Manage social media presence across multiple sites: status updatesfan engagementprojct mngmntmngt of agenciescollaboration with internal depts.www.disneycareers.com REQ 62268
Cynopsis: Classified Advantage
Good morning. It’s Tuesday, September 11, 2012, and this is your weekly issue of Cynopsis: Classified Advantage!
No, not your interviews, their interviews.
Who are they? The CEO, the CFO, the COO, anyone who is important enough at a company to be interviewed about it.
When you are applying for a job at a company, find all the important players and look for interviews they have given, the more recent the better.
These interviews will tell you more about a company’s culture and strategy then almost any other source. Plus interviews are fluid, they are recent, they will often explain details about the company in a much more comprehensive and interesting manner than what someone has written.
The same question to the same person asked by different people just months apart may result in a markedly different answer, which will provide you with a greater insight into the company’s current direction.
Other information you can pull from viewing the interviews; what industry jargon is commonly used, what products or strategies are they placing an emphasis on, how do the people at the company dress, and perhaps most importantly, what are they not talking about.
All this information will help you assimilate to the company before walking into their building. Along with reading and understanding the company’s annual report, the interviews can provide you with intangibles unavailable anywhere else.
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 protected].
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You’ve likely survived through several rounds of interviews and have come to know the company, some of the key players and the open position more intimately. Your phone rings and the company wants to extend you an offer to come join their team. That’s great news! However, the job hunt process isn’t over quite yet. Following are five tips when moving into the salary negotiation for the initial offer stage.
1. Take your time. When you receive the initial offer, don’t immediately react to it. Take some time to really consider the position, the company and the offer. Hiring managers won’t typically expect you to sign the offer the moment it’s presented. Depending on the urgency of the position, they will usually give you between 24 and 72 hours to make a decision. This not only gives you time to evaluate the offer fully, but also discuss it with family members. However, the company does not want to give you too much time. If you’re not going to accept the offer, they need to know, so they can either move to their second choice candidate or continue the interview process.
2. To negotiate or not negotiate, that is the question. Once you have the offer in hand, decide whether or not it is an offer that you feel should be negotiated. If you and the company are miles apart on numbers, likely no amount of negotiating will close the gap. Hopefully, you and the company have determined your mutual expected salary ranges during the interview process and this won’t be an issue. Another reason you may not want to negotiate an offer is if you feel the offer is fair and you want the position. Not every company low balls candidates on the initial offer. In fact, a company that understands hiring the best candidates and developing a mutually rewarding relationship begins with that first offer.
3. Develop a well-supported counter offer. If you’ve decided that you’d like the position, however you’d like the company to increase the offer, make sure your counter offer is well-supported. Reiterate the unique experience, knowledge and education you have, as well as past results, that will be especially beneficial to the company and that will justify the increase in the offer. If the position will mean relocation, clearly present cost-of-living changes that warrant a higher salary. An employer will respect a candidate that thoughtfully puts together a well-supported counter offer that justifies their offer.
4. Strive for a win-win situation. If you and the company are close to coming to an agreement, but there’s still a small difference in your numbers, strive for a win-win situation. A 90-day review and raise to a predetermined salary, that is agreeable to you, allows the company the assurance that you will perform and deserve that increase, while giving you time to come up to speed with your new organization. This allows you to obtain the salary figure with which you’re comfortable, within a reasonable amount of time.
5. Don’t forget about the non-salary parts of the offer. Although the salary is often the facet of an initial offer that stands out for most candidates, don’t forget about the non-salary parts of the offer. Vacation time, paid holidays, 401(k) contributions, bonuses, insurance, and other perks are often things that can transform a good offer into a great offer. As with negotiating the salary component of the offer, be sure to justify why you deserve a bump in benefits.
Joel Garfinkle is a professional motivational and keynote speaker that is recognized as one of the top 50 executive coaches in America. Not your average, motivational speaker, Joel uses his background in executive coaching, performance improvement, and change management to empower associations and corporate audiences to create more fulfilling work and to achieve their full leadership potential.
As a gift, I received a very expensive and very nice bag (briefcase). Might an interviewer look at this bag and decide if I can afford this bag, I cannot, that I really don’t need this job? Should I buy a cheaper one for interviews?
Unless you’re interviewing for a position within the fashion industry, you’d be better off leaving that very expensive bag at home for the interview. You do not want the interviewer to pre-judge you based on any visual cues, including an expensive bag, watch, or shoes. You are right. If you walk into the interview with a bag someone in your position could not typically afford, the interviewer may decide right then and there that you will not be happy with what they could offer and begin to write you off as a potential candidate.
The best rule of thumb for dressing, and accessorizing, for a job interview is to dress one step above how you’d dress if you actually worked for the company. This shows a level of respect for the company and that you are serious about the position. If jeans are acceptable work wear, go for business casual with khakis and a polo or button down shirt. If business casual is the norm for the company you are applying to, wear a suit. If it’s a suit and tie environment, be sure you don’t forget the accessories such as cuff links, a tie clip and a handkerchief square that complements your tie.
If I was making about $175,000 annual salary prior to being laid off, and have been out of work for ten months, what salary range should I be shooting for? Is there some kind of equation that demonstrates the amount of time you’ve been out of work to the drop in salary you need to take?
To negotiate a higher starting salary you must clearly communicate the value you’ll bring to the company. First, it’s important to understand the length of your job search is affected by so many factors the economy, the demand for your particular skills, the vitality of your industry, and more. Although the figure that a job search takes approximately 1 month for each $10,000 in salary is unsubstantiated, it does illustrate a general point that higher salaried positions are often less numerous than lower salaried positions, which may result in a longer job search process. However, there is no magic sliding scale that adjusts salary based on the length of your job search.
Instead, look at the prevailing market conditions. For instance, if you’re seeing positions that seem to be a good fit for your area of expertise and experience, but the salary range is $125,000 to $150,000, then you may need to adjust your salary expectations. The same is true if you’re getting offers for lower salaries, then the market conditions may simply be such that your position is not currently worth $175,000. In your new position, demonstrate how valuable your skills are to your new employer, and I’m sure you’ll work your way back to your previous salary and beyond.
During Joel’s tenure as an outplacement consultant, he has written many books from topics ranging from Getting Ahead to Find a Job in 14 Days. You can also order Joel’s book Land Your Dream Job which guides you through a proven, seven-step action-oriented process that helps you to define and land work that matches your natural gifts and passions.
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KIRO 7 Eyewitness News, owned by Cox Media Group and the CBS affiliate serving Western Washington, hired John Knicely and David Ham for its news staff in October. John will become Anchor of the weekday morning news and report for the evening news while David will become a General Assignment Reporter.
Telemundo Media appointed Patty Marrero as SVP/Client Partnership Development where she will manage all new client development and enterprise selling duties for Telemundo Media encompassing Telemundo Network, Telemundo stations, mun2 and all digital properties. Located in New York, Patty will report to Dan Lovinger, EVP/Advertising Sales and Integrated Marketing at Telemundo Media and Enrique Perez, SVP/Sales for the Telemundo Station Group.
Warner Bros. Television Group elevated Jay Levine to SVP/Business and Strategic Planning. Jay has been with the company since 2009 and most recently in the role of VP/Business planning. He will continue to report to Craig Hunegs, EVP.
Independent television and digital production company, Endemol promoted Kimilyn Whitaker to the newly-minted role as Global Head Franchise Management, Endemol Worldwide Brands. Previously, Kimilyn served as VP/Franchise Management, Endemol Worldwide Brands, North America. Based in Los Angeles, she will continue to report to Olivier Gers, CEO, Endemol Worldwide Brands.
Effective immediately, Young Broadcasting, LLC named Bill Rinchik as Director/Financial Planning and Analysis as announced by Deborah McDermott, President, Young Broadcasting, LLC. Prior to this appointment, Bill was with Freedom Broadcasting where he was VP/Finance and New Ventures.
Former Here Media Inc. executive Stephen Macias established Macias Media Group LLC (MMG), a full-service, multi-media marketing, public relations and corporate communications company specializing in connecting its clients with the LGBT consumer base. Based in Los Angeles, MMG officially launches its operations on October 1, 2012. Additionally, MMG will serve as the marketing and PR agency of record for Here Media Inc.
Sony Pictures Television Networks, Asia named Sunil Punjabi as Business Head/India Networks, Asia, Sony Pictures Television. Sunil will head the local team in all business functions for SPT Networks, Asia’s channels in India including AXN and Animax. Based at the company’s Mumbai office, Sunil will report to Singapore-based Ricky Ow, EVP/GM, Networks, Asia, Sony Pictures Television.
Coming out of retirement, Jim Gray takes on a new position as Acting News Director at Max Media at KFBB-TV, the ABC and FOX affiliate serving Great Falls, MT. Jim will serve this capacity while the company seeks to fill the vacancy.
Continental Television Sales , a unit of the Katz Television Group hired Dan Barker as Sales Manager of the Olympic Team based in Chicago. Barker has been with Katz Television Group since 2008, starting out as an AE for Millennium Sales & Marketing, also based in Chicago.
RIVR Media added Allison Boon to the company’s West Coast location’s development team as Director/Development. Allison has written and produced shows for E!, Travel Channel, HISTORY, TLC and National Geographic Channel.
Effective October 1, Katz Media Group is hiring Mort Greenberg as President of Katz 360, the digital sales unit of Katz Media Group. Mort is joining from Nokia.
Three executives were added to Universal Television, the television production unit of the NBCUniversal Television Group. George Sealey joins from Mark Burnett Productions as VP/Alternative Programming and Development; Curt Northrup also joins as VP/Alternative Programming and Development from Genetic Entertainment where he was a Partner; and Fernando J. Hernandez, previously from Ryan Seacrest Productions was named to the newly-minted role as SVP/Alternative Development. All three report to Meredith Ahr, EVP/Alternative Programming and Development, NBCUniversal.
CNN Worldwide taps Rick Lewchuk as SVP/Creative Services where he will supervise on-air and off-channel brand and marketing creative for all CNN Worldwide business. Rick will be based in Atlanta.
Former VP/Olympic Creative Director of Marketing for the 2012 London Olympics, Roger Guillen was named SVP/Creative Director at Oxygen Media. In his new role, Roger will develop and lead the creative strategies for the network. Based in New York, Roger will report to Jane Olson, SVP/Marketing and Brand Strategy.
RLTV elevated E.J. Conlin as SVP/Marketing and Communications. E.J. heads all facets of marketing, communications, social media and advertising outreach initiatives. She further heads the network’s brand strategy development, coordination and implementation across the country. E.J. has been with RLTV since 2008.
Marvin Dorson was appointed as VP/On-Air Promotions for Fox Movie Channel (FMC) and FX Movie Channel (FXM). Marvin is tasked with overseeing the direction and executive of all network on-air promotional activities as well as growing the awareness of the FXM brand among other duties.
Greg Carroll, formerly with IMGMedia/Big Fish Entertainment as VP, has founded Greg Carroll Development (GCD), a syndication company that specializes in OTO highlighting women’s issues lifestyles and social media trends. GCD has offices in La Quinta and Santa Barbara, CA.
As of September 10, Christopher Furst takes on the newly-created position as EVP/CIO with Univision Communications Inc. Christopher joins from NBC Universal where he has been EVP/CIO since 2007. At Univision, he will be based in New York and will report to John Eck, EVP/Technology, Operations and Engineering.
Effective immediately, Stephen Brown was promoted to EVP/Programming and Development at Twentieth Television. Stephen will continue to manage the first-run programming and development portfolio for Twentieth Television. Based in Los Angeles, Stephen continues to report to Greg Meidel, President, Twentieth Television.
Cleve Keller was appointed Chief Development Officer for Shine America’s new label Ardaban. Cleve is based in New York and is behind such formats as Rocco’s Dinner Party and No Kitchen Required and in his new position will manage all development efforts for the newly-created format company.
Adam Brent Houghtaling was tapped as Editor-In-Chief and Brand Director of BlackBook Magazine and http://blackbookmag.com/ which are part of the Vibe Media I Access Network team.
Hollywood-based creative content agency M3 Creative has launched a new multi-platform marketing/promotion and film production company called M3 Creative Film. Partners overseeing the new division include Andy Meyers and Brad Baruh.
Later — John
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