Posts Tagged ‘economy’

It’s All About Who You Know

Friday, August 5th, 2011

networking can be easy

I know you have heard it a million times: network, network, network! I also know that the thought of ‘networking’ makes most people’s skin crawl. You hear that word and picture attending an ‘industry event’ and schmoozing your way around a room with a name tag and fake smile pasted on, schlepping business cards and shaking hands… ICK. Well, I have good news for you, it does not have to be that way AT ALL.

It is no big secret the best way to land a sweet gig is through a personal connection or referral. That is why 52ltd works the way we do. We sit down and get to know every person we match with a job and do the same with clients before sending anyone over.  If you are looking for your next opportunity, start chatting up friends and old co-workers, people you met at that bb-q last weekend, and your friend’s roommate that has a million friends. Invite them to get coffee or meet up for happy hour. Start a conversation on your way out to float the river, or while you are out on a hike. Ask them questions about what they do, talk about what you would love to do and what you are good at. Just plant the seed so they are aware you are available and looking. Be nice. Be positive. Don’t be a salesman. You are just being friendly and hanging out, getting on their radar.

The Harvard Business Review talks about how networking is the key to breaking in to the ‘hidden’ job market. It really is common sense, and more painless than you think!

Is Any Job Better Than No Job?

Tuesday, April 26th, 2011

Employers shouldn’t be surprised that Americans won’t take their crummy low-wage jobs.

Posted originally on Newsweek.com.

This article doesn’t talk directly about the creative industry but it  definitely relates.  Often times in a poor economy, employers assume that the unemployed are happy to take ANY work regardless of how well it fits their experience level or expertise.  Employers also assume that those who are out of work quit caring about what wage level they’re at.  This is no different in the creative industry.  Just because we’re on the tail end of a recession doesn’t mean employers can post a job for a designer or a PHP developer on Craigslist, plan to pay them 10 bucks an hour, and expect to receive loads of willing applicants ready to work their tails off for $40  an hour less than they’ve been making.   High levels of unemployment also does not mean that just because a company needs a project manager, designer, programmer, and a receptionist, that someone who has a skill set to tackle ALL these things will magically materialize… if that person didn’t exist before the recession, that person doesn’t exist now.

No, recession doesn’t create a new breed of super employee who just loves to work for the sake of being employed.  No, recession doesn’t create a candidate that will do the same job they just got laid off from for 80% less.  Recession creates a group of people who still have the same bills, the same amount of mouths to feed, the same hours in the day, the same experience level, and the same abilities as they did pre-recession.  It does however create SOME flexibility within the working class as long as this flexibility isn’t taken advantage of.

We Won’t Do it, And Here’s Why

Monday, June 21st, 2010

More on the “Unemployed Need Not Apply” Mess.

By Sara Davey-Schmidt, senior account manager 52 PDX

In an employment economy where there is a disproportionate amount of talent to opportunities available, a trend of vetting candidates by reasons-not-to-hire, rather than reasons-to-hire, starts to become the method for qualifying the shit-tons of resumes that come pouring in at every mention of possible work.  It’s a tempting approach!  That behemoth pile dwindles a lot faster when you can disqualify resumes as soon as you see an end-date on their last position.

Even though the status of “unemployed” doesn’t fall under any law enforced by the Equal Employment Opportunity Commission, the same logic for anti-discrimination should apply. To avoid any perception of discrimination, effective Senior Recruiters tend to develop a habit of thinking less about what they shouldn’t be asking and more about discovering the relevant qualifications of each candidate.  Thus assessing the candidate’s cultural fit and career motivations. This is the most cogent practice for avoiding dangerous discrimination territory, as well as the most effective practice for revealing the most qualified candidate–how convenient!

How relevant is it that a candidate is unemployed? In the fast-paced world of technology, it might matter. In the ever changing world of compliance, it might matter. For the creative class however, where you can keep skills sharp through trade and pro-bono or pro-rata work, the quality of your work matters. Your attitude matters. Your motivations matter. Your professional goals matter.

Apart from “Unemployed Need Not Apply” being a lousy hiring practice, the greatest damage it really does is to the employment brand. There is a seismic shift in attitudes about and patterns of work in the economy from the early 1950s era of William Whyte’s The Organization Man to today’s worker. It’s acceptable and common to see people shifting employers every 3-7 years, and then there’s the rise of the free agents. In fact, as Daniel Pink reveals in Free Agent Nation, over 25 million Americans are now self-employed, and fewer than one in ten works for a Fortune 500 company.

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“A Whole New Mind” and Daniel Pink deliver optimism

Monday, May 24th, 2010

By Shelly Strom and Daniel Pink

We already know cities such as Seattle and Portland boast a treasure trove of creatives. We’re still learning, however, about the ways in which creatives are, and will continue to be, economic drivers.

Daniel H. Pink, who served from 1995 to 1997 as chief speechwriter for Vice President Al Gore, sheds light on this subject in his best-selling book “A Whole New Mind: Why Right-Brainers Will Rule the Future.”

A Whole New Mind” synthesizes big picture trends to explain how a new epoch of our post-industrial society is rising and how right-brain types are the sort of entrepreneurs and workers who will succeed.

Pink suggests that we are evolving away from the Information Age, during which the left-brain dominant knowledge worker reined supreme and are moving into the Conceptual Age, a stage where creatives and other types of right-brain people take center stage.

The main characters in the Conceptual Age, Pink says, “are the creator and the empathizer, whose distinctive ability is mastery of R-Directed [right-brain] Thinking.”

We at 52 Ltd. enthusiastically recommend “A Whole New Mind,” which is a quick, uplifting read.

It brings clarity at a time during which the global situation seems increasingly complicated.

It tells us that we in the creative community are doing is the right thing-cultivation of creative types over the long-term will make us economically healthier.

Pink points to downward pressures on U.S. jobs, forces that he labels Abundance, Asia, and Automation.

Abundance, he says, has satisfied the material desires of many in the developed world. In turn, significance of beauty and emotion are heightened, as is desire for meaning.

Asia, Pink says, is fulfilling demand for white-collar left-brain knowledge workers, not to mention reduced labor costs. The dynamic is forcing knowledge workers in advanced parts of the world to “master abilities that can’t be shipped overseas,” he says.

Automation is impacting today’s desk workers the way it did for yesterday’s factory workers, thereby forcing workers to bring value in ways that computers never can, he says.

These forces, Pink said in an email to me, are likely to intensify during the current downturn.

“When consumers are strapped for cash and credit, they’re unlikely to open their wallets for modest, incremental advances in goods and services. They’ll do that only for huge, bold, conceptual leaps. As a result, for both individuals and organizations, right-brain thinking might be even more important, not less important, in a downturn,” Pink wrote via email.

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What Talent Wants

Saturday, February 20th, 2010

As veterans in the competition for talent, we at 52 Ltd. have learned a thing or two about what it takes to attract and retain the best in creative services. And one thing that is crystal clear: Organizational culture plays a huge role.

Companies that want to be successful in retaining employees which really means being appealing from the inside out and are realizing they better get a strategy. Even places like Portland and Seattle need to adapt. And even at a time when the jobless rate is on the rise. It might be nice if the coolness in work that attracts people also would sustain and retain them as workers. But it doesn’t. Newness wears off of cool. And if it was the only thing that made a job attractive, if the organization hasn’t cultivated a culture of retention, talent is going to be looking for the next great thing.Up and comers are more likely to stick with a workplace that reflects their own personal values. A lot of them expect it to actually enhance their quality of life. When it doesn’t, they aren’t afraid to move on.

These attitudes cannot be ignored. Not at a time when the country is seeing a sea change in the demographics of its labor pool. No longer are they the demographics that propelled a 30-year expansion in the labor pool. The 500 largest companies in the U.S. will lose half their senior managers in the next several years or so, according to a report by The Economist magazine. The losses largely are due to retirement. And it’s more than just retiring baby boomers draining the labor pool. Two other important trends have played out: Neither the entrance of women into the workplace nor the increase in college-educated workers is bringing the marked increases to the labor pool that they did for so many years. (more…)