Cynopsis: Classified Advantage
Good morning. It's Tuesday, July 10, 2012, and this is your weekly issue of Cynopsis: Classified Advantage!
The Three Bullet Point Resume
A couple of weeks ago I wrote about the three bullet point resume, as I have done several times before. I received a lot of letters asking me to write about it in greater depth.
The three bullet resume takes on the idea that besides the contact information the only thing a Human Resources Professional may read is the three bullet points that should be located directly below your profile statement. Please remember, your profile statement has nothing to do with what you want, it is a very brief sentence or two about what you can offer the company.
The three bullet points is your pitch, you must think of it as if it were the only decider on whether or not you get an interview. So make them better than good, make them great.
Quantifiable statements are always best. Make them clear and concise using typical industry language. If you use unfamiliar terminology, it might compromise your statement.
Write of your vast knowledge and/or experience within the industry.
Write about what you are most proud about when it comes to your profession.
Think of these statements as taglines for movies. Almost every movie has a tagline, most are forgettable, but the great ones we will always remember. In space, no one can hear you scream - Alien. We are not Alone - Close Encounters of the Third Kind. Don't Go Into the Water - Jaws. The Classic Story about a Boy and his Mother - Psycho. The Mission is the Man - Saving Private Ryan. Studios use taglines to sell their movies, you should use the three bullet point statements to sell you.
Every word counts, and should illicit some sort of response. This is your written elevator pitch. This is what will be remember and most often, the reason as to whether you move on or not.
These statements should be the only part of your resume in bold font, because if they are going to only remember one thing about your resume, you want it to be the three bullet point statements.
Remember, HR Professionals are busier than ever right now with so many people looking for so few jobs. They will have to scan hundreds of resumes for every position available. They will not read your entire resume, so what they do read, has got to be great.
We are always on the look out for more Experts to advise our readers - if you're a headhunter, job coach, career advisor, etc., and may be interested in contributing to this edition from time to time, please contact me at email@example.com.
A CYNOPSIS MESSAGE
According to Wikipedia: Onboarding, also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders.
It has been estimated that every year, close to 25 percent of the workforce will go through some kind of job change. This number will probably continue to increase as the economy shifts and perceived loyalties continue to change in both the workplace and the workforce. The first 30-60-90 days are a critical time to solidify a new employee's success, integration and loyalty. Without a concerted effort from the employer to help a new employee acclimate in the first year, many will be disillusioned, quit or even fail. There have even been studies saying that almost 50 percent of senior level executives hired, will falter within the first 12-18 months.
In today's economy, employers are spending more hours and more energy to recruit and find the right talent than ever before. I've experienced situations where candidates have had to go through as many as fifteen interviews to get hired. No one wants to make a "hiring mistake"; companies are very risk averse when it comes to hiring, now, more than ever. It's expensive and time consuming to hire and train a new employee, so how can we try to make sure our new hire is a "good hire" that will last? What can employers do to change the statistics mentioned above? How can we help to ensure the success of our new employees from day one of their employment?
You work so hard to find the "right person" to fill an important role in your company, don't take them for granted once they walk into your door.
A relevant and significant onboarding program is a critical piece to any successful new employee.
Most new employees walk in the door bursting with enthusiasm and excitement about their new position. It is up to an employer at that point to help build on that enthusiasm with a proper onboarding or new employee orientation/integration plan. This is incredibly important to the success of that employee's first year and will help to encourage loyalty in addition to helping ensure long term success for the department and the company too.
It's a proven fact that productivity is higher when you have happy employees that feel a strong connection to their team and to the company they work for. Don't lose that momentum that they have coming in the door. Make sure that there is a plan to help your employees embrace the company's vision, mission and values from day one.
Make the employees first day special, take them to lunch, and introduce them to the team. A first day employee orientation is always a good idea, just to cover the basics. (This can be done by the HR staff, but it is VERY important to have senior management support and participation as well.) A general overview of the management team, vision, mission, values, culture, benefits/paperwork and just a straightforward explanation of the "way things work around here"... but don't just stop there.
The first three months in an organization are crucial to a helping an employee understand how the business is run, learn what the critical success factors are and to feel a part of the team and the culture. Depending on the level of the employee, there could be meetings with the each member of the management team, in addition, a mentor or coach assigned to them to show them the ropes in this particular organization and help them integrate into the new culture.
It's also a good idea to give your new employee some responsibility for their own development and a chance to prove themselves in their new role. You can offer on-line training, seminars or classes, site visits to the corporate offices or the business units, and individual departmental meetings with the department heads of the areas they will be interacting with. These are just a few suggestions; there are probably many other offerings specific to your own company that can be used to help a successful integration. Give them the tools to navigate successfully through their new environment, but let them take initiative in their own success as well.
Turnover is expensive for companies; help to prevent this problem with an employee on-boarding/integration program that fits the need of your employee and your company. Effective hiring, development and retention of your valued employees is extremely important to any organization looking to keep a competitive advantage in an increasingly mobile and globalized workforce. This initiative must be supported from the most senior levels of the company. With the C level support, a great HR Business Partner can build a program and put it into place, but if you are short staffed, there are lots of coaches and companies who can help you design a program that best fits your company's needs.
Mary Olson-Menzel,Managing Partner- MVP Executive Search and Consultants, specializing in Executive Search, Coaching, Strategy and Executive Outplacement firstname.lastname@example.org. Mary has 20+ years of experience working in corporate America and executive search consulting. She specializes in senior level recruitment across digital, print, broadcast and cable media and runs MVP's global NY office.
How does one made the transition from freelancer to full-time employee? In my situation, I have been a freelance Producer for almost a decade, but now would like to make a move into a studio or network position. What steps does one need to take to be noticed. And what type of overhauls should I make to my resume? Traditionally, a Producer's resume is not much more than a list of credits, but that's probably going to be no good to an HR rep who is receiving a blind submission via the web.
To make the move from freelancer to employee, go the extra mile, with everything that you do, to get noticed by the people in a position to do the hiring. Build relationships with the other team members and management on site, go above and beyond to be helpful and to pick up extra work.
By doing things like this, you should get noticed. Ask what else you can be doing to help in the role. Talk to people and let them know that you are interested in going full time. They might not even know that you want full time unless you let them know.
If you are doing great work, going above and beyond what the job description is and building relationships on site, they will notice and when the opportunity comes available and its a good fit for your skill set, you might just be the one to get hired!
What advice do you have for workers over 50? How do we stay relevant and keep from being replaced by people who are younger and cheaper?
I was at a luncheon this week where I had the opportunity to hear Kim Kelleher, the Worldwide Publisher for Time Inc speak. Her words rang very true to me, about the power of relationships. She spoke of what she called "dynamos" and "dinosaurs". Dynamos are those "20 somethings" in the work force who know all about new technology and social media, Dinosaurs are those who didn't grow up with technology at their finger tips but yet have experience and knowledge that the dynamos just don't have yet.
She talked about how there is a place for everyone and how we can all leverage our own relationships, skill sets and talents, yet also be open to learning from each other. The Dinosaurs can SOAR by using the power of their relationships to help get things done.
These more seasoned individuals have deep and meaningful relationships that have been solidified over time and shared experiences. There is no substitute for that. Whether you are 30, 40, 50 or 60, stay abreast of current events and current trends in the marketplace.
Keep trying to be creative and innovative in your job and bring your "best self" to the workplace every day. Make sure you stay relevant and that you are adding value to the company that you work for in a meaningful way. And remember, younger and cheaper does not always mean better.
Mary has 20+ years of experience working in corporate America and executive search consulting. She is Managing Partner- MVP Executive Search and Consultants, specializing in Executive Search, Coaching, Strategy and Executive Outplacement and can be reached at email@example.com.
JOB OPENING: SR SALES PLANNER/HEALTH CLUB MEDIA/NY: Assist AEs in proposal gen, wrks w/ AEs & Sales Ops on media buys to ensure proper maint of all accts. 1+ media exp req. Send resumes firstname.lastname@example.org (7/17)
JOB OPENING: MGR, AD SALES RESEARCH/NBCUniversal/Syfy. NYC: Produce research for Syfy Natl Advtsing, on-air. Contract role. Min 3 yrs dvlping decks w syndicated research tools. Apply: email@example.com (7/17)
JOB OPENING: STORY PRODUCERS & WRITERS/20 West Productions/CHICAGO: Qualified story prods/writers w/ prior exp scripting reality & doc series. Must work out of Chicago office. Familiarity w/ Avid a plus. Res/credits: firstname.lastname@example.org (7/17)
JOB OPENING: MGR AD SALES RESRCH/Discovery/NY: Have a strong understanding of Nielsen, MRI & Simmons and proven exp. developing sales positioning materials; 5+ yrs. of TV research exp.; http://careers.discovery.com/ #5769 (7/17)
JOB OPENING: DIGITAL ARCHIVIST/NYC: 3-5yr exp digital archivist to update and manage existing digital archival system: proj based position possibly to perm BS in Lib/Info Science A + Apply: email@example.com (7/14)
JOB OPENING: DIRECTOR, DIST MARKETING/Fox Networks/LA: resp for distribution marketing efforts w/ focus on the sports networks.Bachelor's degree req'd , 5-7 yrs exp. TV dist mkt'g. www.foxcareers.com FNG0001295 (7/14)
JOB OPENING: RESEARCH ANALYST/E! & G4/NBCUniversal/LA: Asst w/ research on network programs, brands, consumers and advertisers. 1 yr exp in media research and exp w/ Nielsen & MRI programs req. www.nbcunicareers.com Job#6164BR (7/14)
JOB OPENING: PROGRAM PLANNER/AMERICAN FORCES NETWORK/RIVERSIDE, CA: Experienced TV programmer to create & schedule Entertainment program schedules. Go to www.usajobs.gov/GetJob/ViewDetails/318693600 for more details and to apply. (7/14)
JOB OPENING: PROMO PRODUCER/STRATEGIST/American Forces Network/CA: Create orig promos for AFN shows, brand/image spots. Do promo strategy for 8 channels. Job Announcement: http://www.usajobs.gov/GetJob/ViewDetails/319487900 (7/14)
JOB OPENING: SR RSRCH ANALYST/ATL: 3+ yrs TV rsrch brdcst/cable exp in data analysis & primary, secondary mkt. Kwldg of Star/Nielsen sys. BA deg req'd. To apply, contact: firstname.lastname@example.org (7/14)
JOB OPENING: MGR, MVPD CONTENT DISTRIBUTION/CBS CORP/NYC: 3-6 yrs digital or multi-platform content distribution exp; oversee VOD and Retrans operations; support MVPD partnerships. Apply www.cbscorporation.com/careers (#12095BR) (7/14)
JOB OPENING: DIST NEW MEDIA SPEC/A+E Nets/NY: Mng flow of info in support of new media initiatives. Create VOD metadata & comm VOD prgm scheds. 3+yrs proj mgmt. exp in TV/cable. Knwldg of Access. Apply: www.aenetworks.com/career.html (7/14)
JOB OPENING: MRG, SALES MKTG/NYC: Flixster seeks Mgr, Sales Mktg to execute mrkt strategies for Ad Sales team. Will prepare mktg programs/online media plans to support strategies. Deg & 3 yrs exp req. Apply: http://bit.ly/QlZQND (7/14)
JOB OPENING: PROMO CREATIVE DIR: needed for a daily, high prof, daytime synd show. Strong writer, producer, & editorial sensibilities. Prev 1st run daytime exp needed. Based in Chicago. Demo/res: ChicagoCreativeDirector@gmail.com (7/14)
JOB OPENING: MEDIA BUYER/Chief Media/NYC: 1-2 yrs TV buying experience pref'd. Must be able to handle large station list, and have strong negotiation/analytical skills. Knowledge of CoreDirect a plus. Resume to: email@example.com (7/14)
JOB OPENING: DIRECT RESPONSE SALES EXECUTIVE/RNNTV/RYE BROOK NY: 5 years of short form sales experience preferred; excellent communication and presentation skills. Resume: firstname.lastname@example.org. (7/14)
JOB OPENING: PRGRM COORD/ATL: Program Coordinator (ATL) Prepares/distrib program sched, listings, grids. TV exp pref. SIMS/prg database exp. req; Strong organizational skills. Attention to detail. Self-starter. Res: email@example.com (7/14)
JOB OPENING: LINE PRODUCER (NEWS)/RNN TV/Rye Brook, NY: Line and stack daily news broadcasts. Must have tv news producing experience. Res/cvr: firstname.lastname@example.org (7/14)
JOB OPENING: OPERATION SUPERVISOR/RNN TV/RYE BROOK NY: assist director of ops, supervise master control team and live events; manage schedules, implement policies and train news employees. Resume: email@example.com (7/14)
JOB OPENING: TV RESEARCH DIR/PHX: Want top 25 mkt? Sunshine? To do more than 1 sheets? If you can you take research from ordinary to extraordinary, Meredith wants you. http://www.meredith.com/meredith_corporate/careers.html (7/14)
JOB OPENING: SALES PLANNER/TV One/NY: prepare post analysis, prepare advertiser's scheds; create presentations, research; track liability schedules. Exp sales/planning preferred. Visit www.tvone.tv (7/14)
JOB OPENING: VP, PRICING & PLANNING/nuvoTV/NY: 10+ yrs in cable/broadcast ad sales a must. VCI or other traffic system exp./dealmaker exp. strongly preferred. Strong math & analytical skills req. http://www.mynuvotv.com/jobs (7/13)
JOB OPENING: IN-HOUSE COUNSEL/VP, LEGAL & BUS AFFAIRS/LA: Attorney for TV prod co to manage agreements, releases, employment, negotiations. JD + 5 yrs TV/film legal experience req'd. Apply: firstname.lastname@example.org (7/12)
JOB OPENING: ACCOUNT DIR/GSTV/NEW YORK: Largest nat'l away from home TV network at the pump seeks an account director with strong exp in media sales. Apply at: http://gstv.iapplicants.com/ViewJob-321531.html (7/12)
JOB OPENING: RESEARCH DIR/Mobile-Pensacola: Create sales materials; coordinate avails data; create rtgs estimates; coordinate research efforts with nat'l rep. More info at www.fox10tv.com; Send resume to: email@example.com (7/12)
JOB OPENING: DIGITAL DISTRIBUTION COORDINATOR/Screen Media/NYC: Digital Film Dist. Entry level. Skills: Computer, Social Media, Some Tech Skills. NOT production job! Apply: Gdelfiner@screenmedia.net (7/12)
JOB OPENING: MGR, PROGRAM OPS/WEtv/NYC: Manage content delivery, oversee format process & metadata mgmt. Min 3 yrs channel operations exp. Web/file-based exp a+ Resumes to: firstname.lastname@example.org (7/11)
OTHER INDUSTRY JOBS OF INTEREST...
lead monthly and quarterly closes and estimate pacing routines, ensuring accurate and timely reporting to management, NBCU, Comcast and GE
Director, Financial Planning & Analysis, MSNBC 6168BR
input collected and verified program information into Nielsen's Galaxy Lineup system, enabling Nielsen to produce local audience information for MundoFox daily programming
Vice President, Research FOX0000WA
capture business problems and business processes for enterprise business applications and help drive the design and the delivery of new or modified software systems enhancements and/or integrated solutions
Chief Business Architect 11258BR
work closely with a small team of digital video experts to accelerate adoption of our media buying platform for video among small and medium-sized agencies and publishers in the NY/East region
Director of Platform Sales
responsible for leading digital production
VP, Digital Fusion Ad Sales
structure, draft and negotiate a high volume of development and production agreements
Vice President, VMN Business & Legal Affairs
draft, negotiate, and analyze talent agreements and releases for program participants
Director, Business and Legal Affairs NAT000008
develop and direct all Network research efforts, utilizing primary research, Nielsen ratings data, and other consumer databases to develop programming, scheduling, and marketing strategies
Director- Research 6147
Silver Spring MD
responsible for the supervision of the Standards & Practices department for Discovery Communications
VP- Standards & Practices 6085
Silver Spring MD
lead the strategic development and prospecting of digital sales offerings across all Discovery Communications digital properties, including Discovery Channel, TLC, Animal Planet, HowStuffWorks.com, etc
VP-Digital Sales Strategy & Development 6123
Location N/A at time of posting
responsible for developing and executing on Telemundo Network's overall programming strategy
EVP, Programming 6266BR
spearhead and collaborate on design projects, work with other high-caliber creative talent in a team of equals, sharing work and ideas while supporting each, receiving constructive feedback and progressing projects.
Senior Designer LEO000273
leads, participates in, or directs others who lead or participate in content-related stakeholder interview identification, planning, facilitation and analysis
Content Strategy Director ARC000201
own marketing strategy and execution to secure and maintain position as the most recognizable and highly regarded mobile CRM provider in the industry
VP of Marketing
consolidate, analyze and extract key information from our financial and operational reporting so as to better focus the efforts of the business and operational leaders in the organization
Director, Finance & Operations 11358
architecting and defining the presentation layer framework to solve complex designs and interactions that reflect the creative and art direction provide
Senior Presentation Layer Architect 10617
coordinates and collaborates between and among the regional functional groups in a significant market in a larger regional business unit
Market Vice President 40928
Las Vegas NV
assume primary responsibility for the companies' global compliance program
Compliance Attorney/Officer FFE0001113
Los Angeles CA
prepare and review account reconciliations, journal entries and allocations
Sr. Financial Analyst FNG0001259
Los Angeles CA
responsible for developing and driving the success of DEG's online community management, and social marketing activity
Digital Marketing Manager
Los Angeles CA
reviews story selection and creates show rundowns
Senior Producer, CNNE
Los Angeles CA
works with broad discretion as to work details on assignments of a varied and difficult nature
Senior Consultant, Financial Operations
Universal City CA
preparing, negotiating and tracking a variety of licensing and content agreements with an emphasis on rights clearance
Licensing and Clearance Director 53003BR
Walt Disney Company
North Hollywood CA
establish an intimate understanding of client organization and business, leverage that understanding to counsel leaders at both a micro and macro level
Mgr, Human Resources 47185BR
Walt Disney Company
North Hollywood CA
responsible for participating in the development of the Company and Human Resources objectives
Sr Dir, HR
Later -- John
John Cox for Cynopsis: Classified Advantage
Cynopsis Ad Sales:
Mike Farina - VP/Sales and Marketing - 203-218-6480 / email@example.com
Classifieds - Trish Pihonak- 888-702-3858 / firstname.lastname@example.org
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