We have no control over the aging process, however we do have control over how we are perceived regardless of our years. We do have control over staying relevant, and we do have the ability to define the path we take.
Recently, Hillary Black, our Joint CEO, moderated a panel at @The One Club’s Creative Summit on Ageism. The panel focused on how important it is to stay current in this ever-changing industry. Remaining relevant will help to future proof your career. Showcasing a compelling personal brand story through your portfolio, resume, bio, and LinkedIn, while incorporating your own human story through such things as your “side hustle” can be a way for others to truly learn more about the real you. Sharing sincere interests in life shows the proof that you a more interesting person than just what your resumes dateline.
Investing the time to learn about upcoming trends, using new technologies, and understanding what’s “cool” to the millennial squad, shows both your interest in today’s culture and your knowledge of what’s happening around you. It may seem simple, and sound obvious, yet as of late we have a good deal of talent working with our coaching division on how to amp up their work load, as they watch the industry racing ahead, while they have a sense that their career is heading toward a finish line. This DOES NOT have to be the case.
YOU NEED TO BE A PART OF YOUR PROCESS.
So, what do you do when you realize you are too late to the party? At Kay & Black we have a division called perQ.
perQ is in the business of personal career branding and often uses life coaching methodology from CTI. It is our mission to help develop and implement progressive winning strategies that focus on strengths and define the value of an individual’s talent. There are plenty of times we also have to dig in to the layer of “why me” or “I’m doing everything right, and I don’t understand”, and this helps talent work on the emotional aspect of the process of moving forward to their next role.
Talent will partner with an advisor on crafting their Personal Brand Agenda. Recognizing that each candidate’s background and aspirations are inherently different we work with talent in working through many aspects of their process including, though, not limited to: landing a job that matches their temperament and talents, vision writing, producing a relevant portfolio, resume methods, social media insight, interview strategies, how to locate leads, networking when you don’t need to!, and the negotiation process.
With over 20 Years of experience managing, curating and connecting talent, we have a clear vision and understanding for what this specific group of candidates will need to move forward optimistically. Connecting people with companies and companies with people is what we have always done, and the insight we bring to consulting gives us an unmatched ability to offer ideas and perspective that go beyond the placement of talent.
Is less more when it comes to Talent Acquisition?
The main difference between Quality + Quantity is the fact that quality refers to the characteristic or the feature of something, whereas quantity refers to the numerical value of something.
Quality is subjective, whereas quantity is not.
Recognizing that time is money, a common goal amongst HR and Talent Acquisition specialists is to reduce the time spent to fill positions and in doing so, the cost. The question remains: What is more critical to focus on; Quality Talent or a Mass Quantity of Candidates?
The answer is simple: Quality = less time spent on meetings during the review process, and less money based on lost time. We believe that our job is spending that time reviewing, analyzing, interviewing, understanding and determining which talent is most relevant to your need and in turn worthy of your hire.
Even more critical: There is a balancing act with recruiting talent. Otherwise you are wasting time on irrelevant talent. In the process of reviewing the masses you may lose the talent that would fit your needs.
While a long list of names might yield a quality hire, the hiring manager must jump through hoops to determine which candidate fits the role. On the other hand, providing a short list of qualified, vetted, and culturally fit candidates is likely to put the hiring manager at ease and focus on the next right action.
Kay & Black Talent Management curates through a process of analysis of everything from personality, resumes, to portfolios. We build relationships, prioritize the wants and needs of both client and candidate and feel confident in those presented.
Using this sensitive and yet necessary method allows Kay & Black to narrow down an otherwise lengthy frustrating process, shortening the list of talent to only a select few that meet your needs.
New Year’s resolutions are the key to success. We believe they help us stay focused, motivated and inspired to meet our goals. Goals are meant to take us where we need to go and making resolutions is a chance to concentrate energies on what we want to achieve. For 2018 we want to share our leadership goals with our community. Here’s to a new year and our top 5 resolutions.
Our Resolutions for 2018 will strengthen our team so we can be a more valuable partner to our clients and candidates.
Cindy Gallop, advertising executive turned multi-hyphenate entrepreneur, has built her whole career out of memorable statements. An outspoken advocate for more open attitudes about sex, she founded her first tech startup, Make Love Not Porn, in 2009; this year, she created her own fund, All The Sky Holdings, to help other “Sextech” companies get off the ground. Here, she talks disruption, workplace harassment, and why trust makes businesses successful.
There is no shortage of books claiming to reveal the secret truth behind successful careers. Then there are all the podcasts, TED talks, late-night motivational speakers and your relatives’ sage advice. The bottom line of most of these advice-givers? A successful career requires managing the person in the mirror – overcoming your tendencies and habits that can undermine efforts to find happiness at work. Read on to see what professors and researchers suggest for managing different situations, whether you want to improve your situation at work, if you suspect changes are coming down, or if you are making a go of it in the gig economy.
The agency on Tuesday announced the launch of its own career reboot program called PowerOn. In a statement, Y&R said the training program aims to “reclaim the untapped talent and recruitment potential” of those facing the challenges of re-entering the workforce.
Effective October 31, 2017, the New York City Human Rights Law makes it unlawful to inquire about the salary history of an applicant for employment in New York City, defined as the City of New York including all five boroughs, stating “it is an unlawful discriminatory practice for an employer, employment agency, or employee or agent thereof.
The salary you negotiate for yourself deeply impacts your attitude about any new position you accept. While the discussion is key to securing fit in a new role, you may not feel like you’re the one driving the conversation. But you should, and you can be.
Hiring for culture fit can seem like a mystery, but these 4 interview questions will help you get it right every time.
We all know we should do it, and hopefully, we all know we deserve it — but that doesn’t make asking for a raise any easier.
I mentioned my tendency to be harder on myself than I am on others. I call this self-critical voice my “bad brain,” and if I don’t check it, it loves to run wild and wreak havoc.
Whew! You’ve revised your resume, updated all of the information on it and incorporated all of the right keywords. You must be exhausted and so ready to apply to your dream job. However, before uploading that PDF resume, there are a few key things to double-check.
The hardest part of negotiating is first knowing how much to ask for. If you don’t know the going rate for a job in your industry, you may not even try to negotiate.
When Dan Walsh finished college, in 2006, he landed a graphic design job at a San Francisco nonprofit organization. Then, the Great Recession arrived, and suddenly, Walsh was among the millions of Americans looking for work.
Creators don’t get paid. Brands are over “likes.” Former creative directors Ken Hamm and Pat Stern want to fix all of that with PRoPS.
You’re an aspiring ad maven looking for a big break, or at the very least, somewhere to hang your hat and make a mark this summer. What do you do?
Work like a dog? Outsmart your competitors? Get your portfolio in order? Well, if you’re a couple of Miami Ad School students in New York, you target your potential employer—personally—and shoot videos about her Twitter feed.
What could go wrong?