Greenwald: A trend I'm starting to see, that I think will become more and more important to candidates and companies as technology makes advances in the hiring process, is the use and inclusion of video interviewing. Done both live and prerecorded, it's being used to determine candidate credibility and skills, as well as how they answer specific questions regarding their backgrounds, abilities toward the specific role they are interviewing for, and how they present themselves to the hiring manager, HR person, or company.
Companies and services like Skype (most widely used), VidCruiter, Take the Interview, Wowzer, GreenJobInterview, and even Google+ Hangouts are enabling candidates to bundle their resume, profile, and presentations together. It's relatively easy and a huge advantage to the vetting, interview, and hiring process to submit your info this way.
Landay: If you're just starting to look, or think you have a strong success story to tell that you want us to market (in confidence) to companies that you're interested in, by all means, reach out. We [headhunters] are your trusted advisor and will "market" you to appropriate opportunities we're working on.
Greenwald: All digital job applicants should be familiar with the Lumascape Slides, created and published by Terence Kawaja at Luma Partners. At a high level, these slides show how much opportunity there is in the digital media business across the various ecosystems. It illustrates the complexity of our industry, explaining why having, meeting, and matching the specific requirements of a potential job with at least 90 percent or better skills and experience. I can't emphasis this enough: Digital is expanding at the rate of the universe, and these slides demonstrate the story better than any conversation or tool I've used in the past.
Ingham: There is a lot of professional opportunity in our digital world for smart, committed candidates, and there are ways to prepare for or to ensure longevity in our industry. This requires making thoughtful choices about job changes, and as you look for new employment, there are four things you should keep in mind.
First, develop a capacity to think globally. Having a better understanding of the wider global economy and of cultural nuances make you a stronger candidate. Then, commit to lifelong learning, whether it be formal schooling or informal training: To stay relevant, strong candidates embrace continuing education. Third, develop a meaningful professional social network that you can turn to with questions and get (and give) good career guidance. Finally, embrace innovation and change. Do not be afraid. The digital world is in constant change, and the right mindset will ensure that you enjoy the journey as much as you enjoy the destination.
Lucia Davis is a freelance writer.
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David as always you're tips were excellent especially if you're not a round peg for a round hole. I will tell you I find that --- Allan Browns statement - Brown: When I see resumes from candidates in the digital space that have had five or six jobs in 10 years, it reflects bad judgment and a lack of commitment. - - to be an insult! Especially when one understands that this industry is changing every day and how can you make that comment when take into account the average job in digital lasts between 13 to 18 month's and senior position less then a year and some jobs descriptions not being here last week. As well as funding, when your in a start up. But then again Mr. Brown is a professional and his comment does shows the thought processes that those who have "evolved” with the market and skill set have to contend with. To me, this as much discrimination as using age, sex and race as measure of employ-ability of a candidate. It's a shame that so much talent is held up because of an out of date belief system.
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