Advertising Agency Creative Director Job Description

Advertising Agency Creative Director Job DescriptionAdvertising Agency Creative Director Job DescriptionThe creative director is responsible for overseeing all creative products produced by an advertising agency. Creative directors ensure the agency produces high-quality creative content for its clients and oversee the entire creative kollektiv, including copywriters, art directors, and designers. A creative director generally gets the glory when a campaign is a success and, conversely, takes the blame when its a failure. Some creative directors have become ad industry celebrities (think Trevor Beattie, Bill Bernbach, Alex Bogusky, David Deutsch, and David Ogilvy). The best ones often become partners in the agency that hired them or open their own agency. Ad Agency Creative Director Duties Responsibilities An advertising agency creative director job generally requires the ability to perform the following tasks Develop advertising campaigns for clients.Manage a large team of crea tive writers and designers.Assign projects to individual team members.Ensure all projects are on track creatively.Work cooperatively with account executives and clients. An ad agency creative director must be highly imaginative and an effective manager of talent. They have to balance the concerns and needs of many people the partners and owners of the ad agency, their clients, the account executives who work directly with clients, and the people who work under them. Depending on the campaign, they may be heavily involved in the formation of ideas for copy and design from the very beginning and so may lead brainstorming sessions to get the creative energy flowing. At other times, they may be more hands-off and provide feedback to the team members they asked to move a project forward. Ad Agency Creative Director Salary The salary for a creative director at an agency varies based on the number of years of experience, the size of the agency, and geographic location. It also depends on whether they are a partner in or a founder of the agency or an employee of the agency. The U.S. Bureau of Labor Statistics does not provide salary data specifically on ad agency creative directors. The following figures were compiled by PayScale. Hourly figures assume a 40-hour work week, which is shorter than a typical creative director actually puts in. zentralwert Annual Salary $98,120 ($47.17/hour)Top 10% Annual Salary More than $186,000 ($89.42/hour)Bottom 10% Annual Salary Less than $49,000 ($23.56/hour) Source PayScale, May 2019 Education, Training, Certification Most creative director positions require a bachelors degree in creative design, advertising, marketing, journalism, communications, or a related field. Higher education A masters degree may be helpful if its in a field that makes up for a deficiency in a creative directors undergraduate degree. For instance, they might get a masters in multimedia design if their undergraduate degree and prior work experience focused on copywriting.Prior experience Agencies usually ask for five to seven years of related job experience. In larger cities, they tend to ask for at least 10 years of experience. Ad Agency Creative Director Skills Competencies Aspiring creative directors often wait years before they attain their first job in that role. There are many qualities and talents they have to possess to achieve that goal and be successful in this position Leadership Creative directors lead and inspire a team of people who are also very creative and may be averse to taking direction.Experience doing the jobs of the people they manage A solid background in copywriting or design and art direction is a must-have.Technological savvy Experience with Photoshop, Illustrator, InDesign, Flash, PowerPoint, HTML, PHP, and other programs is often required.Willingness to travel Creative directors frequently travel to meet with clients or attend industry-related events. Job Outlook The Bureau of Labor Stati stics does not offer predictions of job growth for advertising agency creative directors. Work Environment An ad agency is often a fast-paced place filled with creative and career-driven people. The office is likely to be comfortable and stylish, with attractive furnishings and works of art. Work Schedule An ad agency creative director typically works very long hours, including some weekends. They must be available at all hours to provide guidance to the people who report to them and answer questions from the people they report to. How to Get the Job INTERNGain an internship at an agency while youre in college. If you work hard and show your creative potential, you could find an entry-level job when you graduate that would be the first step in a career ladder that culminates in creative director.APPLYCreativehotlist and Dribble post job listings for creative positions. Also, check out the Careers or Jobs page on ad agency websites.PRESENT A PORTFOLIOYou will be expected to h ave a portfolio of work to show potential employers. It should demonstrate the range of your talents in a variety of media forms. Comparing Similar Jobs People who want to become ad agency creative directors may also be interested in the following positions. The figures given are median annual salaries. Graphic designer $50,370Art director $92,780Marketing manager $132,620 Source U.S. Bureau of Labor Statistics, 2018

Answering Behavioral Job Interview Questions

Answering Behavioral Job Interview QuestionsAnswering Behavioral Job Interview QuestionsIf youve ever been to a job interview youve probably had a describe a prior situation type of question in which the interviewer asks you to describe a scenario you faced either in life or while at your previous position. While the question may seem a bit open ended or vague, it turns out that asking about other situations youve faced is a great way to gauge how youll react in the new role.These behavior based job interview questions can give your potential new employer valuable insight into your soft skills. Dealing with stressful situations, prioritization skills, management style and flexibility are all just some of the qualities that behavior questions can help shed light on. And since behavior questions ask for a description of a factual experience they tend to be mora honest and straightforward in helping evaluate your character and qualifications.Its important to note that behavioral intervi ew questions typically require in depth responses . Employers arent looking for simple answers to behavior questions. A solid, tried and true method for discussing interview topics in this vein is to first pinpoint and describe the situation or task that you had to tackle. Next, describe in detail both your physical acts and thought process behind your action. Finally, wrap things up with a tidy description of the outcome. Bonus points for throwing it what you would have changed or done better or what you learned from the scenario.Like most interview topics, the best way to answer behavioral questions is to be prepared. Theres certain common behavior questions that interviewers like to ask. The below, or some variation thereof, are potential behavior questions to keep in mind before going on your next interview.Describe a situation in which you had to prioritize, schedule, manage etcDescribe your most stressful work situation to date (be sure to address what it taught you)How do you normally decide when to call in management for assistance or backup?How do you manage others and what has been your most difficult management task?These are just a few of the behavioral questions you might face, but we think you get the gist. Consider the skills needed in the job youre applying for and spend time anticipating potential behavioral questions to ace the interview and land the position of your dreams.Updated July 11, 2017

How I Grew My Career and Leadership Skills at a Startup - The Muse

How I Grew My Career and Leadership Skills at a Startup - The MuseHow I Grew My Career and Leadership Skills at a StartupChoosing my career path after college came down to answering one particular question Should I work for a big company or a departureup?To me, one advantage of working at a large corporation would be the presence of carefully considered leadership development programs- programs that are put in place to groom the future leaders of the organization. As a result, coming in as a recent graduate, youre exposed to vast swaths of the organization and an immersive and comprehensive learning experience. This was an important factor in my decision-making process as Id pivoted away from my intended career path (neuropsychology research). By the time I realized I was truly passionate about building businesses, it was too late to change majors, and I knew that I would need to learn the foundations on the job instead of in the classroom. I, of course, was highly tempted by these l eadership development programs after I graduated- but at the same time, I was overwhelmed by the idea of working for an organization with tens of thousands of employees. Plus, the culture and ways of working seemed at odds with my ethos. I grew up around startups. Watching my parents build companies from the ground up gave me an unshakeable desire to do the same, and I knew that when the time came to start my own business (which was my main goal), I would need to understand the nuances of early-stage company growth.The challenge with that, of course, is that the quintessential startup experience is mora likely to include a kitchen outfitted with kombucha on tap than a structured and organized process for personal career development. This isnt to say that startups lack learning opportunities, nor that employees languish without these benefits. Startups are highly sought after because of the vast opportunities they provide to learn and thrive in an unstructured and yet-to-be-defined e nvironment.So, following my gut, I ultimately decided to begin my career working at a startup. Instead of waiting for my company to create a rotational leadership program for me, I invented my own version. I knew that if I chose the right startup and was strategic about how I navigated the space, I could leverage my experience to accelerate my personal career growth and set myself on a management trajectory. And it worked Three years later, Im the Product Director at Bionic, working closely with our leadership team to elucidate product development initiatives that add value to our Fortune 500 enterprise clients. Heres how I got here1. I Found a Startup in a High-Growth Space With a Small Team- and Used That to My AdvantageI knew two things walking into my role as an accelerator associate that the whole company was comprised of about 10 people, and that the field it would be in- helping enterprises avoid disruption by launching new products and making early-stage investments- was gro wing and evolving rapidly, as evidenced by the surge of books, articles, and consultancies in the space. Because there were a lot of unknowns, there were no formal processes for doing, well, anything. I saw this as a feature rather than a bug, knowing that I would be able to experience a lot of important setbacks and breakthroughs and have my hands in a lot of different projects. Problems would arise daily, and I treated each one as an opportunity to brainstorm a solution. And because of our size, it was perfectly acceptable for me to raise my hand and offer to help in an area of the business that had notlagehing to do with my role on paper.What mattered most to the company was that someone got it done. Being this person helped me garner trust among the leaders of the company, and because they trusted me, I would get invited to more meetings. And yes, at first, I was usually in those meetings to take notes or maybe make a slide afterward. But I was also able to listen in on some of the more important conversations that were happening- about our growth strategy, friction in our service delivery model, and disagreements on methodology. They were living and breathing learning moments, and I drank them up. This early exposure was critical in helping me to think more strategically as I took on more and more responsibility in the company.Want to Do What I Did? Read How to Land a Startup Job (Before Anyone Else Knows Its Available) 2. I Looked for a Group of Leaders (and Peers) I Could Learn FromI was fortunate enough to have met with nearly every single employee during my interview process (remember, there were only 10 people). In those meetings, I noticed how bright, articulate, and passionate about the mission each person was, and sensed that I could learn a lot from them- which further convinced me to take the job. As it turned out, I was right. By my second year, Id reported up to six different people at different times and worked closely with all (at this point , 30) employees. This meant that I also had the chance to work with all of the companys leaders and saw firsthand how they approached problem-solving, team-building, communication, and other critical elements of being a good leader. This helped define what kind of leadership style I wanted to (and would) take on later in my career.Want to Do What I Did? Read 22 Interview Questions Thatll Get You the Real Inside Scoop on Company Culture3. I Ignored My Job Description and Took a LeapThe company was rapidly growing, and so there were often times where we werent able to fill key talent gaps in time. Additionally, new roles were constantly emerging as we grew. These were precious moments when I was able to step up and think outside of my direct responsibilities. Ive watched plenty of other entry-level hires pull out their job descriptions as a reason not to do something. While I applauded their ability to say no, I knew one of the best ways I was going to grow was by forcing myself to tr y something new. And I knew the only way I would be able to prove that I could do something without prior experience was by actually doing it. Every single job Ive had at Bionic didnt exist before I identified it, pitched it, and took it on. For example, when we launched our account management team, I noticed a gap in resources and support. I raised my hand, pointed it out, and wrote up what responsibilities I thought someone would need to cover to fill this gap. Not only did I outline what ended up being a full-time job for me, but it also became a critical role inside the company, and we ended up hiring two additional people to do this work full time. In all of these cases, I took the time to understand the problem, and while I didnt always have the traditional expertise or resume to fill it, I had enough context about the business to add value and move us forward. Those moments allowed for immersive learning experiences, ultimately helping me to become more well-rounded and conne cted inside of the organization. Want to Do What I Did? Read 2 Easy Ways to Expand Your Role (Without Overstepping Your Boundaries)Joining a startup was the best decision I could have made for my career. It allowed me to contribute to and learn about literally every area of a business, from sales to product to account management to operations and back bro support. And within three years, Ive gone from an entry-level associate to a director- a leap almost unthinkable in other industries or at other companies. But perhaps most importantly, I picked up a valuable lesson about business and life that everyone should take note of Growth happens when aspiration meets opportunity. So do your research and choose wisely, and then get ready to roll up your sleeves.

Navy Advanced Electronics Computer Field (AECF)

Navy Advanced Electronics Computer Field (AECF)Navy Advanced Electronics Computer Field (AECF)The Navys Advanced Electronics/Computer Field offers extensive training in all aspects of electronics, including computer systems, radars, communications systems, and weapons fire control systems such as the Navys advanced missile system, Aegis. The standards for selection for enlistment in the Navys Advanced Electronics/Computer Field are high. Personnel interested in applying for Advanced Electronics/Computer Field should be seriously interested in pursuing the challenge this highly technical field offers. They must be mature, ready to take on significant responsibility and willing to apply themselves. Enlistees enter as E-1s (seaman recruits). Advancement to pay grade E-2 (seaman apprentice) will be made after successful completion of recruit training. Advancement to E-3 will be made after completion of all advancement-in-rate requirements (including minimum time and coursework). Advancem ent to pay grade E-4 (petty officer third class) will be made after successful completion of initial school training and after all advancement-in-rate requirements (including minimum time and coursework) are completed. Advancement to E-3 and E-4 is contingent upon maintaining eligibility in the Advanced Electronics/Computer Field program. Eligible personnel may be paid bonuses at the time of re-enlistment. All bonuses are in addition to Navy salary and allowances for food and housing. Because of the advanced technologies in the Navy, acceptance into the Advanced Electronics/Computer Field is limited to highly motivated and qualified applicants. About 17,000 men and women work in the ET and FC ratings. People who qualify and choose the Advanced Electronics/Computer Field must agree their active duty obligation for six years to accommodate the additional training involved. What They Do Only two Navy job specialties, called ratings, are included in the Advanced Electronics/Compute r Field Electronics Technician (ET) and Fire Controlman(FC). The rating in which an Advanced Electronics/Computer Field candidate is trained is determined in the initial phase of the Advanced Electronics Technical Core Course in Great Lakes, Ill. However, eligibility requirements are the same for both ratings in the Advanced Electronics/Computer Field. Jobs performed by ETs and FCs are performed throughout the Navys fleet of surface ships including aircraft carriers and Aegis cruisers, as well as at repair activities ashore. ETs maintain and repair electronics equipment, such as radar, communication and navigation equipment. FCs operate, maintain and repair the electronic, computer and control mechanisms used in weapons systems. These ratings comprise the fundament of the ships Combat Systems department aboard ships and are responsible for maintaining the ships readiness for combat operations. ASVAB Score VEARMKMC222 Other Requirements Must have normal color perception. Must h ave normal hearing. Security Clearance(SECRET) required. Must be a U.S. Citizen Technical Training Information Enlistees are taught the fundamentals of this rating through on-the-job training or formal Navy schooling. Additional training for specific aircraft or equipment is generally received before reporting to operational activities. Advanced technical and specific operational training is available in this rating during later stages of career development. Great Lakes, IL -19 weeksFC, Great Lakes, IL - 11 weeksET, Great Lakes, IL - 13 weeks After A school, ETs and FCs continue on to advanced C school. School lengths and content vary, but many colleges and universities offer college credits for these Navy courses. During a 20 year period in the Navy, ETs and FCs spend about 60 percent of their time assigned to fleet units or remote shore stations throughout the world and 40 percent to shore stations in the United States. Working Environment Jobs performed by ETs and FCs are performed throughout the Navys fleet of surface ships including aircraft carriers and Aegis cruisers, and at repair activities ashore. College Credits for Training/Experience ET In the lower-division baccalaureate/associate degree category three semester hours in basic electronics laboratory, three in AC circuits, seven in solid state electronics, three in electronic systems troubleshooting and maintenance, and two in electronic communication. FC In the lower-division baccalaureate/associate degree category three semester hours in solid state electronics, three in electromechanical systems, three in digital circuits, two in microwave fundamentals, one in electronics laboratory, one in digital laboratory, and one in radar maintenance. Also, see Submarine Electronics Computer Field.

10 Interview Questions to Answer If You Want to Be an HR Manager

10 Interview Questions to Answer If You Want to Be an HR Manager10 Interview Questions to Answer If You Want to Be an HR Manager So youve been in HR for a few years now, and youre eagerto move to the next level. Its no wonder - with 10,000+ jobs available and a median salary of over $86,000 , HR Manager is a highly desirable position (enough to have cracked the top five of our 2018 Best Jobs in America list).But of course, before you can enjoy the perks that come with the position,you need to actually get the job. As an HR expert yourself, you already know that the best way to do that is to brush up on your interview skills. Its always a good idea to prepare for the most common interview questions - but if you want to really wow the hiring kollektiv, youll need to go a step further and research interview questions that specifically speak to the role youre applying for.Check out these common interview questions for HR Managers that weve rounded up - as well as tips on how to answer them.Many people lean towards one management style in particular, and its perfectly fine to share that. But remember that as you move to a new company with a new culture and people to boot, whats worked for you in the past wont necessarily be the right choice. As one interview candidate notes, one has to adjust to each individual, and also adjust to the team as a whole. Describing your own personal management style while also indicating an openness to flexibility is key here.Increasingly, HR isnt just about administering benefits or settling employee disputes - its about driving business results through effective people management. To wow your interviewer(s), discuss the core initiatives youd implement at the prospective company, how you would meaaya success and how the initiatives wouldimpact the bottom line.Everyone has parts of their job they arent crazy about. However, its important to avoid coming across as overly negative or unwilling. If you do nt like recruiting for example, you shouldnt say I hate recruiting and leave it at that. Instead, you might want to say something more along the lines of Recruiting isnt my passion, but I know what an important role it plays to a companys success so I dont mind taking it on as one of my responsibilities.This question is important on a couple of fronts For one, it allows you to describe what you personally need in order to do your job successfully, which is important in determining whether or not the company youre interviewing with is the right fit. In addition, though, its also a good starting point for you to talk about how you would shape the workplace and company culture if given the job.In the HR field, you often have to make tough calls. One of those, unfortunately, is job eliminations, whether through layoffs or firing. That probably shouldnt be the first move you make (a performance improvement plan , for example, can be just what you need to bring an underperforming employe e up to snuff). But when that doesnt work out, or an employee does something particularly egregious, there comes a point when you need to let an employee go for the good of the company - and its important to communicate to your potential employer that you understand that.This question is frequently asked in interviews regardless of the role, but as a soon-to-be HR Manager, its especially important to demonstrate effective conflict resolution . Nail this question by describing the specific action you took to overcome a difficult situation, how you showed level-headedness and what the results were.Establishing and enforcing policies and processes is a key component of HR, but that doesnt mean they should be set in stone. In answering this question, youll want to talk about how and why deviating from the norm was the right decision, and how that impacted policies moving forward.Its not always easy to stand up for the right thing, but if youre in HR, its expected of you. You cant answ er this question simply by commenting on unethical practices that youve witnessed - you need to talk about a time when you saw something going wrong and took concrete action against it. If you dont have a relevant, first-hand experience to share, make sure to brainstorm a hypothetical scenario beforehand and think of how you would remedy the situation.This is another good opportunity for you to show off the ideas you have for the company youre interviewing with. Ask questions that demonstrate an understanding of the type of candidates they need and their current pain points. If the company strives to become more data-driven, for example, you may want to ask what experience the candidate has with reporting and analytics. Still drawing blanks? Try asking one of these oddball questions for a response recruiters wont soon forget - just make sure to justify why you think its valuableIf youve been in HR long enough, you likely have your own thoughts on where the industry is heading. However, it never hurts to show that you keep up with the latest industry research and findings. Cite information from your favoriteHR newsletters, trade magazines or conferences. A few trends that are supposed to be particularly important in 2018 artificial intelligence, transparency and lateral movements, says Glassdoor Chief Economist Dr. Andrew Chamberlain .

New Article Reveals the Low Down on General Resume Objective Examples and Why You Must Take Action Today

New Article Reveals the Low Down on General Resume Objective Examples and Why You Must Take Action Today Youre wondering in case you should have a statement at the very top of your resume to grab the hiring managers interest. Attempt to find somebody who has editing experience. Conclusion Theres a lot you can do to enhance your resume yourself without getting qualified assistance. Just remember to double-check whether adding social media to your particular resume is acceptable for the job Maybe youre interested in a particular industry. If you are searching for a kind of job that may be located in many unique industries, look at noting a particular industry in your job objective. As the work market grew increasingly mora competitive, objectives became obsolete. You may draw upon your education and understanding of the industry when highlighting your specific objectives for obtaining a position at that organization. When youre crafting your resume objective, you should conc entrate on particular abilities and experiences which are directly linked to the job. A very clear statement about how you are going to utilize your strongest relevant abilities and professional experiences to satisfy the specific role youre applying for 3. Whenever your job fits into many distinct industries (for instance, administrative assistant), by noting the industry thats of interest to you, you communicate to the employer that you arent just any administrative assistant, youre an administrative assistant who already has a superb comprehension of that providers industry. Just because your very last job required good communication skills doesnt signify you have good communication abilities. The Hidden Truth About General Resume Objective Examples Possessing the capability to communicate in person is critical, but having the capability to communicate via technology is an expanding hot commodity in the modern workplace. You cannot compose a single resume for many kinds of jo bs. Apparently, somebody with no former experience, or trying to find a work switch, must rely on general traits and goals than any past experience. For a person who is just beginning in advanced academics or in the expert world, he must have a career objective which is normally employed for freshers. If you dont write a work objective then your odds to be appointed for a specific job are nil. Entry-level objectives can be particularly hard to write since you likely dont have loads of work experience, but you do want to solidify that you know the kind of career youre searching for. The very first important section of your resume is known as the Career Objective. Image via Flickr by CoCreatr You most likely have skills which you didnt use at your prior job. Objectives ought to be job-specific. The term Objective implies that you havent yet reached your intended goal or that you havent accomplished your target. You need to have five objective statements. The above mentioned objective statements sound just enjoy the very best part of every other candidates resume. In any case, you need to speak to your references about a particular position before they are called so that they will be better prepared to provide you a shining recommendation. Its always hard to justify including a headline or objective to your resume. Generally speaking, it is a very good rule of thumb to read the business description or the About page on their site. Lists, as a rule of thumb, are also simpler to write. You can also check at any of the samples of several kinds of resumes for various kinds of careers. It isnt difficult to read, and they are able to come across the keyword phrases and qualifications EASILY when theyre reading hundreds of applications. If you are like most other people, you most likely havent given your references much thought. Everyone has desirable abilities and experiences to provide employers including you

3 Tips to Help You Win the Workplace Game of Thrones

3 Tips to Help You Win the Workplace Game of Thrones When you play the game of thrones, you win or you die. There is no middle ground. Cersei Lannister,Game of Thrones Thankfully, the stakes are not quite so high in the workplace failure does not lead to death. You can actually just move to another company if things go south.Still, though, you have to do afair bit of maneuvering in the workplace if you want to ascend the corporate ranks (which is pretty much the working worlds equivalent toCerseis game of thrones). To do that maneuvering successfully, youll need political expertise which may be just as important as, if not more important than, your technical skills. According to research from Florida State University professor PamelaPerrew, a person rarely gets promoted without having developed strong political skills.Whether you are an up-and-coming millennial or a maturing Generation X professi onal, understanding the political machinations of your workplace will be key to outwitting your peers and landing the promotions you desire.Of course, not everyone wants to move into management. But, if you do,and you are ready to win the workplace game of thrones, then here are three tips to help you climb the corporate hierarchy.1. Findan Influential MentorDuring your journey to the top, youll need toaccept some guidance from a benevolent power broker who has been there and done that, with respect to ascending the companys ranks. Seeking and accepting such guidance will accelerate your own personal development, improvingyour judgment and decision-making.It alsostands to reason that because your mentor isanexperienced member of the upper echelons of the company, they can act as a powerful political ally.Studies show that candidates who are recommended by influential people are much more likely to be invited to interviews and land jobs. If your mentor vouches for you, your chances o f landing the promotion you crave skyrocket. Similarly,a study carried out at Sun Microsystemsfound that employees who were mentored were promoted five times more often than employees who were not mentored.2. Get Noticed For the Right ThingsDo some of your peers seem to be the golden boys or girls of the company? Do these peers have a knack for getting noticed by senior managers and leaders?Thats because they know either by instinct or by paying attention to their surroundings what to do to get noticed in the firm. What makes someone a golden employee often depends on what the managers and leaders ata given company value, but one of the most commonly valued traits in employees is entrepreneurialism that is, the willingness to take risks, move out of your comfort zone, and take on projects outside of your job description. Being entrepreneurialalso involves spotting opportunities to improve some aspects of thebusiness and presenting potential improvementsto decision makers and influ encers. A study from Millennial Branding found 58 percent of managers are either very willing or extremely willing to support entrepreneurial employees, making entrepreneurialism a great way to get noticed at most companies.Another quality that impresses managers, according to the Millennial Branding study, is being a subject matter expert. Sixty-five percent of employers surveyed said subject matter expertise was important to career advancement.So, another great way to get noticed is to be able to give sound specialist advice at times when it is most needed.3. Hone Your Influencing and Impression-Management SkillsThe Millennial Branding study cited above found that managers often looked for soft skills when promoting millennials, rather than hard skills or digital tech savvy.Simply puttingyour head down and grinding it out is not enough you need to demonstrate your soft skills if you want to land a promotion.Professor Perrewof FSU outlines four skills that define political adeptnes s social astuteness, interpersonal influence, networking ability, and the ability to convey the impression of sincerity. Youll need to practice these skills and use them regularly if you are to succeed in the workplace games of thrones.