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Hot-Shoe Go-To: The Godox TT600
6 years ago
Wednesday, March 16, 2011
Tuesday, January 11, 2011
The Art Institute of Dallas and ASMP Dallas
The Dallas Chapter of the American Society of Media Photographers has enjoyed a great partnership with The Art Institute of Dallas this past year, and the president for the past two years, Hillsman Jackson, gives some kind kudos to Victoria Clary, Gary McCoy, and Julie Janik in his Reflections from 2010. He also mentions the loss of our Charlie Freeman.
Read the full letter HERE.
In 2011, the new Chapter President will be a student of the Art Institute of Dallas and established pro-Photog, Jason Janik.
Want to get involved with ASMP this year? You should!
Go to the free mixer TONIGHT!
Get the new year started right by coming to the first ASMP Dallas Informal of 2011.
PIXLE PORTFOLIO: Show off your shots! Bring 6-10 shots on a flash drive or disc. Format @ 100 dpi, 10 inches longest side and JPG only. Subject matter is tastefully open.
Tuesday, January 11
6:30pm to 8:30pm
The Belmont Hotel
901 Fort Worth AveDallas, TX 75208
Read the full letter HERE.
In 2011, the new Chapter President will be a student of the Art Institute of Dallas and established pro-Photog, Jason Janik.
Want to get involved with ASMP this year? You should!
Go to the free mixer TONIGHT!
Get the new year started right by coming to the first ASMP Dallas Informal of 2011.
PIXLE PORTFOLIO: Show off your shots! Bring 6-10 shots on a flash drive or disc. Format @ 100 dpi, 10 inches longest side and JPG only. Subject matter is tastefully open.
Tuesday, January 11
6:30pm to 8:30pm
The Belmont Hotel
901 Fort Worth AveDallas, TX 75208
Wednesday, December 8, 2010
Who's Earl Steinbicker?
You may not have heard of Earl, but you've heard of Richard Avedon.
This is must-read material from the viewpoint of one of Richard Avedon's assistants, Earl Steinbicker:
The Avedon Years from Life's Little Adventures...
Want more? Look at this one:
Assisting Avedon
This is must-read material from the viewpoint of one of Richard Avedon's assistants, Earl Steinbicker:
The Avedon Years from Life's Little Adventures...
Want more? Look at this one:
Assisting Avedon
Wednesday, November 10, 2010
Considering Hiring a Cheap Photographer?
For a good laugh (and a lot of truth):
Click on this link, turn up your volume, and enjoy:
Focus is HARD! by Mark Lutz
Click on this link, turn up your volume, and enjoy:
Focus is HARD! by Mark Lutz
Wednesday, November 3, 2010
Crash Course in NOT getting "Screend Out"
This is a long article but CRITICALLY important. We received this from the Professional Resume Writers Association. Read on...
"Screen Out"
By Diane Hudson Burns, CPRW, CEIP, CPCC, CCMC
Career Marketing Techniques
The employee selection process is very much a screen-out process. Recruiters and hiring managers have a plethora of résumés to review to create the short list of candidates to be interviewed. So, at every opportunity, there are screen-out measures throughout the application and selection process.
Side note: This is also true for federal HR specialists and hiring managers. Federal announcements go so far as to clearly indicate to applicants that if they fail to accurately complete any part of an application process they will be disqualified. Which means, a highly qualified and otherwise desirable candidate may be removed from competition
simply because they failed to submit transcripts with an application (screen-out factor).
Screen-out Factors in the Résumé
Since the process from the hiring side is screen-out, HR specialists can easily move through résumés and discard any potential candidates whose résumé does not adequately meet the recruiter’s requirements for an open job order. For example, an employment specialist may shrink a large pile of résumés by screening-out for the following issues:
* Missing a clear objective: If the résumé is missing a clear target, the HR specialist will not spend any time trying to review the résumé in-depth to determine the candidate’s areas of expertise.
* Missing a chronology: Résumés that do not provide an employment chronology raise red flags - the HR specialist may wonder what the candidate is trying to hide.
*Typos and other grammatical and spelling errors. HR specialists tell me that they like clean, well-written résumés - this is also a reflection of how the candidate might perform on the job.
*Gaps in time: If the résumé has gaps in time that are not justified, recruiters may not spend time to contact the candidate to determine the reasons for the gaps in time.
*Missing dates: Lack of dates is a red flag for an HR specialist - again, what is the candidate trying to hide (age, gaps of employment, etc.)?
*Missing education: If the announcement requests a specific degree and the résumé does not indicate the required degree - it is easy for the HR specialist to move on to the next résumé.
*Missing experience: If the resume does not adequately express the number of years of experience required on the recruiter’s job order, then it is out.
*Missing skill sets: If the job order is for a Budget Analyst, and the résumé reads - Program Manager and does not describe budget analyst skills - it will not be a good fit for the job (even though the candidate may have stated “I can do the job”). The same goes for specialized skills like speaking a foreign language or having a specific Credential.
*Missing any required documents: Candidates need to be careful to follow the directions of a job vacancy posting closely and submit required documents, i.e., transcripts, letters of reference, a reference list, a salary history and salary requirements, samples of writing, letter of interest/philosophy, etc. Missing documents can easily disqualify a candidate - a requirement used as a screen-out factor.
Job orders are so very specific, that a generic, one-size-fits-all résumé is pretty much a screen-out. To bypass the screen-out litmus test, candidates who meet directly with HR or hiring managers, perhaps via a networking contact, may have an opportunity to express their skills and experience in person - and get screened-in.
Screen Out Factors in the Interview
*Appearance / Dress for success: Candidates need to dress according to the culture of the company; or very professionally. First impressions are formed in the interviewer’s mind in 30 seconds - and there are no second chances for first impressions.
*Poor body language: Interviewers I speak with tell me they like a candidate who provides eye contact; a candidate who does not provide eye contact is normally out. Interviewers also like solid handshakes - not wimpy handshakes. Irritating hand gestures, standing up and pacing during an interview, or placing feet on the interviewer’s desk are all screen-out factors.
*Being too much of a generalist: Just like a “general” résumé is a screen-out, so too is a ‘generalist’ attitude in the interview. Trying to impress the interviewer with a “jack-of-all-trades / I can do anything” attitude can be an interview killer. Hiring managers want to hire candidates who have professional expertise in a specific industry or functional area.
*Using the cell phone during an interview. It seems obvious, but candidates should be instructed to leave a cell phone in the car or be certain it is off during the interview.
*Barking dogs and screaming children during a phone interview: This scenario leads the interviewer to believe the candidate did not plan the interview time well; and it can make for a challenging interview/conversation.
*Telling personal information or irrelevant information: Interviewers want to learn about a candidate’s professional skills and competencies and how they can function on the job - interviewers do not normally ask about personal information, and some questions are illegal (age, for example - unless the position has an age requirement, i.e., law enforcement professionals).
*Making rude or biased remarks: Disparaging a former boss or company is a quick screen-out for interviewers.
*Describing weaknesses in detail. Candidates need to be careful to describe a weakness, that they can work to improve. If the weakness, however, is angry outbursts, and the applicant was fired from two previous jobs for angry outbursts, then that may not be a good example to use in an interview.
*Not having any weaknesses: One hiring manager that I spoke with said he asked a senior level candidate what her weakness was, and she replied, “I don’t have any weaknesses.” He said, “That pretty much ended the interview she’s out.”
*Not being a team player: Much of the interview is for the hiring manager to determine if the candidate is a team player - will the candidate fit in on the team and help the supervisor, department, and company be successful? So, a hiring manager told me that he asked a candidate who was being considered for a supervisory role, “Do you prefer to work alone or on a team?” The candidate replied, “If I had it my way, I would work alone in a corner, and never talk to anyone.” He’s out.
*Introducing the discussion of salary and benefits during the interview or before an offer is presented: Asking for money sends the message that the candidate is motivated for personal reasons - salary and benefits - as opposed to being motivated to see the company succeed.
*Not asking questions of the interviewer: Interviewers want candidates to ask questions - they want to know that candidates have an interest in the position and the company. Candidates may ask questions about what skills the employer wants the person in the job to have to be successful, or perhaps, questions about what initial challenges the candidate will tackle when he/she first joins the company. Other questions may be introduced as the interviewer
describes the position and the company in more detail. The wrong questions to ask, include, “Tell me about your mission.” Job candidates should do their due diligence and research the company in advance of the interview. Interview questions can be tough to answer - and can range from “What is your favorite flavor of ice cream?” - to - “When I call your current boss, what will he say about you?” - to - “Why are you interested in working for us?” - to - “Tell me why you are the best person for this job?” - and so on.
Summary
With recruiters receiving hundreds and sometimes even thousands of résumés for job openings, they are busy screening-out at every turn.
Candidates need to focus on screening themselves in, through the résumé and interview process, and carefully evaluate their résumé and interviewing skills.
"Screen Out"
By Diane Hudson Burns, CPRW, CEIP, CPCC, CCMC
Career Marketing Techniques
The employee selection process is very much a screen-out process. Recruiters and hiring managers have a plethora of résumés to review to create the short list of candidates to be interviewed. So, at every opportunity, there are screen-out measures throughout the application and selection process.
Side note: This is also true for federal HR specialists and hiring managers. Federal announcements go so far as to clearly indicate to applicants that if they fail to accurately complete any part of an application process they will be disqualified. Which means, a highly qualified and otherwise desirable candidate may be removed from competition
simply because they failed to submit transcripts with an application (screen-out factor).
Screen-out Factors in the Résumé
Since the process from the hiring side is screen-out, HR specialists can easily move through résumés and discard any potential candidates whose résumé does not adequately meet the recruiter’s requirements for an open job order. For example, an employment specialist may shrink a large pile of résumés by screening-out for the following issues:
* Missing a clear objective: If the résumé is missing a clear target, the HR specialist will not spend any time trying to review the résumé in-depth to determine the candidate’s areas of expertise.
* Missing a chronology: Résumés that do not provide an employment chronology raise red flags - the HR specialist may wonder what the candidate is trying to hide.
*Typos and other grammatical and spelling errors. HR specialists tell me that they like clean, well-written résumés - this is also a reflection of how the candidate might perform on the job.
*Gaps in time: If the résumé has gaps in time that are not justified, recruiters may not spend time to contact the candidate to determine the reasons for the gaps in time.
*Missing dates: Lack of dates is a red flag for an HR specialist - again, what is the candidate trying to hide (age, gaps of employment, etc.)?
*Missing education: If the announcement requests a specific degree and the résumé does not indicate the required degree - it is easy for the HR specialist to move on to the next résumé.
*Missing experience: If the resume does not adequately express the number of years of experience required on the recruiter’s job order, then it is out.
*Missing skill sets: If the job order is for a Budget Analyst, and the résumé reads - Program Manager and does not describe budget analyst skills - it will not be a good fit for the job (even though the candidate may have stated “I can do the job”). The same goes for specialized skills like speaking a foreign language or having a specific Credential.
*Missing any required documents: Candidates need to be careful to follow the directions of a job vacancy posting closely and submit required documents, i.e., transcripts, letters of reference, a reference list, a salary history and salary requirements, samples of writing, letter of interest/philosophy, etc. Missing documents can easily disqualify a candidate - a requirement used as a screen-out factor.
Job orders are so very specific, that a generic, one-size-fits-all résumé is pretty much a screen-out. To bypass the screen-out litmus test, candidates who meet directly with HR or hiring managers, perhaps via a networking contact, may have an opportunity to express their skills and experience in person - and get screened-in.
Screen Out Factors in the Interview
*Appearance / Dress for success: Candidates need to dress according to the culture of the company; or very professionally. First impressions are formed in the interviewer’s mind in 30 seconds - and there are no second chances for first impressions.
*Poor body language: Interviewers I speak with tell me they like a candidate who provides eye contact; a candidate who does not provide eye contact is normally out. Interviewers also like solid handshakes - not wimpy handshakes. Irritating hand gestures, standing up and pacing during an interview, or placing feet on the interviewer’s desk are all screen-out factors.
*Being too much of a generalist: Just like a “general” résumé is a screen-out, so too is a ‘generalist’ attitude in the interview. Trying to impress the interviewer with a “jack-of-all-trades / I can do anything” attitude can be an interview killer. Hiring managers want to hire candidates who have professional expertise in a specific industry or functional area.
*Using the cell phone during an interview. It seems obvious, but candidates should be instructed to leave a cell phone in the car or be certain it is off during the interview.
*Barking dogs and screaming children during a phone interview: This scenario leads the interviewer to believe the candidate did not plan the interview time well; and it can make for a challenging interview/conversation.
*Telling personal information or irrelevant information: Interviewers want to learn about a candidate’s professional skills and competencies and how they can function on the job - interviewers do not normally ask about personal information, and some questions are illegal (age, for example - unless the position has an age requirement, i.e., law enforcement professionals).
*Making rude or biased remarks: Disparaging a former boss or company is a quick screen-out for interviewers.
*Describing weaknesses in detail. Candidates need to be careful to describe a weakness, that they can work to improve. If the weakness, however, is angry outbursts, and the applicant was fired from two previous jobs for angry outbursts, then that may not be a good example to use in an interview.
*Not having any weaknesses: One hiring manager that I spoke with said he asked a senior level candidate what her weakness was, and she replied, “I don’t have any weaknesses.” He said, “That pretty much ended the interview she’s out.”
*Not being a team player: Much of the interview is for the hiring manager to determine if the candidate is a team player - will the candidate fit in on the team and help the supervisor, department, and company be successful? So, a hiring manager told me that he asked a candidate who was being considered for a supervisory role, “Do you prefer to work alone or on a team?” The candidate replied, “If I had it my way, I would work alone in a corner, and never talk to anyone.” He’s out.
*Introducing the discussion of salary and benefits during the interview or before an offer is presented: Asking for money sends the message that the candidate is motivated for personal reasons - salary and benefits - as opposed to being motivated to see the company succeed.
*Not asking questions of the interviewer: Interviewers want candidates to ask questions - they want to know that candidates have an interest in the position and the company. Candidates may ask questions about what skills the employer wants the person in the job to have to be successful, or perhaps, questions about what initial challenges the candidate will tackle when he/she first joins the company. Other questions may be introduced as the interviewer
describes the position and the company in more detail. The wrong questions to ask, include, “Tell me about your mission.” Job candidates should do their due diligence and research the company in advance of the interview. Interview questions can be tough to answer - and can range from “What is your favorite flavor of ice cream?” - to - “When I call your current boss, what will he say about you?” - to - “Why are you interested in working for us?” - to - “Tell me why you are the best person for this job?” - and so on.
Summary
With recruiters receiving hundreds and sometimes even thousands of résumés for job openings, they are busy screening-out at every turn.
Candidates need to focus on screening themselves in, through the résumé and interview process, and carefully evaluate their résumé and interviewing skills.
Friday, October 15, 2010
FREE EVENT! Still to Motion
The Dallas Chapter of the American Society of Media Photographers (ASMP) proudly presents a lecture and presentation titled “Still to Motion”, sponsored by the ASMP Foundation.
The talk will be held Thursday, November 4, 2010 from 7:00-9:00pm. Doors open at 6:30pm. Location: Angelika Film Center Theater, 5321 East Mockingbird Ln, Dallas, TX 75206.
Still to Motion is a presentation about the transition from still photography to video format. Speakers Jonathan Chapman and Stewart Cohen will present and discuss their work as well as give insight about changes, challenges and advancements photographers face in the industry. A Q&A will wrap up the discussion. The event is moderated by Leslie White, Director of Photography from the Dallas Morning News.
Jonathan Chapman is a Minneapolis based photographer and director specializes in people and places for advertising, corporate and editorial clients. He embodies a fresh approach creatively and visually, tapping his photojournalistic roots for both still and motion based projects. Since the advent of HDDSLR cameras, and their capabilities, Jonathan has enthusiastically embraced their presence and potential for application in his commercial work. Recent clients who have brought Jonathan in for combined still + video based projects include: McDonald's, Sprint, AARP, United Health Care and Boeing.
Stewart Cohen is a Dallas based advertising photographer and commercial film director is the winner of over fifty prestigious industry awards and numerous other honors. His work has appeared in every major advertising and photography publication and has been exhibited in museums, galleries and corporate art collections across the country. Cohen’s work has graced the cover and he has been profiled in Communication Arts and Photographer’s Forum. Adweek selected him as Photographer of the Year. His many clients for print, advertising and commercials include MasterCard, Fender, NFL, Amstel Light and Bank of America.
Leslie White has been Director of Photography at The Dallas Morning News since September 2006. As photo director, Leslie led the department's transition from a strict still image newspaper environment to its increased emphasis on video, multimedia and multi-platform content creation. She hails from New Orleans and worked as a staff photographer at the Times-Picayune before joining TDMN.
Dallas Chapter - American Society of Media Photographers
The Dallas Chapter is one of 40 chapters nationwide of the American Society of Media Photographers, a trade organization that promotes photographers’ rights, educates photographers in better business practices, and produces business publications for photographers. It was founded in 1944 by a handful of the world’s leading photojournalists and is recognized internationally for its leadership role. Photographers helping photographers since 1944.
For more information, or to join, visit: www.asmpdallas.org
Tuesday, August 17, 2010
Voice Your Opinion
Mark your calendars for Monday, August 23 at 11:30am in the Chef's Gallery. Clients and employers alike want photographers who can use their noggins, and this is the event to prepare for that...
Tuesday, July 27, 2010
Monday, July 26, 2010
You Have the Right to Remain Silent...
This morning, an article ran in The Washington Post addressing civil liberties associated with our right to take photographs in public places. Click HERE for the full article.
Essentially, law enforcement will often disallow citizens to take photos or demand to see photos, and this is often a violation of the citizens' rights.
To combat the practice of harassing photographers (amateur and professional) for taking photographs, a group of photogs are collecting photographs that resulted in police detention, arrest, or (mostly) questioning, and they have posted them HERE - in a Flickr account hosted by the Admin Group "DC Photo Rights."
Essentially, law enforcement will often disallow citizens to take photos or demand to see photos, and this is often a violation of the citizens' rights.
To combat the practice of harassing photographers (amateur and professional) for taking photographs, a group of photogs are collecting photographs that resulted in police detention, arrest, or (mostly) questioning, and they have posted them HERE - in a Flickr account hosted by the Admin Group "DC Photo Rights."
Thursday, June 10, 2010
Mark Your Calendars...
Bolt Productions is proud to host the June ASMP event sponsored by Profoto
When? Wednesday June 16, 6 - 9pm
Where? Bolt Productions, 1346 Chemical, Dallas, TX 75207
Learn how to create unique images, possible only with Pro-8a Air and Mamiya Digital. There will be a working studio and unique shooting situations to challeng your skills. Be sure to bring your camera!
When? Wednesday June 16, 6 - 9pm
Where? Bolt Productions, 1346 Chemical, Dallas, TX 75207
Learn how to create unique images, possible only with Pro-8a Air and Mamiya Digital. There will be a working studio and unique shooting situations to challeng your skills. Be sure to bring your camera!
Wednesday, May 12, 2010
Wednesday, May 5, 2010
COPYRIGHT WORKSHOP Tonight! FREE!
TONIGHT!! ASMP Presents...
Copyright Registration Workshop Our free Copyright Registration Workshop is Wednesday night at SMU. Participants must register through ASMP as well as register with the Copyright Office. This event is open to members and non-members. All are welcome!
Click HERE to register.
Click HERE to set up an account with the US Copyright Office.
This free workshop will guide you through the process of registering your images with the Copyright Office. We will have door prizes!
Wednesday, May 5, 20107:00pm to 9:00pmDoors open at 6:30pm
O'Donnell Hall (RM 2130)Owen Art CenterMeadow School of the Arts Southern Methodist University6101 North Bishop BlvdDallas, TX 75205
Attendees should park in Meadows Museum Parking Garage (60 on map). Our event takes place in number 17 on map. Some SMU parking garages are paid parking only.
SMU VISITOR PARKING MAP
Copyright Registration Workshop Our free Copyright Registration Workshop is Wednesday night at SMU. Participants must register through ASMP as well as register with the Copyright Office. This event is open to members and non-members. All are welcome!
Click HERE to register.
Click HERE to set up an account with the US Copyright Office.
This free workshop will guide you through the process of registering your images with the Copyright Office. We will have door prizes!
Wednesday, May 5, 20107:00pm to 9:00pmDoors open at 6:30pm
O'Donnell Hall (RM 2130)Owen Art CenterMeadow School of the Arts Southern Methodist University6101 North Bishop BlvdDallas, TX 75205
Attendees should park in Meadows Museum Parking Garage (60 on map). Our event takes place in number 17 on map. Some SMU parking garages are paid parking only.
SMU VISITOR PARKING MAP
Tuesday, April 20, 2010
Reminder: Free Workshop!
ASMP is offering a two-hour free workshop on registering your images with the copyright office.
The workshop is open to ASMP members and non-members. The workshop will outline step-by-step the ASMP Best Practices for Registering Your Photographs and each participant will set up a template to make future image registration easy. This workshop is presented by ASMP Director, Kate Baldwin.
Prior to the workshop, go to https://eco.copyright.gov/eService_enu/ and set up an online account with the Copyright Office. Participants need to bring a laptop andt heir eCO username and password to the workshop.
This workshop is part of ASMP’s Registration ©ounts initiative.
Workshop Topics:
* The importance of copyright registration * Common mistakes * Step by step guide to online registration
FULL DETAILS
When: Wednesday, May 5, 20107:00 PM to 9:00 PM Doors open half an hour earlier.
Where: SMU’s Meadows School of the Arts, O’Donnel auditorium
Dallas, TX
This event is FREE, but please Sign Up to ensure a seat.
Currently, the ASMPDallas.org site does not clearly state how to register. For now email Melody to ask questions/register: Melody Hamilton melodyhamilton@mac.com
The workshop is open to ASMP members and non-members. The workshop will outline step-by-step the ASMP Best Practices for Registering Your Photographs and each participant will set up a template to make future image registration easy. This workshop is presented by ASMP Director, Kate Baldwin.
Prior to the workshop, go to https://eco.copyright.gov/eService_enu/ and set up an online account with the Copyright Office. Participants need to bring a laptop andt heir eCO username and password to the workshop.
This workshop is part of ASMP’s Registration ©ounts initiative.
Workshop Topics:
* The importance of copyright registration * Common mistakes * Step by step guide to online registration
FULL DETAILS
When: Wednesday, May 5, 20107:00 PM to 9:00 PM Doors open half an hour earlier.
Where: SMU’s Meadows School of the Arts, O’Donnel auditorium
Dallas, TX
This event is FREE, but please Sign Up to ensure a seat.
Currently, the ASMPDallas.org site does not clearly state how to register. For now email Melody to ask questions/register: Melody Hamilton melodyhamilton@mac.com
Monday, April 19, 2010
Great Advice for Students and Grads
10 Job-Search Mistakes of New College Grads
People entering the job market (and all job seekers) should avoid these common errors.
by Charles Purdy, Yahoo! HotJobs
Although this year's college graduates are facing a tough job market (and the smart ones are facing it now, rather than waiting until after graduation), they have an advantage over other job seekers, according to Andy Chan, vice president of career development at Wake Forest University: they are among the age group most likely to be hired in coming months.
"Organizations are very interested in hiring young people because they have a lot of energy and are willing to do whatever it takes to get the job done," Chan says.
But no matter how well-positioned these young people are, they--and all job seekers--will have a better chance of success if they avoid these common job-hunting mistakes of new college grads:
1. Not being proactive enough: Emily Bennington, the author of "Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job," says, "This isn't the time to sit back and be casual in your approach. Create a hit list of five to ten target companies, and really utilize your network to locate an 'in' at each."
2. Relying solely on the Internet: In a recent Yahoo! HotJobs poll, 57% of respondents said networking was a factor in landing their current or most recent job. Brad Karsh, president of JobBound, says, "When thousands of candidates are applying to the same jobs online and posting their resume to the same job boards, candidates need to stand out by making connections and networking their way into a company." Job boards are an important tool, but Karsh says new grads also need to focus energy on networking.
3. Not creating wide networks: Career expert Liz Ryan agrees: "Use your parents', grandparents', and friends' networks to help you in your post-graduation job search," she says. "Don't be shy--reach out to any long-ago Scoutmaster, choir director, or babysitting or leaf-raking boss. ... There's no statute of limitations on networking." (Read more Yahoo! HotJobs articles about effective networking.)
4. Not creating customized resumes: Ryan says, "Don't send out any resumes that simply list your courses, the degree you've earned, and your part-time and summer jobs--use this opportunity to make a stronger statement about what you want to do with your adult life." And according to Jay Block, the author of "101 Best Ways to Land a Job in Troubled Times," younger job seekers often haven't thought about what they have to offer an employer (as opposed to what they want to get from one). With this mindset, they create resumes that are "boring biographies" instead of effective marketing tools. (Read more Yahoo! HotJobs articles about crafting better resumes.)
5. Misusing the Internet: Tory Johnson, CEO of Women For Hire and the author of "Fired to Hired," says, "New grads don't use LinkedIn--it's not sexy like Facebook or Twitter. But it's the best resource for getting names and building a professional identity. Don't overlook it."
6. Failing to follow up: Johnson says, "It's not enough to send resumes and pray the phone rings." She cautions that job seekers can't expect a resume to be discovered in that "big black online hole." "Hustle to follow up," she says.
7. Setting expectations too high: Johnson says new graduates too often focus on looking for the perfect job, instead of a first job: "Especially in this economy, the first job should be about finding a position where you'll learn a great deal, you'll be super busy, and you'll be surrounded by lots of people."
8. Appearing unprofessional: Make sure you're ready for employers' scrutiny, says Tim McIntyre, president and CEO of The Executive Search Group. That means you should "sanitize your MySpace page--right now. It will be checked," he says. He notes that many college students will need to change off-color voicemail greetings. Ryan adds, "Don't assume that Facebook's privacy settings will keep your youthful antics away from curious eyes. Rid your profile page of any photos of the 'three Bs' (beer, bongs, and bikinis)."
9. Not taking the job interview seriously: Even when you're applying for an unpaid internship, you need to adhere to common standards of professionalism. McIntyre says those standards include demonstrating you've done your research on the company and dressing appropriately. Block adds that new grads are often unprepared for tough (but standard) interview questions, such as "Where do you see yourself in three years?" and "What are your weaknesses?" (Read more Yahoo! HotJobs articles about effective interview tactics.)
10. Not using the college's career office: "A career office can help [students] identify networking contacts, learn important job-search skills, and significantly improve their resume and cover letter," says Wake Forest University's Chan. Ryan agrees, but adds that this is just a first step. The career office's job is to "to prepare you for your job search, not to conduct it for you," she says. "Use LinkedIn, reach out to everyone you can, and begin researching employers who'd be likely targets for your job-search."
People entering the job market (and all job seekers) should avoid these common errors.
by Charles Purdy, Yahoo! HotJobs
Although this year's college graduates are facing a tough job market (and the smart ones are facing it now, rather than waiting until after graduation), they have an advantage over other job seekers, according to Andy Chan, vice president of career development at Wake Forest University: they are among the age group most likely to be hired in coming months.
"Organizations are very interested in hiring young people because they have a lot of energy and are willing to do whatever it takes to get the job done," Chan says.
But no matter how well-positioned these young people are, they--and all job seekers--will have a better chance of success if they avoid these common job-hunting mistakes of new college grads:
1. Not being proactive enough: Emily Bennington, the author of "Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job," says, "This isn't the time to sit back and be casual in your approach. Create a hit list of five to ten target companies, and really utilize your network to locate an 'in' at each."
2. Relying solely on the Internet: In a recent Yahoo! HotJobs poll, 57% of respondents said networking was a factor in landing their current or most recent job. Brad Karsh, president of JobBound, says, "When thousands of candidates are applying to the same jobs online and posting their resume to the same job boards, candidates need to stand out by making connections and networking their way into a company." Job boards are an important tool, but Karsh says new grads also need to focus energy on networking.
3. Not creating wide networks: Career expert Liz Ryan agrees: "Use your parents', grandparents', and friends' networks to help you in your post-graduation job search," she says. "Don't be shy--reach out to any long-ago Scoutmaster, choir director, or babysitting or leaf-raking boss. ... There's no statute of limitations on networking." (Read more Yahoo! HotJobs articles about effective networking.)
4. Not creating customized resumes: Ryan says, "Don't send out any resumes that simply list your courses, the degree you've earned, and your part-time and summer jobs--use this opportunity to make a stronger statement about what you want to do with your adult life." And according to Jay Block, the author of "101 Best Ways to Land a Job in Troubled Times," younger job seekers often haven't thought about what they have to offer an employer (as opposed to what they want to get from one). With this mindset, they create resumes that are "boring biographies" instead of effective marketing tools. (Read more Yahoo! HotJobs articles about crafting better resumes.)
5. Misusing the Internet: Tory Johnson, CEO of Women For Hire and the author of "Fired to Hired," says, "New grads don't use LinkedIn--it's not sexy like Facebook or Twitter. But it's the best resource for getting names and building a professional identity. Don't overlook it."
6. Failing to follow up: Johnson says, "It's not enough to send resumes and pray the phone rings." She cautions that job seekers can't expect a resume to be discovered in that "big black online hole." "Hustle to follow up," she says.
7. Setting expectations too high: Johnson says new graduates too often focus on looking for the perfect job, instead of a first job: "Especially in this economy, the first job should be about finding a position where you'll learn a great deal, you'll be super busy, and you'll be surrounded by lots of people."
8. Appearing unprofessional: Make sure you're ready for employers' scrutiny, says Tim McIntyre, president and CEO of The Executive Search Group. That means you should "sanitize your MySpace page--right now. It will be checked," he says. He notes that many college students will need to change off-color voicemail greetings. Ryan adds, "Don't assume that Facebook's privacy settings will keep your youthful antics away from curious eyes. Rid your profile page of any photos of the 'three Bs' (beer, bongs, and bikinis)."
9. Not taking the job interview seriously: Even when you're applying for an unpaid internship, you need to adhere to common standards of professionalism. McIntyre says those standards include demonstrating you've done your research on the company and dressing appropriately. Block adds that new grads are often unprepared for tough (but standard) interview questions, such as "Where do you see yourself in three years?" and "What are your weaknesses?" (Read more Yahoo! HotJobs articles about effective interview tactics.)
10. Not using the college's career office: "A career office can help [students] identify networking contacts, learn important job-search skills, and significantly improve their resume and cover letter," says Wake Forest University's Chan. Ryan agrees, but adds that this is just a first step. The career office's job is to "to prepare you for your job search, not to conduct it for you," she says. "Use LinkedIn, reach out to everyone you can, and begin researching employers who'd be likely targets for your job-search."
Thursday, April 8, 2010
Career Services Week - April 19 to 22
Plan to attend! These topics are relevant to you.
Click on the image to enlarge:
Click on the image to enlarge:
Wednesday, April 7, 2010
Thursday, April 1, 2010
Mark this date on your calendars...
The Dallas ASMP and the Dallas Ad League are hosting a joint happy hour on Thursday, April 29 from 5:00pm to 7:00pm at Margarita Ranch in Mockingbird Station.
Under 21? No problem! Margarita Ranch is a restaurant, so belly-up to the bar and order a Sprite - AND MAKE SOME NEW CONNECTIONS!
Tip: Pull together a group of 2 or 3, and set a goal for yourselves to meet 2 new contacts each. Then, share your leads, and follow up with your new contacts.
Under 21? No problem! Margarita Ranch is a restaurant, so belly-up to the bar and order a Sprite - AND MAKE SOME NEW CONNECTIONS!
Tip: Pull together a group of 2 or 3, and set a goal for yourselves to meet 2 new contacts each. Then, share your leads, and follow up with your new contacts.
Sunday, March 28, 2010
TWO HOUR WORKSHOP - COPYRIGHT
ASMP is offering a two-hour free workshop on registering your images with the copyright office.
The workshop is open to ASMP members and non-members.
The workshop will outline step-by-step the ASMP Best Practices for Registering Your
Photographs and each participant will set up a template to make future
image registration easy. This workshop is presented by ASMP Director,
Kate Baldwin.
Prior to the workshop, go to
https://eco.copyright.gov/eService_enu/ and set up an online account
with the Copyright Office.
Participants need to bring a laptop and their eCO username and password to the workshop.
This workshop is part of ASMP’s Registration ©ounts initiative. For more information, go here.
Workshop Topics:
* The importance of copyright registration
* Common mistakes
* Step by step guide to online registration
FULL DETAILS
When:
Wednesday, May 5, 2010
7:00 PM to 9:00 PM
Doors open half an hour earlier.
Where:
SMU’s Meadows School of the Arts, O’Donnel auditorium
Dallas, TX
This event is FREE, but please Sign Up to ensure a seat.
Pre-registration is required to be eligible for door prizes.
Thursday, March 25, 2010
Congratulations!
Congratulations to the first graduates of our Associate of Applied Science in Photography program:
Chris Fries
Roderick Pena
If you would like to share your favorite memory or photo of these two guys, I'll be THRILLED to post them here. Just email me: jjanik@aii.edu
Chris Fries
Roderick Pena
If you would like to share your favorite memory or photo of these two guys, I'll be THRILLED to post them here. Just email me: jjanik@aii.edu
Thursday, March 18, 2010
Listen Up, People!
The Art Institutes and The Creative Group have teamed up to create meaningful contnt and relationships that will positively benefit the students of The Art Institutes nationwide.
The podcast series was designed with you in mind by The Art Institutes and http://www.creativegroup.com/. The Career Blueprint Podcasts give you smart, insightful information from those in the know. Why not invest five minutes in yourself and your career? You're worth it!
Click the link below to hear Megan Slabinski, District President of The Creative Group give practical tips on finding early career jobs and internships that are the right fit for you.
Groundfloor Opportunities: Doorways to the Future
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