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So far Karim Ardalan has created 28 blog entries.

Your First Year in a New Job

Tuesday, May 29th, 2012|

You’ve landed your dream job, congratulations!

The first year of a new job is not unlike the first year of a marriage, except in the obvious ways, of course. You know you love the job, the company is a good fit, and your skills fit the job responsibilities. You are compatible. But you’ve never spent every day together or figured out your routine together.

The First 90 Days

You started three weeks ago and you still don’t really know what you’re doing exactly. You still have trainings and meetings a lot, your workspace is still being set up and you’re slowly getting to know you, co-workers. You’re working at the easy stuff or the stuff you already knew how to do before you started. You’re still a newbie.

It’s okay. Take your time.

The first 90 days are an opportunity for you to build a solid foundation for your time at the company, learn everything you need to learn, and get comfortable. It’s okay if after 30 days you wonder if it will ever happen and if at 60 days you’re still a little unsure. Really.

The Second 90 Days

You’re comfortable now and know what you’re doing to fulfill your responsibilities. The second 90 days at your new job are a time to evaluate your actual job, compared to what you thought it would be. What do you like doing best and what would you love if someone else took over? It’s too early to change anything, but start developing a plan to make your dream job even dreamier.

The Third 90 Days

This is the time when you put your plan into action. Approach your manager about your willingness to take on more of what you love. Be proactive about trying to tweak your job into exactly what you want, what will keep you there, what will keep you fulfilled. Your managers know what you’re capable of and, if you’ve been successful, they will want you to stay.

If it works, great!

If not…

The Fourth 90 Days

Not every job is going to be perfect, and you can’t expect them all to be. However, at this point, you have a pretty good idea of how “not-perfect” the role is and will be in the coming year(s). This is when you can think about the long term. There are lots of reasons to stay in a job, especially in today’s economy. And if the pros for staying far outweigh the cons – you’re in for a great finish to your first year.

But there could very well be another company out there that is a better fit for you and your experience. Get your resume out and add your current job, with your accomplishments so far. Think about your motivations for leaving and focus on positions that will improve upon them so you have a better experience next time around.

You never know what’s going to happen or what a place is really like until you’ve lived there for a while. Let the relationship develop, settle down, become comfortable. Don’t worry about the time it takes…just make sure it is the right place before you put down roots.

Wendy Stackhouse, for Artisan Creative

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Tips for a Successful Resignation Meeting

Thursday, May 3rd, 2012|

The negotiations are complete, a new job offer has been made, you’ve formally accepted the position and now you just have to turn in your notice. Easy, right?

For some job seekers who are currently working, the resignation meeting can be a daunting process…

How do you say “good-bye” to your current employer, while maintaining good rapport for the future?
If you’ve been working for your employer a long time, how do you overcome the nerves that arise at the thought of leaving the stability you’ve enjoyed for the great unknown?
If you’re presented with a counteroffer, do you take it?

Working with talent from resume to interview to offer and beyond, our recruiters have helped many job seekers through the resignation process with the following tips:

Before you ever resign – figure out why you want to leave. Whether it’s the location, salary, team, boss, responsibilities, lack of challenge or simply that you’re ready for something new, there is a reason you want to find a new position. Identify your real motivations for leaving and concentrate only on opportunities that will offer you what you seek. When you finally do accept that new position, there should be no question in your mind that this really is the best opportunity for you at this time.
Never accept a counteroffer; you only put yourself at a disadvantage. By starting the resignation process with your current employer and accepting more money to stay, your employer still learns that you are unhappy in your position. If salary wasn’t your main reason for wanting to leave, then many (if not all) of the other reasons you wanted to leave still haven’t changed. And don’t be surprised if they question your loyalty when you’re up for awards, honors, new clients, responsibilities or promotions. Employers could go so far as to use a counteroffer to buy them time to find your replacement, ultimately replacing you (and leaving you without another job to go to).
Always start a resignation meeting with a matter-of-fact (not apologetic) letter. It could simply state: “Dear ____, The purposed of this letter is to inform you that as of (date), I will no longer be employed with (company). I wish you continued success in future. Kindest, ________”
Upon presenting your resignation letter, reiterate that you are leaving and assume next steps. Explain the truth in a way that communicates respect for all parties and assumes the next logical step is your handover. Let them know that as of a certain date you will no longer be employed and wanted to start the turnover / handover process as soon as possible. By asking for details to start this process, you leave them less room for trying to convince you to stay or offering you something else to keep you happy. Your decision seems more final.
No matter how your employer reacts to the news, stay calm and professional. Though employment laws differ in every state, unless you feel comfortable or have a binding non-compete to honor, you do not have to disclose why you are leaving or the new company who has hired you. If your employer continues to insist, you need only state that you choose not to discuss your reasons for leaving but focus on how you can help the company before your departure.
Before sharing your departure with colleagues, ensure you have discussed how it will be addressed. Will you announce it? Will the company? Will it be done in writing or verbally? This step further conveys your respect for your employer/manager as well as solidifies the finality of your turnover.
Between the time of your resignation and departure, don’t change your work ethic. While it might be tempting to come in late, leave early, leave things unfinished or not work as hard, don’t do anything that might change the way your counterparts view you and your work. Burning bridges never works!

Most of all, remember that you are in control of your career – not your employer! Your new opportunity will bring with it great things. The resignation meeting is just one small thing to do before you get there.

Good luck!

Jess Bedford for Artisan Creative

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The Proust Questionnaire for Creatives

Thursday, January 26th, 2012|

You’ve heard of the Proust Questionnaire, I’m sure. Made famous in the back pages of Vanity Fair Magazine, it was named not for questions, but for the answers given by Marcel Proust to a set of questions asked by his friend Antoinette Faure.

I remember them best from a television show called “Inside the Actors Studio” where, at the end of every episode, host James Lipton would ask these questions of the famous actors he interviewed. His questions included: What is your favorite sound? What is your favorite curse word? If you weren’t an actor, what would you be instead?

Barbara Walters uses a variation of the Proust Questionnaire in her interviews – which, in turn, inspired us at Artisan.

I asked our Recruiters what Proust-like questions they would like to ask (or do ask) when they interview talent, and I love the responses! Definitely a lot more interesting than the adage “Tell me about yourself”, the answers to these questions reveal aspects of a candidate’s personality that help hiring managers determine if someone is the right cultural fit for their position.

And so I bring you…(drum roll, please)…The Proust Questionnaire for Creatives

Some that aren’t too outside the box:

What is your definition of creative?
What is your ideal job and where?
What inspires you?
Who is your favorite designer?
Who is your favorite architect?
What is your favorite source of design inspiration (website, magazine, blog, etc)?
What projects have you worked on that you are most proud of and why?

Some that would be fun to answer, take some real consideration but still be job related:

Name 3 things you could not live without?
What is your favorite part of the day or favorite part of your job?
We used to have the drop shadow, now we have the reflective surface, what do think is next?
What keeps you motivated?

Some that might make me wonder what they’re looking for exactly:

Where is your ideal travel destination and why?
What 3 things that you use in everyday life should be designed differently?
What was the last book you read?
What is your favorite TV show or Movie?
What is playing on your iPod right now?

And a few that I’ve honestly never thought about before an interview (but maybe I should)!

In your time away from work, what do you do?
Are you doing what you love or doing what pays the bills?
If you were an animal, what would you be and why?
If you could invite three people (dead or alive) to dinner who would they be and why?
Do you believe in aliens?
What’s the most despicable act a creative supervisor has done/can do to you?

I’m definitely going to add some of these to my interview preparation list!

Granted – these are just some of the unusual questions potential hiring authorities could ask during an interview. The best advice is to be prepared to answer these kinds of questions as honestly and calmly as possible. Guess that’s just one more reason to do some practice interviews with imaginative friends!

Wendy Stackhouse, Consultant for Artisan Creative

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Global Entrepreneurship Week

Tuesday, November 15th, 2011|

This week entrepreneurship is being celebrated in 123 countries engaging more than 10 million current and aspiring entrepreneurs worldwide during Global Entrepreneurship Week. Entities such as The Kaufman Foundation and EO are helping the world learn how entrepreneurs are driving the change we need to overcome these challenging times. By coming together to share their collective experience, participating entrepreneurs will inspire and support the next generation of entrepreneurs.

Kiva is just one prime example of how a small group of entrepreneurs can positively impact a much broader base of global ones, by giving them the opportunity to build something that will return on their investment. Who knows the impact a week as this will have on the entrepreneurs of tomorrow!

Whether by necessity or choice, the entrepreneurial spirit comes from within, and in many ways the freelancers our company works with are entrepreneurs. By running their own business every day – selling, marketing, creating, invoicing, and collecting – freelancers face the same business challenges that entrepreneurs do.

I encourage each of our freelancers to spend some time this week learning about what it takes to change your community and the world as an entrepreneur!

Jamie Douraghy, President

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What type of creative talent does Artisan actually recruit?

Wednesday, August 31st, 2011|

We’re often asked by both prospective clients and job seekers – what exactly the “Creative” in our company name really means. After all, the creative industry can encompass so many areas of expertise. So where does Artisan focus our core recruiting, networking, and talent development efforts?

You can see a comprehensive list of the types of roles we place.

Still have questions? We’re happy to help.

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What Really Happens During A Reference Check?

Thursday, August 11th, 2011|

If you’ve never had to conduct a reference check for a perspective employee yourself – you may wonder what, specifically, employers ask your former managers, colleagues and friends about your work experience?

Or, if you’re a small buisness looking to expand, you might wonder what types of questions are best for checking the references of future employers.

In either case, we offer the following as a pretty standard reference check questionnaire:

Reference name, company and title
Please describe your working relationship with (potential candidate). How long did you work together?
How would you describe his/her working style?
What are his/her strengths?
What set him/her apart from others in this role?
How does he/she face and overcome challenges?
How would you rate the candidate in the following areas using a 1-10 rating system (1 being Poor and 10 being Excellent)
Additional comments regarding any of these areas is always welcome:
- Attendance/Reliability
- Adherence to Deadlines
- Conceptual Comprehension
- Executional Capabilities
- Knowledge of Programs/Systems
- Leadership Qualities
- Overall Quality of Work
- Communication skills
Is he/she someone you would like to work with again?

The best way to conduct reference checks is over the phone. However, when time does not permit, emailing these questions is acceptable.

If you are a talent submitting references to a potential employer, confirm that the contact information you provide is accurate and up-to-date. Also, make sure you notify your references that potential employers may be contacting them.

If you doubt a reference can speak favorably about these specific areas – it might be better to address that up front or find another reference.

Other reference check questions? Let us know!

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How to Use Research Effectively in Your Job Search

Tuesday, August 9th, 2011|

Research. The word probably conjures up bad memories from your school years where you spent hours in the library, leafing through books and periodicals to complete that paper you’d waited until the last minute to start.

Fortunately, with improvements in technology, more information is right at our fingertips via the world wide web then ever before. We can access information about almost everything from our computers, tablets and phones.

So with all this information so easy to find – why are mostjobseekers waiting until their interview to start researching?

Certainly, once an offer has been extended, it’s an excellent time to research a company’s history, annual reports, industry and events. However, knowing this information really doesn’t make you stand out above your competition.

Here are a few recommendations for using research throughout your job search to help you gain a competitive edge:

Find a problem you are qualified to solve, and use research to craft a custom resume to demonstrate it. Show how you have previously:

Solved the problems a target company is facing
Capitalized on opportunities a target company is currently exploring
Overcome problems or roadblocks to achieve goals similar to that of your target company

Ask questions during your interview. Engage an interviewer to discuss challenges that you have already solved.

Figure out how you can turn company roadblocks into questions that address the problem.
Consider how to monetize the issue (“how much will you lose if the opportunity is missed?”) to further demonstrate how your experience is a relatively inexpensive solution to their problem

Research the company culture to discover clues about the best communication style for your resume and in-person interaction.

Review pictures on the company’s website and annual reports, read employee quotes, review LinkedIn Profiles, visit their company YouTube Channel, anything that can help you figure out the best dress style, office setting, level of formality, etc.

Now that you’ve seen how research can help your job search, here are a few places to help you find information on your target companies:

Organization Website
LinkedIn
The company’s YouTube Facebook or Twitter pages
Pres Releases
Organization Blogs / Industry Blogs / Competitor Blogs
Glassdoor
Google
Quarterly / Annual Reports (for Public companies, regulated industries, and some Non-profits, Hospitals, and Educational institutions)

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Portfolio DOs and DONTs

Friday, July 22nd, 2011|

Over the years we’ve seen our fair share of creative portfolios. Some AMAZING portfolios. Others…well, not so much.

So what makes a portfolio really stand out? Here are just a few tips to consider when sending your work out to potential employers!

Creative Portfolio DOs
DO Showcase your best/most impressive piece first. Remember that your portfolio is how potential employers first judge your creativity, skills and potential. Therefore, be sure to put your best work forward… start off with your proudest piece.

DO Go digital. Online Portfolios are the quickest and easiest way to market yourself. Even if you have no online work to present, the online portfolio can help creatives reach a whole new audience. There are a number of great portfolio sites out there that enable you to upload your work for a nominal fee, and sometimes at no cost. We see talent work from Behance, Krop, and Coroflot almost as much as we see unique URLs.

DO Stay Organized. Make sure to establish some order by organizing your book or website into sections (advertising, logos/identity, brochures, etc.) or group by company or campaign depending on what’s appropriate.

DO Check the quality. Photo quality, that is. Make sure images are optimized and printed at the best resolution possible.
Explain your work. Including a brief synopsis of project details- outlining the client, project objective, your role, and programs used is always appreciated.

DO Test those links. For online portfolios, make sure that your URL links are working and the work is still yours and hasn’t changed.

DO Assume everyone heading to your site is technically challenged and impatient. Create a site that is easy to navigate and quick to load. A simple CSS style is a great way to go.

Creative Portfolio DONTs
DON’T Overload your site with every bit of work you’ve done over the years. Keep your portfolio concise. A well-organized portfolio with 10-15 pieces of your best samples will always shine.

DON’T Be outdated. Keep your website up to date with fresh and relevant work. If the work is more than 5 years old, it’s probably a good idea to leave it out.

DON’T Be generic. Let some of your personal styles shine through. Brand yourself by creating a logo, color palette, and look and feel that represents you and carry it throughout.

DON’T Forget your credentials. Make sure to include a copy of your up to date resume.

DON’T Forget your contact details. What good is an amazing portfolio if potential employers have no way of contacting you? For online portfolios especially, make sure there is an active email and/or phone number to ensure interested parties can connect with you.

Need more help putting together a killer portfolio? We’re always happy to review talent portfolios and provide feedback. Who knows – we might even have an opportunity that could be a good fit. Get in touch with us!

Jamie Grossman, for Artisan Creative

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