RXMOSAIC’s Post

A few #UX roles here

Paramount’s Erin Calhoun Exits As EVP Communications Ahead Of Next Round Of Layoffs IMDb, the world's most popular and authoritative source for movie, TV and celebrity content. https://buff.ly/4efimqU Find more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/3LrlUcI #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarketJobSearch #EmploymentLaw

Presenting the 1st comedy skit from DevGrabr Lolz!!! I’ve been doing standup for years (I’ll be @ Headstorm 10/11 in Addison!) and sketch comedy has always been in my ❤️. I love my job of building software engineering teams and have done it as both a Corporate & Agency recruiter, both roles IMO are some of the hardest and unappreciated jobs around. It’s also hard to be an Engineer too in this market so I hope everyone in all 3 professions takes 5 minutes to bathe in some satire as we kick off another Monday. Please enjoy “A Tale of Two Reference Checks” Part 1! Corporate Recruiters cheers to y’all! Part 2 drops tomorrow 😜 #softwareengineering #softwaredevelopment #recruiting #techrecruiting

The Hollywood Cuts Keep Comin’ As Disney Does Another Worker Cleanse Disney lays off another 300 workers, and ESPN lets go another on-air reporter, as part of the continuing contraction across of Hollywood's big media companies. https://buff.ly/4eFjIuD Find more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/4eH8aXK #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarketJobSearch #EmploymentLaw

You probably heard about the way this young salesperson was let go. I really can't figure out why #managers and #hr can't get it right. In this case, the company basically has a three month probation. But they apparently don't tell the employee. If #newhires don’t perform well enough or if you’re not a good match, they let you go. I really have no problem with a probationary period. If someone doesn't have the skill or doesn’t match it is much better to let them go right away than to wait 6 months, a year, or many years for some economic layoff to show up so you can let them go. You can usually tell if someone’s gonna fit in three months. This is why all the new hires we interviewed were worried about whether their performance was up to snuff. They wanted to prove themselves right away. But we have to give them feedback and training along the way. As a manager it's your responsibility to be honest. You can't give positive feedback which you don't mean to avoid a negative interaction. Then it comes as a shock when someone finds out they're not performing. But worse, we can’t lay people off impersonally. All companies have to do is have the manager talk to the employee and do it themselves, no matter how much they hate it. It’s the lack of respect and compassion that’s just wrong. People have to be treated like human beings. No mass email layoffs. No HR impersonal uninformed process. Employment is always about the match between the person & the work, team & manager. But it is a shonda, as we say in the Yiddish, for companies to be jerks this way. Good The Wall Street Journal article if you can access. Even the CEO thought they did a terrible job. https://lnkd.in/eXiHYR66 #management #layoffs https://lnkd.in/e8m2i9xU

festivalraver321@gmail.com What would this make you think? Would it affect your first impression of someone? Absolutely! Don't fall at the first hurdle. When applying for jobs, always use a professional email address. Keep festivalraver321@gmail.com for emailing your friends, and use something simple like firstnamelastname@gmail.com for job applications. While festivalraver@gmail.com will definitely catch the eye of hiring managers, it won’t work in your favour! What's the most standout email address you've seen? Comment below 👇 #recruitment #hiring #jobs

Something I'm particularly proud of at Bobbin Productions is having a zero bad vibes policy when it comes to hiring. The world is full of talented creatives. So we only choose the proper lovely ones. Why? Because nothing gets better results for our clients than having a room full of positive can-doers, loving their work. I've encountered some bad eggs in my time. A few of them have even slipped through my net and onto our sets. But they've never been asked back. I even have a google sheet called "the sh*tlist" of rotters who we won't work with. There are two names on it. Do we need a spreadsheet? Obviously not. But it was the closest thing I could think of to an inoculation. In a world where technical skill and creative ability is abundant, the things I find myself hiring for are: Curiosity. Temperament. Problem-solving. Dependability. Kindness. What do you look for in a teammate?

After hiring more than 30 people, here are the 5 things I believe you need, in order to hire an A-player: 1. You need to know what an A-player looks like. 2. Always be hiring. 3. It's worth paying more for A-players. 4. The first 100 days (after hiring) are crucial. 5. You will make mistakes. Correct them quickly. What other tips would you add?

Interview tips! 🌟 Come prepared with questions. 🌟 Do your research on the organization. 🌟 Know the role you applied for. 🌟 Be YOURSELF! 🚀 Jose Limon and I are excited to bring on the next group of Red Operations staff members.

Last week, I put together a post (http://bit.ly/4dJroLw) focusing on the loss of creative talent following the recent Disney, Paramount and Warner Bros/Discovery layoffs. I failed to mention a crucial point as it pertains to #VoiceOver… how these job losses affect professional VoiceOver networks. I’m confident you wouldn’t be reading this on LinkedIn if you weren’t interested in your personal network. #VoiceOver as much as any industry has some intriguing dynamics in network building because voice work tends to encompass many different industries. From commercials to audio books, animation to movie trailers, e-learning to corporate videos, most of these industries are distinct and have little cross pollination. For example, I've only known a few people who started in traditional advertising at a major ad agency and shifted to TV marketing despite real similarities between the jobs. My understanding of why is due to the network of contacts being very different between networks and ad agencies.  Of course #VoiceOver talent, similar to managers like myself (or agents) spend entire careers nurturing a web of current and potential contacts. In the case of #VoiceOver, we tend to build various strands that extend to the different industries and try to make sense of it from there. When a disruption like mass layoffs occur, the various webs we've strung together are often completely severed, lead to dead ends or become mired in limbo.    When your web appears to be collapsing is when the best opportunities often present themselves. Even the most aggressive of us tend to get passive when things are going well. Disruptions should shake us out of our stasis. Here are suggestions of actions voice talent can take below: 1. Start spending dedicated time in building your contacts. Whether 10 minutes a day or 10 hours a week, figure out specific times you can follow up with old colleagues and research new ones.   2. Get a CRM. Whether LinkedIn Sales Navigator or other services, start keeping track of your various contacts. I’d advise keeping this simple. Make sure whatever you use is intuitive enough so you keep using it. 3. Start broadening your horizons. For example, if you are specialized in commercials, look at the other areas of voice you may be right for and start mining contacts.  4. Get coaching. If you know you are weak/unfamiliar in certain areas but believe you can get better, seek out reputable coaches to begin building your skills. 5. Improve your demos. How many of you have demos that are 5-10 years old? Now's the time to update them. These actions are just a few obvious steps. The more important dynamic is building or rebuilding many of the habits that allowed us to be successful in the first place. That’s not to say it will be easy. In fact, anticipate a struggle because finding meaningful connections is often difficult. However, the focus on rebuilding your web should be clear, turning a perceived setback into a catalyst for reinvention.