for in the first half of 201725% Web entwurf/production22% Content marketing20% Print design/production19% Customer experienceMost challenging areas for companies to fill1.Web design/production2.Content marketing3.Customer experience4.Digital marketing5.Creative/art directionSource The Creative Group sur vey of more than 400 marketing and advertising executives in the United States*Responses do not total 100 percent due to rounding. 2016 The Creative Group. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

Basic Digital Skills Can Lead to a Middle Class Life

Basic Digital Skills Can Lead to a Middle Class Life Basic Digital Skills Can Lead to a Middle Class Life A study of job postings by Burning Glass Technologies and Capital One found that middle-skill jobs that require digital skills are outpacing those that do not in a number of ways. Middle-skill jobs, according to the report, are those with less than 80 percent of postings calling for a bachelors degree and with a median hourly wage above the national living wage of $15 per hour. Middle-skill jobs currently comprise 39 percent of total employment in the U.S., the report says.The research was funded by the Capital One Foundation, which announced a Future Edge initiative that will bestow $150 million in community grants and initiatives over the next five years to help empower mora Americans to succeed in an ever-changing digitally-driven economy.Pretty bluntly, the report comes to this conclusion a job seeker without the ability to use programs like Microsoft Excel or Microsoft Wor d not only wont get hired, but they most likely wont even get an interview. Skills many of us take for granted are barring some peoplefrom meaningful employment. In addition to word processing skills, other in-demand abilitiesinclude the use of medical billing programs and the running ofcomputerized drill presses.Some key findings of the Burning Glass/Capital One reportNearly 8 in 10 middle-skill jobs require digital skills. Spreadsheet and word processing proficiencies have become a baseline requirement for the majority of middle-skill opportunities (78 percent).Digitally intensive middle-skill occupations are growing faster than other middle-skill jobs. Digitally intensive jobs have grown 2.5 times more rapidly than middle-skill jobs that do not require spreadsheets, word processing, or other digital skills. Between 2003 and 2013, digitally intensive jobs grew by 4.7 percent, compared to 1.9 percent growth for other positions.Digitally intensive middle-skill jobs pay more than mid dle-skill jobs that do not include digital components. Digitally intensive middle-skill occupations offer 18 percent higher wages on average $23.76 per hour, compared to $20.14 per hour for all other middle-skill jobs.Writing for theWall Street Journal, Lauren Weber says that middle-skill jobs have become the holy grail to economists who are concerned that the U.S. labor market is becoming hollowed out, with employers adding mostly low-wage jobs for the two-thirds of workers without a college degree and high-paying jobs for graduates, but few jobs in between that can build and sustain a middle class.The Burning Glass Technologies report says that since the recovery from the recession, digitally intensive middle-skills jobs have seen growth equal to that of high-skill positions. Its basically a statistical tie at 4.8 percent for the digital middle-skills jobs and 4.7 percent for the high-skill jobs in a three-year period from 2010 to 2013.Since they are growing more rapidly and pay m ore than other middle-skill jobs, these jobs offer a promising career path for Americans who lack a bachelors degree, the report says.On the flip side, jobs that dont require digital skills, like those primarily in transportation, construction, and installation/repair, lag in pay, growth, and opportunity. They have had the slowest growth of any category, behind even low-skill positions, by a significant margin of 1.9 percent for the non-digital middle skill jobs vs. the 2.9 percent for the low-skills jobs.Weber says thatBurning Glass used the 80 percent threshold becausemany employers are demanding college degrees for positions where the skills required dont suggest a degree should be necessary. Its a problem called credential creep.Interestingly, the Wall Street Journal circles back to an earlier report by Burning Glass to explain credential creep and how the demand for bachelors degrees is reshaping the workforce. The report in question found thatthere is a degree requirement for a wide sortiment of jobs, but the requirement is most significant in fields that previously didnt mandate degrees. The gap, which is the difference between the percent of postings requiring the degree vs. the actual percent employed in the field that hold a degree, can be significant. The report said, For example, 65 percent of postings for Executive Secretaries and Executive Assistants now call for a bachelors degree. Only 19 percent of those currently employed in these roles have a B.A.

Inappropriate behavior complaints up 17% since #MeToo

Inappropriate behavior complaints up 17% since MeTooInappropriate behavior complaints up 17% since MeTooNew data from global outplacement and executive coaching firmChallenger, Gray Christmas shows that 17% of companies report seeing complaints about inappropriate behavior rise since MeToo and TimesUp rippled across the country. The updated research was carried out in June and saw 150 HR leaders in the U.S. take the survey.Heres how people are acting at work todayCompanies weighed in on whats going on at work, given the impact of the movementsWe have observed no difference in behavior 54.76%We have seen an increase in complaints about inappropriate behavior 16.67%We have observed a more respectful atmosphere at work 14.29%Men are more cautious about interactions with women at work 7.14%We have seen a decrease in complaints about inappropriate behavior 4.76%mora women are asking for raises/promotions 2.38%Women are more cautious about interactions with men at work 2.38%So, what about sexual harassment regulations at work since MeToo?The research shows that52.08% of employers said in June that they have reviewed their sexual harassment policy since then, compared to 34.28% in January. Within the pool of workplaces that did so, 58.33% said in June that they updated it, versus 25% in January.As for maintaining the status quo, 41.67% said in June that they are comfortable with our current policy, versus 62.86% in January.Andrew Challenger, Vice President of Challenger, Gray Christmas, Inc., commented on the research in a statement.It is not surprising that companies are seeing more people come forward in the wake of MeToo, as workers feel supported and empowered to do so. Likewise, it makes sense that there would be some caution when it comes to interactions at work in order to keep from crossing any lines, he said. However, it is imperative that employers create an environment where this cautious approach to employee interaction does not keep women from having a seat at the table or otherwise compromise the advancement of worthy workers.The consequences of romance at workWhile 51.11% said in June that they have a formal, written policy that is reviewed with all employees (56.66% in January), 28.89% said in June that they dont have one at all (26.67% in January).Now is also a bad time to be in a relationship with your boss 77.78% said in June that relationships between a manager and a direct report are forbidden, while 70% said so in January.While 24.44% said in June that the company has to know about all relationships, just 16.67% said so in January. But still, 13.33% said in June that all relationships are fine, as long as the company knows about it, compared to just 6.67% in January.

Electrical Engineers Lured by Systems Engineering Career Salary

Electrical Engineers Lured by Systems Engineering Career SalaryElectrical Engineers Lured by Systems Engineering Career SalaryElectrical engineers, magazine designers and others are enduring sour salary prospects, while closely related fields experience sharp improvements. Is it time to switch industries?Sometimes two adjoining industries will experience vastly different prospects. How can you adjust your search to improve your odds?Case in point Electrical engineers face a dismal job market. Job growth in the field is currently stagnant and is projected to grow only 2 percent in the next six years, according to the U.S. Bureau of Labor Statistics (BLS), barely enough to keep pace with demand for the career. Earning potential and opportunity for advancement are expected to match that snails pace.Now consider the outlook for systems engineers, professionals with a similar skill platzdeckchen who are considered to hold the best job in America, according to a recent survey by CNNMoney/P ayScale.com. They beat IT project managers, certified public accountant, attorneys and physicians on the list of 50 best professions based on salary and growth prospects.Electrical engineers, magazine designers, packaging and shipping executives, and many other industries are enduring slow or negative growth in salaries and prospects, while closely related fields experience sharp improvements. How can they move to those greener pastures?For electrical engineers hoping to adapt to systems engineering, conversion will take a bit of education but not necessarily a new degree. That makes it a managable mid-career transition, said Clive Chittister, president of the IEEE Systems Council.Systems engineering is growing because systems are becoming more complex and require more attention to how the system will function, Chittister said. Look at cell phones, computer games, functionality in automobiles, electronics in homes, etc. All of these advances require systems engineering.I think its a great time for people to move to systems engineering, he said. Technology will continue to advance, but how we use it will be a systems-engineering issue.Systems engineers focus on the design and management of complex engineering projects. Rather than just focusing on a specific technology, people in this field are an essential part of the development cycle, addressing customer needs and a products required functionality. They are concerned with the entire product life cycle including operations, costs, scheduling, performance, testing, manufacturing and more. Its an integrated approach that considers technical, business and end-user needs.The field is expanding to meet the demands of new production processes, but growth is further fueled by the graying of the current workforce as systems engineers retire and leave employers without their years of understanding and knowledge, Chittister said. Systems engineering is highly influenced by experience, he said. So, as people get older and leave the work force, its leaving a gap with people with the right kind of experience.Can you be a systems engineer?The transition doesnt necessarily require an educational regimen, said Bob Rassa, director of engineering programs at Raytheon SAS. The discipline requires a different approach more than different skills, he said.All good systems engineers have the capability to do what we call systems thinking, or the ability to approach problems from a holistic point of view, Rassa said. This means that basically all systems engineers start out as design engineers and gravitate to systems engineering because of their innate ability to do systems thinking.Beyond that, Rassa said, systems engineers have a strong background in at least two disciplines or domain applications, covering environment, functionality, components, interconnections and dependability constraints.To make the move from design to system engineering, Rassa recommended finding a senior systems engineer to act as y our mentor. In parallel, he said, sign up for your companys SE internal course, if offered, or sign up for continuing education or your masters in SE.If you need more education, take a general course in systems engineering, said Stephanie M. White, professor of computer science and management engineering at Long Island University. With that grounding, she said, you can move on to more detailed courses in requirements elicitation, definition and management, system modeling (e.g. using SysML), and system integration. Understanding prototyping and simulation would be very helpful, she said.What makes a systems engineer job applicant attractive to a hiring manager? Most important, having performed system engineering on another project, said White. Domain experience in the type of job for which you are applying is also important.Depending on your experience, transitioning from electrical engineering or computer programming to systems engineering could be a leap youre ready to make right away, or it could be achieved with a year or two of planning, these experts said.

ASME to Offer MasterClasses for the First Time in Milan

ASME to Offer MasterClasses for the First Time in Milan ASME to Offer MasterClasses for the First Time in Milan ASME to Offer MasterClasses for the First Time in MilanASME Training Development is collaborating with two Italian professional societies to offer five ASME MasterClasses on Pressure Technology and Standards for the first time in Milan, Italy. The Society is working with the Federation of the Italian Associations of Mechanical and Engineering Industries (ANIMA) and the Milan-based Association of Pressure Equipment Manufacturers (UCC) to present the MasterClasses, which will take place from June 22 to 26 at the Crowne Plaza Milan-Linate.Led by recognized experts who are also ASME code leaders, ASME MasterClass Series courses are practical, case study-driven training sessions for experienced professionals that emphasize learning through discussion of real world case studies and practical applications. The MasterClasses stress interactive collaboration and knowled ge-sharing, where participants may actively contribute to the discussion and have an opportunity to share real-life experiences with other members of the class. The five MasterClasses on Pressure Technology and Standards, which will be taught in English, will focus around critical design rules and ASME code applications that address current industry issues. The following MasterClasses have been scheduled in Milan Design by Analysis Requirements in ASME Section VIII, Division 2 Alternative Rules on June 22 and 23 Techniques and Methods Used in API 579-1/ASME FFS-1 for Advanced Fitness-For-Service (FFS) Assessments on June 24 Bases and Application of Heat Exchanger Mechanical Design Rules in ASME Section VIII of the ASME Boiler and Pressure Vessel Code on June 25 and 26 Structural Materials and Design for Elevated to High Temperatures on June 25 and 26 Structural Materials and Design for Elevated to High Temperatures on June 25 and 26 and Inspection Planning Using Risk-B ased Methods on June 25 and 26.ASME Training Development will also offer more than a dozen traditional public training courses in Milan between June 22 and 26, in conjunction with the MasterClass Training Event. The courses will range from fundamental to intermediate level courses, with topics covering boilers and pressure vessels, bolting, fluids and heat transfer and nuclear components, to piping and pipelines, and welding. For more information on the ASME Training Event in Milan, visit http//go.asme.org/milantraining. To learn more about the ASME MasterClass Series, visit www.asme.org/shop/courses/asme-training-development/masterclass-series.

Top Resume Writing Services Options

Top Resume Writing Services Options Where to Find Top Resume Writing Services The pop-up window on the web site permits you to book a consultation and share your career goals to make the most of the effectiveness of cooperation. The experts who will work on your resume have hours of knowledge and while you might have only made a couple of resumes before, theyve made thousands. On time delivery is crucial, particularly when it comes to such critical documents as resume. The resume service is quite low-cost support. Our work is targeted on providing result-oriented resumes that does not just attract hiring managers attention, but in addition make you receive the desirable position. In addition, a resume service thats familiarized with a specific industry will be aware of what HR and staffing departments want. Ask to binnensee samples of prior resumes, which can help you get a sense for the grade of the services work. A work search is a hard procedure, so candidates need profe ssional and timely guidance. The New Fuss About Top Resume Writing Services To put it differently, you can put your order anytime before the deadline. If you are a newcomer to the area of work, consider contemplating volunteer opportunities for different approaches you have proved your confidence and value. Its also important to think about the type of work you really wish to be hired to do. If youre still unable to comprehend what things to write, then youre ready to benefit from our resume writing services. Needless to say, the best method to discover such assistance is if you have a look into the top rated professional resume writing services reviews. One of the greatest benefits of cheap writing services is that youre able to hire them whenever you would like. Additionally, the organization gives career planning assistance and interview advice. Additionally, employing a writing company may be the difference maker in receiving a job. Whether youre a teacher or an executiv e, you are going to have some intriguing information its possible to consist of regarding who you are and some intriguing skill sets that you potentially have. Work experience examples will incorporate each of the jobs and internships that youve had previously. Basically, writing skills really make a difference in the way you encounter. However polished your writing skills are, occasionally its much better to employ a professional who can frame your experiences in a manner that lets you command the eye of the greatest companies in your industry. If youre searching for professionals who are going to be able to assist you in writing best thesis statement, then decide on the on-line medium. Youre able to select the help of different English writing software that will enable you to eliminate wrong sentences and phrases. Unsurprisingly, students often should apply to cheap on-line custom writing services, so as to fulfill their instructors demands. So far as the students are involve d, writing a research paper is among the toughest and frustrating endeavor in their opinion. Understanding Top Resume Writing Services If you see a service we havent evaluated, dont hesitate to drop us a message and were going to look it over once possible. Resume services can fluctuate from very little money to huge amounts and each resume service will give broad range of services for you to pick from. The services are essentially the particular same as the ones that youre in a position to get on other high-quality sites. The service of Resumarea is given to clients at an affordable price that correlates to the significance of your self-presentation. Resume writing service is an excellent solution Good resume writing service will give you with crucial and extremely useful advices, and will finish the best resume for certain position at particular firm. Resumes Planet Review If you desire a geschftsleben that has good resume writing services reviews, Resumes Planet may be an excellent option to have a look at. If money is a problem, first attempt getting guidance to help you better your resume. Once youve reviewed a few websites that pique your interest, you will want to narrow it down to someone whos a very good fit. Some resume writing services even supply a money-back guarantee, but they are rather rare.

Top Tips for the New Human Resources Professional - Spark Hire

Top Tips for the New Human Resources Professional - Spark HireWhen you first enter the HR department in an organization, you may feel overwhelmed. You play an integral part of the companys success, and you want to be sure you know how to handle this responsibility. If you have just begun a career as an HR zum besten vonfessional, here are some tips and tricks that you should keep in mind in order to ensure success in the fieldUnderstand the fundamentals of geschftsleben deeplyThe best human resources professionals are those who have a deep understanding of the fundamentals of business. You should understand business as a whole, and should also be intimately familiar with the industry that your company is in. Whether your business sells clothing, manufactures computers, or sells insurance, you need to know everything there is to know about that field in order to serve your company more effectively.This means learning what various departments within your company do. If you have no idea what accounting is up to or how sales works, it makes it a real challenge to serve these various departments effectively. Make it a point to take some time and learn about the goals and struggles that various departments face. This allows you to be much more effective in your own role.Network nonstopHuman resources professionals who are in charge of hiring will want to focus on networking in order to remain aware of the fields top talent. If you dont know anyone in the industry, it will be hard to recruit tip-top talent for your business. Make networking a priority each day. Send a few e-mails, make some connections on Twitter, and keep your LinkedIn profile updated. When you know people in the industry, it makes it much easier for you to do your job when its time to make a hiring decision.Know whats going on in the industryPart of an HR professionals job is to make sure that their company keeps up with current trends and changes. If you have no idea what other companies in your in dustry are doing, it makes it hard for you to guide your own business accordingly. Make it a point to read blogs, trade publications, newspapers, and other materials in order to stay abreast of developments within your field.Think on your feetHR professionals are often tasked with solving problems that other people are struggling with. In order to do this effectively, you will need to be able to think quickly on your feet. If you take weeks to hem and haw over a decision, you will become an inefficient employee. The right HR pro can quickly make a logical decision based on the facts presented to them at that time.If youre in HR, how did you get started? What have you learned along the way that you wish you knew in the beginning?

Survey Millennials want passion more than money

Survey Millennials want passion more than moneySurvey Millennials want passion more than moneyResearchon millennial workers from strategy firm Department26 shows that when they get a new job, themost popular top priority is being in a role youre passionate about, at 44%, just beating out money at 42%. Loving your position also bested the other options paid learning/development opportunities at 6%, health insurance at 5%, and paid time off and vacation at 2%.The millennials we surveyed and interviewed rated passion as a top priority because purpose is more important to this generation than the previous two, Miki Reilly-Howe, Managing Director of Department26, told Ladders. Boomers were mostly concerned with being good providers In contrast, Millennials want to make an impact.Heres how long millennials plan to stick around at workThe research makes it clear that not all millennials plan to change jobs as much as you might think. When accepting a new position, 50% of millennials plan t o be there for five or more years, compared to 30% who say three to five years, 16% who say one to two years, and 4% who say one year.Though millennials have a reputation for job-hopping, its clear thats not their intention,Reilly-Howe told Ladders. They want nothing more than to find the right place and stay put for a few years. They leave when they feel they arent valued.This can manifest in a number of ways, she said If they arent offered some freedom and flexibility after clearly performing in their role, they can feel slighted. If leadership doesnt communicate a larger geistesbild, millennial workers feel like they dont have purpose. If their expectations arent met, like for a promotion, they lose steam.Looking for a promotion? These young workers areThe research found that when becoming part of an organization, 51% of millennials expect to get a promotion within one to two years.A survey Ladders did with SurveyMonkey last year similarly showed that 80% of millennials desired t o move up the ladder during their first two years at a company.3 ways managers and employers can support millennialsThey can take these steps.Take them seriouslyDont write these young people off.As millennials find their foothold in the workplace, the companies that stand to benefit most from this generation will be those that both acknowledge and embrace their unique challenges, expectations, and values. Retaining younger employees means taking a look in the mirror in order to understand the real meaning behind the business. Thoughtful transparency and a well-articulated vision of the future will not only quiet millennial anxiety, but also ensure theyre aligned and enrolled in the work at hand, the report says.Provide training opportunitiesYou should give young workers chances to prove their talent on their own, but that doesnt mean a little bit of training cant go a long way.In fact, training them in advances in their field and exposing them to the latest technology as part of the ir work can benefit them both now and in the future.Building in opportunities for professional growth could also make it easier for young workers to get the work experience they need down the line.Mentor them and hear them outTake some time out of your schedule to listen to and mentor millennials. Instead of treating each young person as a number, or jumping to conclusions about how entitled you think they act, evaluate their perspectives and goals first.You might be surprised by how they see or do things, but the new energy can help move your team in a new direction.

This summer camp teaches teenagers how to create a personal brand

This summer camp teaches teenagers how to create a personal brandThis summer camp teaches teenagers how to create a personal brandFrom navigating cramped bunk beds to eating in mess halls, summer camps teach you valuable lessonsof friendship and independence that you can only getwhen youre living away from your parents. And now, thanks to one new addition, they can also teach you how to build a personal brand.Social Star Creator Campcalls itself as the first sleepaway camp for teens dedicated to their professional growth and monetary success on social media platforms.The 10-day camp will launch this July in Los Angeles and spread to London and Sydney later this year.A camp to take you from a nobody to a somebodyHere, participants ages 15-21 are referred to as Creators. For $2960, the Los Angeles camp says it will turn a teens hobby into viral fame. From gamers and athletes to vloggers and comedians, all pursuitsto commodify ones talent are welcome at this camp. Tuition includes room and hauptplatine and viral fame courses.A sample schedule includes a course on theFoundations of Viral Fame where Creators will learn about lighting and production, technical privacy and how to safely do stunts. Theres also an engagement workshop that promises to teach Creators the best practices to clicks, shares and earning moneyIf youre used to the nostalgic ideal of outdoor summer camps, the idea of youths spending their summer monetizing their passions for content can seem strange. There has been no end of sarcasm as the summer camps fame has grown. Learning of the idea, one journalist asked to be sterilized so his future spawn are spared this hellscape, while another saw it as the future of journalism schools.But Nichelle Rodriguez, director of Social Star Creator Camp, is taking teens desire for viral fame very seriously. She thinks critics who dont understand that teenagers are already using social media to make moneyare naive.A teen weighs inA Future8 Best Blogger winner, A mber Kirk-Ford is an 18-year-old British blogger and vlogger who runs The Mile Long Bookshelf.With her social media success, Kirk-Ford became self-employed last year and can often be seen doing book haul videos on herYouTube channel, which has over 1,800 subscribers.As a teenagermaking her living doing social content, Kirk-Ford is an ideal participant for Social Star Creator Camp. Ladders asked her to weigh in on the idea.I can see the appeal, Kirk-Ford told Laddersabout whether she would do this. A few years ago, YouTube wasnt a career aspiration, but now it is In that respect, its no different from sending your kid to a music camp or a sports camp because they want to be a musician or an athlete.But would she pay over $2000for this?Whilst it sounds like a fun and well thoughtout 10 days,I dont think its absolutely necessary- I learned how to do this all on my own, as did probably 99% of bloggers and vloggers. YouTube regularly run courses and workshops at their Spaces around the w orld, and the community is full of people willing to help.She advises aspiring influencersto figure out what they like before they start opening their wallets. Test out your new hobby before spending thousands on a camera, microphone, lighting, etc- plenty of people start with their phone or a webcam, and thats fine I would also encourage you to be yourself, which sounds cheesy, but its true.The attention economy has already arrivedJust as industrial skill was once the highest currency, then professional skills, now the ability to attract attention has become an important primary currency in the modern U.S. economy.Advertisers are seeking out these kids anyway, so Im really proud we are able to help the participants understand the minds of the advertiser. Rodriguez told Ladders.And if you go to social media camp, it doesnt mean youre bound in blood to promote yourself forever.Our program helps them understand from the very beginning what it takes, Rodriguez said. At the end of the d ay, this is an exploration program so they may discover this is not the route they want to go.Parents of Creators can also learn how to understand their social influencing teens better. At camp, parents can take a one-day sessionto help them understand what they need to do to protect their child from advertisers and say this is enough, Rodriguez said.To critics who would call thecamps goal of stardom unrealistic, Social Star Creator Camp would point you to its 5 young people who become RICH through social media inspirational video. One of the role models the camp cites is 19-year-old Nash Grier, who gotbrands to pay him up to $100,000 for his six-second Vine videos. In a separatepromotional video, Social Star Creator Camp cites musician Justin Bieber and actor Darren Criss as celebrities who began their careers performing for free on YouTube.

Part-time MBA Finds Full-time Work

Part-time MBA Finds Full-time WorkPart-time MBA Finds Full-time WorkAfter two years in the Atlanta area, customer-service specialist Mike Walzak found a new job in the town hed left.Two years ago, Mike Walzak and his wife relocated from Seattle to the Southeast to be closer to family. He used OpsLadder to find a new position as a customer-service director.