The Creative Network, Inc.

01/08/2020

2020 Search and Staffing
U.S. Emerging Jobs Report

Remote work is becoming mainstream.
Previously considered a perk, remote work is quickly becoming a priority for many. More than 40% of millennials, who now make up the largest generation in the workforce, say flexibility to work from anywhere is a priority when evaluating job opportunities. And companies are taking note. Amazon, CVS Health, and American Express all boast a significant number of remote work opportunities.

10/14/2019

Our client is a well-established manufacturer of fabrics sold at retail. They are looking for a Design Director to oversee the concept, style and design for fabric collections from start to finish. This person will manage and direct a team of CAD artists and must be able to travel 20-25%.

08/26/2019

4 Key Tips For Hiring In Any Job Market
(excerpt from article by Robert Glazer, inc.com)
It's an employee's market in America now, as the job market remains strong. The most recent Department of Labor report estimated the United States unemployment rate held at 3.7 percent last month. Here are four methods to help you hire the best talent and keep your company growing:

1. Pay competitively.
It doesn't matter how great your perks are or how enticing your company culture is -- if your pay isn't competitive, the best talent will look elsewhere.

2. Look for attitude over experience.
As helpful as it can be to bring an expert on board, hungry and less experienced workers are an abundant demographic within the job market. If a prospective employee has the right talent and attitude to thrive at your company, don't let lack of experience be a factor.

3. Be transparent.
Don’t make promises you know you can't keep. Low unemployment allows job-hunters to be selective, and a lack of transparency during hiring could be enough to push talented people out the door.

4. Refine your interview process.
Nothing is more frustrating for job-hunters than a drawn-out interview process that lasts months. When hiring, be aware that other companies may extend offers while you're running an applicant through a lengthy hiring process.

06/20/2019

How long does the avg interview process take? Glassdoor says about 23 days.

06/20/2019

Company is located in the northern Atlanta suburbs - must be able to commute.

Salary: $70-80K + bonus

Seeking 3 years experience calling on a national or regional retail chain.

Product lines: consumer goods - home decor, stationery, gift, stationery, etc.

The Key Account Manager maintains and expands relationships with strategically important large retailers (ie. JoAnns, Walmart Canada, etc.). You will be responsible for achieving sales growth, increased profitability, and other assigned account objectives by representing the entire range of products and brands.

Job Responsibilities:
Conduct business line reviews using fact based analytics and consultative selling to place new items and programs.
Manage all aspects of assigned retailer business from initial product placement to its exit strategy including item set up, PO placement, shipments, marketing support, and eventually markdown at the retailer.
Coordinate with all internal departments including Customer Service, Compliance, Customer Planning, and Marketing to ensure deadlines and expectations are met.
Set retailer planograms at office and in retailer’s Planogram rooms.
Seek new opportunities for growth inside existing accounts and within new retailers and channels.

Qualifications:
Four year college degree
Minimum three years of sales experience calling on a national retailers or related retailer experience.
PC proficiency (Excel, PowerPoint, & Word)
Willingness to travel 25%

06/12/2019

5 Ways to Make Your LinkedIn Profile Work For You
Here are some additional expert-backed ways to make your profile seriously shine -- and start getting noticed.
1. Use the First Person
You shouldn’t use the first person on your resume, but it’s actually fine to do so on LinkedIn.
2. Get Personal
Inject your personality. Let people know your values and passions. You want people to want to know you.
3. Show Your Achievements
Market yourself as a high performer in your summary and experience section (think action words, accomplishments, talking about times you’ve been promoted or hand-picked for projects).
4. Add Multimedia to Your Work Experiences
Instead of just talking about your work, show examples. Add your company websites, projects you’ve worked on, articles you’ve drafted, or anything else that can provide a more multimedia look at your work.
5. Request LinkedIn Recommendations
When someone says, “You did a great job on that project!” ask him or her to take a snapshot of that success by writing a recommendation on LinkedIn. And don’t be afraid to specify what you’d like the recommender to focus on.

05/08/2019

Three Things That Will Drive Your Best Employees Out The Door
(excerpted from article by Jack Kelly)
Here are three things that drive great employees into the arms of your competitors—and how you can avoid this from happening:

1. Not paying people fairly. Low comp is a big reason people come to recruiters searching for a new job. Interestingly, most job seekers are not mercenaries when it comes to compensation. They just want to be paid a little more—what’s fair.
Of course, more money is always better, but people tend to view jobs holistically. So ensure that your benefits – both tangible (health and wellness benefits) and intangible (company culture, flexibility) – boost your company’s competitiveness to retain good employees.

2. Employees want to be appreciated. If someone does a good job, they should be recognized. If they go above and beyond, it must be acknowledged and applauded. It’s even nicer when an employee is given accolades in a meeting with management, executives, or in front of their peers.

3. A person needs to visualize a future with the company. Even when things are challenging at work, if an employee’s career path is heading in the right direction, typically that person will be engaged. When people are given insight into their career progression, how their role will expand, or when they can expect a promotion or raise, they’ll be highly motivated. Of course it’s imperative that if the employee hits expected benchmarks, the career progression will follow.

05/06/2019

05/02/2019

INTERESTING....
57% of LinkedIn profiles getting checked out on mobile (according to LinkedIn)
Mobile LinkedIn views centers then crops banners around the image
Check and if needed tweak your banner image to make sure it’s effective in mobile view

Wait! Before You Hit “Publish”
Get feedback on your photo to make sure it’s “saying” what you want it to say about you.
Choose a photo that looks like you, today
Power Tip — run your profile image through www.photofeeler.com
You’re Almost But-Not-Quite Done – Your LI Picture Comes with a Frame…
LinkedIn profile headers form the frame to your picture. It’s a large, visible piece of real estate on your LinkedIn profile. Make the most of it! A well-thought-out banner image takes your profile to the next level.

Find out what your pics are really saying about you. Choose photos that make the right impression for your professional, social, and dating profiles.

04/24/2019

Reasons why great candidates are saying no to working for you

While you can’t control their decision, there are some things you can do to increase the chances of them saying yes.
BY EMILY MOORE—

In a tight labor market like today, candidates have the luxury of being a bit more discriminating.

There’s no beating around the bush–salary and benefits are two of the top things that candidates look for in the job search.

But what do the candidates value most–if they’re primarily leaving their company to look for one with a better culture, for example, salary may only play a secondary role in their decision.

Candidates don’t always pick the best-paying position–they often go for the best fit. Understand motivation and where salary fits into the equation.

If you really want to make your offers more competitive, there are a handful of benefits that are low-cost and relatively easy to implement - workplace culture, unlimited vacations, flexible working hours working from home even on a part time basis are a few.

However, if candidates rejecting offers for salary-related reasons seems to be a recurring theme, it may be time to evaluate whether or not your offers are actually up to par

THEY HAD A POOR CANDIDATE EXPERIENCE

As a hiring authority if you don’t take care to make the first impression a good one, it could also be your last. Lengthy interview processes are a particularly common candidate complaint.

“Have a clear idea of what the ‘ideal candidate’ looks like before starting the search, and be ready to pull the trigger if/when that person surfaces”–even if they’re the first candidate.

“Also, be respectful of the candidate’s time. If they need to meet five people during the interview stage, consolidate those five meetings into group interviews and/or schedule short conversations with each person back-to-back on one or two interview dates.

YOUR COMPANY HAS EARNED A BAD REPUTATION

Today’s candidates are definitely researching your company before or after applying, which is why brand reputation is so important. Bad news has wings. If there are bad reviews from your previous or current employees online, it can be a red flag to candidates.

01/24/2019

Truth!