digiday career fair may 20th, 2016

PowerPoint Presentation

employers & partners

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Company Tables Meet The Employers At Their Tables

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592 applications17 employers11 Speakers

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Getting noticed is its own job

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Betting on the right horse

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Will work for food/beer/a cool office

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Stuck in the middle (management)

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What talent crisis?

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When Interviewing: 5 Questions You Must Ask & 5 Questions You Must Have In The Back of your pocketDon Leonmanaging partner, Don Leon Search

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When interviewing: FIVE questions you must ask and FIVE answers to havein your back pocket

Presented by: Don Leon May 20, 2016Digiday Career DayManaging Partner: Donald Leon Search

Be Prepared and Be Ready!Successful interviewing is not only giving the best answer when asked, yet also asking the most thoughtful and meaningful questions when given the opportunity.

Questions Ready to be Asked 1. What happened to the person who previously had this job? (If a new position: How has this job been performed in the past?)2. Why did you choose to work here? What keeps you here? What would you change if you were able to do so?3. What are some of the first tasks this new hire will attend to once they begin?4. For this person to be considered successful, what will they have accomplished during their first year?5. Do you have any questions or concerns that would prevent me from moving forward or receiving an offer?

Answers Ready to Have1. Tell me about yourself.2. Why do you want this job?3. What are your strengths? What are your weaknesses?4. Why are you looking to leave your current position?5. Do you have any questions for me?

There are 100s of other questions you could be asked

Give examples in your story tellingUse metrics--quantitative information whenever possibleWhenever possible, end your answer with a question, giving the interviewer the chance to speak as long as possible

Writing The Resume For the digital, Mobile WorldMarie T. Rapertopresident, Cantor Intergrated Marketing Staffing Inc.

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Presented byMarie RapertoWriting Your Resume For The Digital, Mobile World

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Where We WereWhere We AreWhere We Need To GoIntroduction

How presentation will benefit audience: Adult learners are more interested in a subject if they know how or why it is important to them.Presenters level of expertise in the subject: Briefly state your credentials in this area, or explain why participants should listen to you.18

Enthusiastic aspiring marketing/pr pro loves writing and travel. Linkedin.com/Online marketer. Copywriter. Photo Editor. Event Producer. Williams Grad Linkedin.com/Effective project mgr, writer & creator of print, online & social media strategy/content. About.me/Media junkie adept at PR, event planning and ability to turn data into stories. About.me/Marketing/advertising strategist with strong project mgmt skills seeking new opportunity will relocate

Twitter Resumes

Lesson descriptions should be brief.

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Must be SIMPLE & CONCISE2-3 lines of type maxLots of white spaceUse 6 pts of space between bullets and a full space between resume sections/jobsBullet points 25-30 words max.Mobile Ready Resumes

Example objectivesAt the end of this lesson, you will be able to:Save files to the team Web server.Move files to different locations on the team Web server.Share files on the team Web server.

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Black type of white backgroundsNo colorsNo shadingNo watermark backgroundsContrast/Readability

No mixed fontsSans serif fonts Arial, Tahoma, Century Gothic, Lucinda Sans11 pt. minimum

Fonts

They look too busy and crampedEye cant scanReader has to scroll up/down, right/leftIf you must use a column: use 1.25 inch left and right marginsNo Columns/Graphs/Sidebars or Pullouts

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Ridiculously concise/simple resumesTest on different devicesUse your mobile numberQR code or not

Writing Your Resume For the Digital, Mobile World

The Designers Guide To Building A Brand Story Rachel Gogelcreative director, T Brand Studio

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The Designers Guide to Building a Brand Story

Rachel Gogel | @rgogel@tbrandstudio | tbrandstudio.com

DIGIDAY CAREER FAIR

world is digital:So where are the consumers? The world is social/digital is socialName all social networks (snapchat, facebook, twitter etc.)

Facebook has 50 minutes of your time each day = avg time user spends each day on Facebook, Instagram and Messenger combinedThats more than 1/16th of average users waking time spent on Facebook(for context 1hr7min avg eating/drinking time)

Can anyone guess what human attention span is? less than a goldfish

World is social/digital how do you compete with all others creating content?First to market OR more personalized productsqualityFocus needs to be consumer-centric

Consumer behavior is changing

Todays consumer lives in their feed. The mobile feed design and UX is increasingly influencing the desktop experience. (Re/code: Patrick Keane)

Mobile is video/visual/personalUsers want visuals, videos, personal videos

Mobile is LiveFacebook reports soaring revenue, buoyed by mobile ads:

mobile ads made up 80% of the companys total ad business in Q4

DIGIDAY CAREER FAIR

2010

2011

2012

2013

2009

2014

1994

New devices and technologies affect designers of today.

- Who am I? Why am I here? - Expectations from designers have changed. - Software skills! - Designing cross-platform in an ad-blocking world. - How to become a Creative Dragon.

But why am I here? Ive always been a visual storyteller

Its important to remember as designers that as technologies/apps/devices evolve, you have to keep up and adapt your skills. Expectations have changed.

Resources / visual strategy applies to everything we do: print, branding etc.How do we prevent creatives from burning out?

Generalists > SpecialistsSellers > MakersRFPs > Live Briefs

DIGIDAY CAREER FAIR

Who is T Brand Studio?

Creative Dragon? You need to be open to different formats of storytelling too.Strategy > Creative > Distribution

Its nothing new as humans, we organize info into narratives. We are looking for purpose behind visuals.

Mission of T Brand StudioJust launched our 150th campaign

capturing the human connectiongenerating more viewssharing helps the content go viralincreasing your followers and subscribersunderstanding the content better

Typical day in post-sale production:from the seeds of an idea to the final production?

Leave visual breadcrumbs across social, web etc.

the whole team needs to be thinking visually when approaching a project.

But that said, that doesnt mean fill your products with a million images either. Keep it simple, strategic

Processing faster by human brain:1/10th of a second is all it take you to understand a visual scene60 seconds is the average time it takes to read 200-250 words

Consumer x5 more content than the 1980s.350 of NYT content pieces published per day8 million videos are being watched by snapchat users per day1.7 million likes are generated by instagram users each minute of the day350 million photos get uploaded to Facebook per day

Keep innovating and selling innovations:Teamwork is key

Address howinfographics get made?how we keep the quality high with 100 vs. 4?how did we grow our team to scale?

Everyone always wants something new. But in thinking about scaling a business, its important to figure out which components can be repeatable and what will remain bespoke.

The solution doesnt always have to be adding resources. Looking at automating certain processes and building a custom CMS could save a lot of time, and money.

DIGIDAY CAREER FAIR

If the popularity of emojis and selfies are any indication, were living in a world of visually-driven content consumers.

Authenticity

Idea First, Quality Second, Platform Third

These days, its harder to define customer journey maps due to users becoming more platform agnostic. Generation Y is a more nuanced demographic than you might expect.

1. Figure out what colors, designs, and images are authentic to your brand and product.

2. Use images or photographs that form a connection with your audience while helping you tell a story. Dont overload them with pop-culture images, memes, or anything that doesnt resonate with your brand.

3. Track feedback to figure out which visuals resonate with your audience to help guide future visual content. You can do this by A/B testing visuals on social or experimenting with hero images on your website.

DIGIDAY CAREER FAIR

A good image not only pleases the eye, but it stimulates all the senses. Images can make you laugh, create warmth, or evoke nostalgia.

Sensory

AIG example with crash

Senses yearned to be stimulated

1. Pay attention to images that exhibit textures that seem to jump off the screen, like an up-close shot of coarse wood grain or a lush patch of grass.

2. Crop images in a way that interests your audience, draws the eye to the intended focus, and encourages them to learn more.

3. Play with perspective and color. Highlighting details and imperfections as well as providing large scenes invites your audience to take both a micro and macro look.

DIGIDAY CAREER FAIR

Even if your imagery hits one of those marks, that doesnt necessarily make it relevant for your audience.

Think about whether an image will speak to your end users.

Relevancy

Imitation Game example

1. Take a stand and choose bold images that illustrate your brand values, keeping your key audience in mind.

2. Stay relevant by considering the context in which youre presenting images.

3. Be sensitive to cultural moments in time, and be cautious about being overly promotional.

Bite-sized, visual-driven slideshows work but so do long-form multimedia rich articles.

Its important to know your audience and create variation in your product set.

Key Takeaways

Approach design-first narratives using an idea-first model and create a strong visual brand strategy roadmap. You are designing in an ad-blocking world.Incorporate these three factors: authenticity, sensory, and relevancy. Content can be on-brand but unbranded.Set up a process as you plan to scale and understand budgets, research and licensing. Optimize your visual assets for the platform and the reader and its good practice to use data to inform decisions.

DIGIDAY CAREER FAIR

Is process too corporate? No, its needed to scale any creative business.We still need to be open and flexible.Balance between quality and quantity.

Its important to get readers to stay engaged. Turn them into active consumers with games, always on programming, apps, evergreen services etc.

capturing the human connectiongenerating more viewssharing helps the content go viralincreasing your followers and subscribersunderstanding the content betterinfluencing human emotionleading with videostaying engaged longer

Nest example:use of color/images = generate emotion (speak about purchasing decisions in e-comm platforms influenced by color choices)The fall of advertising and the rise of programmingNYT VR: 6 new films, including Pluto (newfronts)

Twitter fact: 90% of twitters video views on mobile

Reimagining display ads for mobile and desktop

Visuals can have a global impact and create change

Budget/KPIs/Resources/Technical Requirements2-4 sec load time / chance to be extra creative

THREE CS TO CONSIDER - Create: cross-device consistency (most people begin path on mobile) / has to be optimized - Capture: their attention fast and keep it (think load time) / test across device Calibrate: for customer aperture, how much time do they have, attitude, purchasers location (ie. make it personal for the customer, use real-time data and marketing techniques)

load time/file sizeDo you remember when you had to wait 20 seconds to download an image from a website?

Thankfully, Internet connections have improved dramatically, but optimizing your creative assets is important.

Decoding The Job Search: Employer Secrets RevealedTrudy Steinfeldassistant vp & executive director, NYU Wasserman Center for Career Development

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Decoding The job search: employer secrets revealed

How to beat the ats

What is an ATS? How employers user itKey wordsHow to follow up and avoid the black hole36

The 60/40 rule

Employers only know some of the things they want in a candidate or applicant. They or somebody in a business area write the job description, often they make it up.If you have 60% of what they are asking for apply (paul walker at GoldmanI can teach a smart person banking)You will probably be in a different job in 6 months anyway37

Why you cant get face time with anyone

First you have to attract/engage themskills, connections (e.g. Alumni connection, former colleague)How to get past the gatekeeper (call after hours). Be really nice and ask when the person will have a window to connectCookies...real one Executive Assistants dont piss them offKnow what you are asking forThe art of asking for advice over COFFEEGet to the point, but be schmoozy38

5 things employers wantGSP Good Smart PeopleExcel SkillsCommunication SkillsGTP Go-to PersonFit for Work Culture

In addition to whatever technical/creative skills associated with the jobDriven

You have to demonstrate this Dont just say NO PROBLEM39

skills employers loveGritResilienceCuriosityOwnershipAdaptabilityEmotional IntelligenceEnergy

TakeawaysYou can get employers to notice you

Employers are looking for GSPs

Fit and adaptability will rule the day

Thank you

Questions and Comments

[email protected]@nyuwasserboss

How A Finance MBA Became Chief of Staff At a digital media company Mark abramschief of staff, PureWow

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vvMAY 20, 2016

How a Finance MBA became the Chief of Staff at a digital media company

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PUREWOW 2014

Employees: 19Office: 2600 sq. ftUniques: 1M/mosRole: Executive Assistant & Office Manager

MAIN RESPONSIBILITIES

Manage CEOs calendar and day-to-dayOffice supplies order, restock, monitorCompany outings (offsite, happy hours, etc.)Make sure the trains are running on time

2014My First Year at PureWow

PUREWOW 2016

Employees: 50Office: 5,400 sq. ftUniques: 10M/mosRole: Chief of Staff


Manage CEOs calendar and day-to-dayCompany outings (offsite, happy hours, etc.)Head of HRClient sponsored eventsTech support for the officeManage 2 direct reportsFind, design, & build new office space

2016Where Are We Today?

PUREWOW 2018

Employees: 100+Office: 12,000 sq. ftUniques: 50M/mosRole: Chief Happiness Officer?


Manage CEOs calendar and day-to-dayCompany outings (offsite, happy hours, etc.)Head of HRManage a team and oversee the day-to-dayFind, design, & build new office space

2018What The Future Holds

How To Stay Competitive IN The digital Landscape Xavier Joventalent acquisition manager, Essence Digital

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How to stay Competitive in the Digital LandscapeXavier Joven, Talent Acquisition Manager, NA

CONFIDENTIAL & PROPRIETARY

What is Essence?

Tips to stay Ahead

SECTION TITLE

Read the Trades (keep up with current events and emerging technology)Take additional courses (General Assembly, Google, Coursera)Keep your resume updated!!! Update this every quarter if youve learned new skillsKeep your LinkedIn profile updated!!!

COPYRIGHT 2016 ESSENCE#

SECTION TITLE

Attend networking events and foster meaningful relationshipsLook to your own network (agencies love referrals)Write a compelling cover letterShowcase achievements Take your time and dont rush the process


You got an Interview?

SECTION TITLEResearch the company youre interviewing withShow up on time and be prepared with answers and questionsDont burn any bridgesA follow up Thank You Note is always appreciated!


LONDON | NEW YORK | SAN FRANCISCO | SEATTLE | SINGAPORE | TOKYO

One Hour Break

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Grow The Job You WantManny Contomanolissenior associate vp for career services and cooperation education, Rochester Instituted of Technology

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Grow the Job You Want

DigiDay Career Fair 2016

Manny Contomanolis, PhDRochester Institute of [email protected]@contomanolis

Look for opportunities

Network for information and support

Sell your job idea!

Turning a liberal arts degree into a job in techBen Barone-Nugentcontent strategist, Facebook

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Turning a Liberal Arts Degree into a Job in TechBen Barone-Nugent, Facebook

My chosen PhD program Law school The proper path

2 in 5 B.A. grads go into tech roles10% go straight into tech jobshttps://blog.linkedin.com/2015/08/25/you-dont-need-to-know-how-to-code-to-make-it-in-silicon-valley

https://blog.linkedin.com/2015/08/25/you-dont-need-to-know-how-to-code-to-make-it-in-silicon-valley75

Think laterally about your skills

Experience countsBut experience doesnt have to be a job

Understand how tech worksAnd have an opinion on how it could be better

Dude I Need A Job: Personal Branding, Networking, & Interviewing Tips To Land A Great Gig Debra Wade Carneysenior director, Marketing Shocase

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Marketings Professional NetworkMarketings Professional Networkshocase.com/gethired

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"Dude, I need a job!: Personal branding, networking and interviewing tips to help land a great gig.

DEBRA WADE CARNEYSenior Director of Marketing | [email protected]

PERSONAL BRANDINGProfile Picture- nice headshot, shoulders up

According to an article in Money Magazine: 93% of hiring managers will review a candidates social profile before making a hiring decision.55% have reconsidered a candidate based on what they findNO drugs references- 83% say its a turn off!NO sexual posts- 70% say it will count against you.NO alcohol- 44% saw posts about alcohol as concerning.

NETWORKINGEveryone you meet is someone to potentially put into your network

Easy to do even if youre introverted

Bring something to the table! Be valuable to your networkContentFeedbackOther connections

INTERVIEWINGBe clear about what you want to do and how you can be an asset to the company even if its not on the job description!

Have confidence!

Research the company and person interviewing you BEFORE the interview come with questions.

Look professional.

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Personal Branding everything you do online is tracked and reflects and image you project. Networking- YES! Reach out to as many people as you can, nurture those relationships and it will pay off when you need it most. Interviewing- Go into an interview with confidence and with a clear idea of how you can be an asset to their company. Tell them why they need you! AND FINALLYShocase is THE place to help you STAND OUT by showcasing your work, its a way to form connections to network and assist you in landing a job!

MAIN Takeaways

What Do I Want To Be When I Grow UP? Job Searching IN Todays WorldMelina Gardavice president, RRD Partners

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WHAT DO I WANT TO BE WHEN I GROW UP? Job Searching in Todays WorldMelina GardaVice PresidentRRD Partners

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Are you looking right now? Why not?Best time to look for a job is when you already have oneWhats next for you if you stay in your current role? What do you need to do to move up?What can you bring to your next job? Why is that valuable?Find out what skills you need to be developing and then seek out opportunities to do so, so you can be poised to jump when the opportunity arises

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Information is KingBuild knowledgeDo you know whats happening in your industry?What are you reading?Where are you getting your news?Whos hiring, and why?Whats happening in finance and why does it matter?Whats coming down the pike?What can people find out about you?

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What does your REAL network look like?Build relationshipsPeople who have the job you wantLeaders who might hire youHR/Talent Acq folksEventsOutreachLinkedInCompany WebsitesArticles Conferences (even their websites!)

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How to connect in a digital worldCall the companyMake friends with assistantsEmail How to figure out email protocolUse your phone call as a warm-up, then Following up on my callFind out what recruiters the company works withCall HR and ask if they can recommend a recruiterLinked In/Company Websites/Conference WebsitesFind the right people

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Oh my gosh what do I say???Seek advice and insight, not helpInformational interviews still workKnow something about the person you are reaching out to Do your homework!Make yourself available early, late, weekends whatever works for the person you want to connect withAlways send a thank you

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Take awayAlways be looking multi-channel approachCheck your knowledge jobs, skills, people, industry newsActive pursuit

IAB DIVERSITY DISCUSSION

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TOWARDS THE 2020 WORKFORCE

May 2016, Digiday Career FairiDiverse InitiativeMelinda GipsonDiversity Consultant

EDUCATION FOUNDATION

97Mobile has gone from

To

My career: spanning the life of the Internet

DallasNews 9/11 mobile alert on a NokiaMy current company, which can target ads based on users apps, geography, even voting history, etc.


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98During that entire time, media board rooms have changed little*

*OK; theres one more woman


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99Gender and racial imbalance and overall lack of cultural and economic diversity

Growing talent gap

Two Disturbing Trends Threaten Our Industry


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100NAACP takes on Ad Companies with Madison Avenue ProjectWith Diversity Still Lacking, Industry Focuses on RetentionSorry State of Diversity in Advertising Is Also a Culture ProblemMadison Avenue Accused of Racial BiasNegative media and public perceptionNo real, positive changes occurring

Agencies Being Sued / Accused of Racial and Gender BiasSerious results:Class action suitExpensive multi-year legal proceedings


101Our industry is perceived as elitist, mostly male, and not reflective of the general workforce or society.Google Finally Discloses its Diversity Record, and Its Not GoodYahoo Latest Tech Icon to Reveal Lack of DiversityFacebook's First Diversity Report:Just About as Bad as Yahoo's and Google'sYahoo: 6% Black & HispanicAre the Techno Riche Really Ruining San Francisco? Yes, Says Rebecca SolnitGoogle: 70% MaleFacebook: 74% White LeadershipIts unnatural for an industry to be soheavily dominated by white and Asian middle-class males under 30 who keep telling each other to only hire their friends.

Carlos Bueno, MemSQL Senior Engineer, writing in QuartzDigital Media Not Exempt


102An estimated 1 million digital media, advertising, technology, data, ad-operations, and e-commerce jobs need to be filled over the next five years*These jobs include entry-level, managerial, and highly skilled positions**Science, Tech, Engineering & Math shortage, compounded by a racial and gender divideSkilled worker shortage to worsenTalent pool has not kept up with increasing demand due to lack of training opportunitiesRecruiting, training, and retention costs are escalating Growing Talent Gap* Estimate based on Economic Value of the Advertising-Supported Internet Ecosystem study, IAB, 2013** Source: Capgemini Consulting, The Digital Talent Gap Source: Society for Human Resource Management, Skilled Worker Shortage to Worsen, December 2012 Source: McKinsey & Co., Education to Employment Source: Deloitte, Employee Retention Now a Big Issue


103To grow the media and marketing capabilities of companies by developing a professional and diverse workforce that reflects the customer, through education, training, and certificationiDiverse Mission:


104Fill 10,000+ digital media, advertising, technology, data, operations, and e-commerce jobs in the next five years.Bridge our industrys gender, ethnic, cultural, and economic divides to create a workforce that looks like our audience.Solve the STEM shortage: help develop skilled workforceReduce recruiting, training, and retention costs.OUR GOALS


Create recruitment and placement capabilitiesCreate curriculum and develop certification testing programs Conduct research on workforce diversity and establish performance metricsDevelop relationships with academic and non-profit organizations Work with industry partners to assess entry level job requirementsProgram Steps10


iDiverse Can SucceedBy Managing Each Part of the Workforce ProgramWork with Non-Profits:

Year UpThe Mission ContinuesAUCD (Association of University Centers on Disabilities)Code InteractiveWomen in TechnologyIDEAS WELCOME!

Work with Online and Traditional Education Organizations:

Develop curriculumDevelop and administer certification exam

Work with Publishers, Agencies, and Ad Tech Companies:

Recruit, vet, and place candidatesAdminister on the job trainingTesting and TrainingJob Recruiting & PlacementReaching a diverse pool of applicants

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Entry-level certification exam ready to administerEntry-level curriculum under developmentOnline training partner, OasisCommunity college partner (College of San Mateo NYC coming soon)Establishing partnerships with veteran, disabled, and other underserved groupsNon-profit directory under developmentReleased workforce needs researchScoping out an industry-wide diversity recruitment & retention studyIncorporated and filed for 501(c)3 statusTim Armstrong (AOL Chairman/CEO) named Board Chairman; recruiting diverse, activist board partnersExploring private and grant fundingWhat Weve Done14


Current Board Companies: AOLFacebookKapor Center for Social ImpactMicrosoftMediaLinkLevoTime Warner Cable Media + (Plenty of roomCALL ME IF YOURE INTERESTED!)

Need: DIVERSE, Passionate Board Members

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Training & TestingTraining and a NYC educational partner Subsidized training by industry leaders investing in iDiverse and its graduates Administering of entry-level certification

ResearchOngoing assessments of employer needs in ad tech, ad ops, data, and salesComprehensive industry diversity surveyPerformance metrics for diversityDiversity and Workforce Development working groups

OrganizationAssistance in recruitment, placement and ongoing mentoringOur Goals:17


THANK YOU!

TOWARDS A DIVERSE WORKFORCE BY 2020Melinda GipsonDiversity [email protected]: 703-887-7933


PANEL DISCUSSION: ADVICE FOR TODAYS JOB SEEKERPAUL KONTONISchief marketing officer, Digiday

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