Getting a solid footing in web design can feel a little overwhelming without some good direction. That’s why AIGA Portland is proud to present Jason Duerr of Sandstrom Partners to help you get a better understanding of the constraints and possibilities when designing for the web. Learn what’s important and what to ignore when getting started in web design, and see how your experience in print can translate to this medium (it can even be an advantage). With an ever increasing demand for web design skills, you won’t want to miss out on this sage advice!
About Jason Duerr
Jason Duerr is a post-hardcore rock’n’roller, graphic designer, web technologist, radio guy, amateur chef, coffee nerd, motorcyclist, skateboard commuter, bike geek, and reluctant adult. He’s currently Interactive Tzar at Sandstrom Partners in Portland and Sole Proprietor of DROPKICK Design Studio.
Event Schedule
8 – 8:15 AM | Breakfast and Networking
8:15 – 9:15 AM | Speaker Presentation
9:15 – 9:30 AM | Q & A
Fees
AIGA Members: $10
Non-members: $15
Student Members: $5
More info here
(What questions would you like to see addressed in these Monday Morning staff meeting posts? Send us an email at: sharry@orcms.com)
Posted by Dr. Sean Harry
Let’s be clear, “being creative” does NOT “mean making stuff up.” Never EVER lie or exaggerate on your resume! Those “little lies” almost always get found out. They will completely ruin your chances of getting the job, and they could ruin your reputation as well.
That being said, it is important to be creative and “think outside of the box” when conducting a job search. Thinking out of the Box (better known as creative thinking) seeks to create something new from Read the rest of this entry »
(What questions would you like to see addressed in these Monday Morning staff meeting posts? Send us an email at: sharry@orcms.com)
Posted by Dr. Sean Harry
Monday Staff Meeting – One More Reason To Use Twitter For Your Job Search
Did you read the article in yesterday’s New York Times about how companies are turning to Social Media tools to find good candidates? The basic gist of the article is that companies are inundated with an excessive number of applications for every job posting. In fact, companies are getting way too many resumes, which makes the recruiting process untenable.
In response, they are looking for ways to cut the numbers of applicants down to a manageable number. The way they are going about this is to give a cash incentive for current employees to recommend qualified candidates. If your friend works at one of these companies they can submit your resume, and if you get the job they will pay your friend $500 to $1000. Sort of a “finder’s fee.”
This is a GREAT deal for all involved. You get your resume Read the rest of this entry »
(What questions would you like to see addressed in these Monday Morning staff meeting posts? Send us an email at: sharry@orcms.com)
Posted by Dr. Sean Harry
A reader recently sent us this question: “Any tips on recognizing job postings that are not real? Posting to make Co. look good seems to be popular these days…”
For those of you who are not familiar with this practice, sometimes companies post a position for which they already have a strong candidate “in the bag.” They are 90% certain of who they will hire, but they are under some obligation (internal or external) to post the opening to the wider public. It’s possible that some exemplary candidate will come along in the process and that they will choose to hire that person instead of the one they are leaning towards, but it’s not very likely.
We may think it’s not fair. It feels like a “bait and switch” or a waste of time, but who cares what we think? The job is the companies, not ours. They are free to hire anyone they see fit. People hire people they know and trust, so it only makes sense that they will go with their first choice most of the time.
The only way to determine if you are applying for one of these “phantom” job openings is Read the rest of this entry »
(What questions would you like to see addressed in these Monday Morning staff meeting posts? Send us an email at: sharry@orcms.com)
Posted by Dr. Sean Harry
How to “stay cool” on the job search.
In the spirit of the terrific summer weather we’ve been having, I thought I’d write this post on “staying cool during the job search.” However, in this post I’m not talking about the weather. I’m talking about staying calm, cool and collected. I’m talking about outwardly appearing as if “not having a job is alright, because I’m waiting for the right fit to come along”, while inside you are thinking, “OMG! I NEED A JOB! ANY JOB, AND I NEED IT NOW!!”
When you are dating you want to play a little hard to get. If you come across as needy you probably won’t get a second date. You don’t want to scare off your prospective lover, so playing it cool is a good option.
The same is true of the job search. If you look or act desperate you won’t get many interviews. Now I’m not suggesting that you should act as if you aren’t interested. If you really want the job you need to express your desire and abilities to do the job well. If you really want the job you should ask for it – close the deal. What I’m saying is that you should “stay cool” — act more like a Consultant than a desperate job seeker.
Here are the 5 steps I recommend you do to “stay cool” in your job search. Read the rest of this entry »
(What questions would you like to see addressed in these Monday Morning staff meeting posts? Send us an email at: sharry@orcms.com)
Posted by Dr. Sean Harry
Filling in the gaps – professional and personal development for job seekers.
At the beginning of your job search you have very likely been conducting an assessment of your skills, knowledge, and abilities. Assessment is about helping you determine what you are capable of and willing to do in your next position.
At this point you have, no doubt, found an area or two where you have some gaps. You may need an additional degree, or some specific training. Maybe a professional certification is in order. Well, before you shell out the big bucks to go back to school or enroll in a course of study, there are some important things you should know: Read the rest of this entry »
(What questions would you like to see addressed in these Monday Morning staff meeting posts? Send us an email at: sharry@orcms.com)
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Posted by Dr. Sean Harry
Who is to blame for the recession? Who will bring us out of it? Back in February Mike Neiss wrote a blog post for TomPeters.com in which he blamed my generation (the Baby Boomers) for the recession. That got me thinking…
Then there is this post about a man who turned his job loss into a new life. Very inspiring, and I must admit a bit scary for some of us!
For me, these two posts raise a deeper question about the recession, massive job losses, and the future of work in America. Every economic shift creates change in the way we live and work, but I believe this one is going to fundamentally Read the rest of this entry »
(Read more “Monday Staff Meeting” posts by Dr. Harry)
Posted by Dr. Sean Harry
The following question came from one of our readers. “Which job search engine works the best? I like indeed.com, and it looks like my monster search is not returning hardly anything. I was also wondering if ladders.com worth the fees that they charge for the job seekers.”
Great question! Here’s the truth about using Job Boards in the job search process:
First, you must remember that only about 4-6% of people find their jobs through the job boards. That’s because job boards are NOT set up for job seekers – they are set up for company recruiters. You are not the customer – the company is. They are the ones paying the bill to post a position. Job boards provide the “raw materials” to these companies – job seekers. YOU are the raw material. YOU are a commodity. YOU are the product. Job boards make their money by selling volume to companies who pay significant fees for a posting – anywhere from $400-$1,000 each. These things aren’t cheap. However, from the employer’s perspective, they are effective. Read the rest of this entry »
(Read more “Monday Staff Meeting” posts by Dr. Harry)
Posted by Dr. Sean Harry
One of our clients recently shared this networking story with us.
“Joe” found a job posting online that looked perfect for him. He checked his LinkedIn network and found that a former work colleague was working at that company so he reached out. Following good networking etiquette, Joe didn’t ask for help getting to the hiring manager or for any favors from his old friend. Joe simply called to re-ignite the relationship and to ask some questions about the company culture, how his friend liked working there, etc. Joe focused the conversation on what he could do to help his old friend. They talked for about 30 minutes. During that time Joe and his old friend caught up on work, family, their careers, and a variety of other topics. It felt good to reconnect.
After half an hour or so, Joe said, “Well, I better let you get back to work. That’s about all of the questions I have. I’d ask you more about the position I’m interested in applying for, but you probably don’t know much about it.”
Joe’s friend responded, “Actually, I know quite a lot about that position. I am the hiring manager.” Read the rest of this entry »
Posted By Dr. Sean Harry
A reader recently commented: “Dealing with recruiters, hiring managers, and HR is a game where the odds are stacked way against you. One never knows what it is that gets you eliminated from consideration. And often times, they just go with an internal candidate they identified way before they advertised the position you applied for.”
This is a VERY interesting observation. Many people feel its true that applying for a job is a “game” and that the odds are stacked against the applicant before the game ever begins, but think about it from the standpoint of the employer. Who would YOU rather hire? Someone you don’t know that you pulled out of a stack of 1,000 resumes? Or someone you know or have met through someone you know? I’m sure MOST of us would rather hire the latter. People hire people they know, because finding someone who is the “right fit” is often MORE important than finding someone who has the skills you need. You can always train people new skills. But if someone is not a good fit for your organization. . . well, you can’t really change that, can you?!
Then there is the cost of hiring. Consider that it costs about 1.5 to 2 times the annual salary of the employee per hire. That means, if I am paying someone $70k per year the cost to hire them is somewhere between $105k and $140k. If they end up not fitting into the organization I might have to pay that out again in 6 – 18 months. However, if I hire someone I know (or meet through a friend, colleague, current employee, etc) my chances of finding a good fit are much better – thus saving the cost of hiring someone else within 6 to 18 months. Again, which would YOU prefer?
Since THAT is the game, the secret for job seekers is to activate your network to be the person with the odds stacked in YOUR favor. Use your Read the rest of this entry »
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