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• Digital Media Summit 2.0 Digital Media Summit 2.0

  • From: Kenneth Sneed
  • Description:

     

    	Digital Media Summit 2.0: “Highlights from the Event”   The Carolinas Chapter of the National Association of Multi-Ethnicity in Communications (NAMIC) recently held its second annual Digital Media Summit on August 24,2010 at Bryon’s South End in Charlotte, NC. The event assembled some of the brightest minds in digital and social media and technology to discuss the impact of emerging technologies on the telecommunications industry.         Carol Hevey, EVP Operations, Time Warner Cable East Region (pictured left) welcomed attendees and set the tone for an exciting forum for this half-day event focused on the evolution of digital media and its impact upon communications. In her comments she referenced keeping abreast of emerging trends and developments in the digital media space in publications such as The Morning Bridge ( www.mediabiz.com/morningbridge).           After Carol’s opening comments our Executive panelists had lively discussion around new media vs. traditional media. Executive Panelists (Listed l-r):  Louis D. Williamson, Senior Fellow and Vice President, Advanced Engineering, Time Warner Cable Advanced Technology Group; Harry Mower, Director of Development Evangelism, Microsoft Communications Sector; Angela Benton, CEO, Black Web Media; Kyle Chowning, Vice President of Marketing & Communications, Halogen; Winston Warrior, Cox Media Group, Senior Director of Marketing (Moderator);         After the panel of industry heavy-hitters, the keynote address was given by Dr. S. Craig Watkins, a respected Digital Media expert, professor, and author.   About Dr. S. Craig Watkins: Dr. Watkins has been researching young people's media behaviors for more than ten years. He teaches in the department of Radio-Television-Film and Sociology and the Center for African and African American Studies at the University of Texas at Austin. His new book, "The Young and the Digital: What the Migration to Social Network Sites, Games, and Anytime, Anywhere Media Means for Our Future" (Beacon 2009), is based on survey research, in-depth interviews, and fieldwork with teens, young twenty-somethings, teachers, parents, and technology advocates. (Please visit http://www.theyoungandthedigital.com/. to purchase a copy)             ( Photos l-r): Winston Warrior, Cox Media Group, Senior Director of Marketing; Carol Hevey, EVP Operations, Time Warner Cable East Region; Alana Moton, Field Director for Discovery Education and President of NAMIC Carolinas.         The robust discussions from audience attendees and feedback from NAMIC members attest to the fact that this event was educational and impactful. The idea that medium consumption is changing and that consumers of all ages expect and demand an enriched experience supports the timely theme of the Summit  --  “Convergence: Any content, Anytime, Any Device, Anywhere.”    .

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• Degital Media Summit 2.0 Degital Media Summit 2.0

  • From: Kenneth Sneed
  • Description:

    Digital Media Summit 2.0 Tuesday, August 24, 2010 Byron’s South End 101 Worthington Avenue Charlotte, NC 28203 *Complimentary parking
    About Dr. S. Craig Watkins: NAMIC Carolinas is excited to have Dr. S. Craig Watkins as the keynote speaker for Digital Media Summit 2.0 in Charlotte, NC on August 24th. Dr. Watkins has been researching young people's media behaviors for more than ten years. He teaches in the department of Radio-Television-Film and Sociology and the Center for African and African American Studies at the University of Texas at Austin. His new book, "The Young and the Digital: What the Migration to Social Network Sites, Games, and Anytime, Anywhere Media Means for Our Future" (Beacon 2009), is based on survey research, in-depth interviews, and fieldwork with teens, young twenty-somethings, teachers, parents, and technology advocates. While writing this book, Dr. Watkins fully immersed himself in what he calls the "digital trenches," to see up close how young people learn, play, bond, communicate, and engage in civic life in the digital age.
    Currently, Dr. Watkins is launching a new digital media research initiative that focuses on the use and evolution of social media platforms. For updates on these and other projects visit http://www.theyoungandthedigital.com/. NAMIC Carolinas looks forward to hearing Dr. Watkins' insights on these important topics at Digital Media Summit 2.0. See you there!
    Digital Media Summit 2.0 Itinerary: Carol Hevey, EVP Operations, Time Warner Cable East Region, will welcome attendees to this engaging, half-day event focused on the evolution of digital media and its impact on communications companies. 1pm – Event Registration Opens 2pm – Welcome and Introductions 2:30pm – Executive Panel* – “Convergence: Any Content, Anytime, Any Device, Anywhere” 4:00pm – Keynote Address – Dr. S. Craig Watkins 5:30pm – 7pm – Networking Reception
    Members - $49 Non-Members - $59 *Executive Panelists will be announced soon.
    **Your registration automatically qualifies you to win an iPad, courtesy of NAMIC Carolinas! The grand prize winner will be selected randomly and recognized during the Digital Media Summit 2.0. Must be present to win.

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• Digital Media Summit 2.0 Digital Media Summit 2.0

  • From: Kenneth Sneed
  • Description:

    Digital Media Summit 2.0 Tuesday, August 24, 2010 Byron’s South End 101 Worthington Avenue Charlotte, NC 28203 *Complimentary parking Carol Hevey, EVP Operations, Time Warner Cable East Region, will welcome attendees to an engaging, half-day event focused on the evolution of digital media and its impact on communications companies. This event will begin with a panel of industry heavy-hitters followed by a keynote address given by S. Craig Watkins, a respected digital media expert, professor, and author of “The Young and the Digital: What the Migration to Social Network Sites,Games, and Anytime, Anywhere Media Means for Our Future” (Beacon 2009). 1pm – Event Registration Opens 2pm – Welcome and Introductions 2:30pm – Executive Panel* – “Convergence: Any Content, Anytime, Any Device, Anywhere” 4:00pm –Keynote Address – S. Craig Watkins 5:30pm – 7pm – Networking Reception   Members - $49 Non-Members - $59 *Executive Panelist will be announced soon. **Your registration automatically qualifies you to win an iPad, courtesy of NAMIC Carolinas! The grand prize winner will be selected randomly and recognized during the Digital Media Summit 2.0. Must be present to win.

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• NAMIC Carolinas Roundtable Dis NAMIC Carolinas Roundtable Discussions Series

  • From: Kenneth Sneed
  • Description:

    NAMIC Carolinas Roundtable Discussions Series   NAMIC Carolinas is hitting the road, bringing our popular "Roundtable Discussions" series to your city. Join industry leaders and diversity champions as they tackle topics such as leadership, diversity, and mentoring.   Registration is now open exclusively to NAMIC Carolinas members. Act Fast. Seating for this complimentary event is limited and spaces will be filled quickly.   Monday, July 19th: Raleigh, NC Register here     Tuesday, July 20th: Greensboro, NC Register here   Wednesday, July 21st: Charlotte, NC Register here Thursday, July 22nd: Columbia, SC Register here   *Information on confirmed speakers coming soon!               www.namic.com

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  • 2 months ago
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• Carolina's Annual Membership M Carolina's Annual Membership Meeting

  • From: Kenneth Sneed
  • Description:

    On April 29^th NAMIC Carolinas kicked off the spring with its Annual Membership Meeting and speed roundtable discussions with industry executives and diversity champions. Approximately 70 members of The NAMIC Carolinas had the chance to participate in a number of Executive Roundtable discussions that centered around  topics of diversity, leadership, and mentoring  such as the below:

     

    *Staying positive during organizational changes

    *Creating your Brand

    *Networking effectively

     

    Feedback from the event was resoundingly positive.  NAMIC Carolina members commented that this event was valuable and was an excellent resource to receive tips for their professional development with some of the Industry leaders.

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  • 4 months ago
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• An Inside Look at Working with An Inside Look at Working with Executive Recruiters

  • From: Susan Waldman
  • Description:

    An Inside Look at Working with Executive Recruiters
    By Tracy Lawrence

    Tracy L. Lawrence is a management consultant who works with clients across the spectrum of consumer, technology, hospitality, and entertainment and media industries on strategic planning, marketing and human capital management issues.  You may email her with any career questions at tracy@tracyllawrence.com

    • Retained Search and Contingency Search: There are two types of recruiting firms—Retained Search and Contingency Search.
    • Retained search firms work with companies under exclusive contracts, and are compensated upfront for the work, with a bonus once the search is completed. In general, retained search firms work in close partnership with the hiring company (client), and often will have long-standing relationships with the executives in that company.  Retained search firms are most typically used for searches at the Vice President or higher levels.
    • Contingency search firms accept search assignments with the understanding that they will be compensated only if a hire is made. Consequently, there may be times when more than one contingency firm is working on a particular assignment, so you might be contacted by several firms with the same search! Contingency firms often also have longstanding relationships with their clients, and are used more frequently to place mid-level executives. However, in this new economic climate, some companies are using contingency firms where they once would have only used a retained search firm.

    As you interact with search firms throughout your career, it is important to have an understanding of how each firm conducts business, what their industry specialties are, and whether they work on a retained vs. contingency basis. It is also a good idea to ask who their major clients are and whether you can help source people through your own network for current and future searches.

    • Search firms work for companies, not individual executives:  I have often heard friends in the industry express frustration because a prominent recruiter won’t return his call, or spend time giving career advice. While this is certainly good practice, it is not always possible. A recruiter’s most important asset is his time. On a typical day, a recruiter is working on five or more searches, and the client must come first. If at that time, all of the current searches are in marketing and you are in finance, that recruiter will have to delay your meeting in order to prioritize his or her existing projects. Don’t take this personally because, as I previously mentioned, recruiters need to close searches in order to get paid!
    • Search firms cannot create a job for you: There tends to be a lot of mystery and speculation about what jobs recruiters know about, and how they decide to make you a candidate for that position. Simply put, recruiters have to be highly responsive to what their clients have asked for. Before a search officially begins, the recruiter and client typically develop a detailed list of qualities and qualifications they are looking for in a candidate. Some of this information will be shared with you, but some remains confidential. The recruiter’s job is to present candidates who have this specific profile. Recruiters are not generally encouraged by clients to present “out of the box” candidates for searches. Consequently, if your background is not consistent with the profile, you may need to use other avenues to get an introduction to the hiring company.
    • ALWAYS return calls to recruiters: Recruiters maintain extensive databases on executives in their target industries. Most of the larger firms will track every single conversation that they have with you, whether it is about a position, or some helpful referrals you have provided on searches that were not right for you. As you progress in your career, it will be important to maintain good relationships with the key recruiters in your field. On the other hand, if you establish a pattern of not returning calls, you may miss hearing about opportunities. Keep in mind that recruiters often handle Board searches, which will become more important as you progress in your career.
    • Build a bridge to the future: It is also very important to keep your interaction with recruiters positive. This may seem like a no-brainer, but in every search I have worked on, there was someone who did something inappropriate. Because recruiters are so well networked, it is important to maintain a solid professional relationship with them.

    The bottom line is to always remember that successful executive recruiters base their business on relationships and so should you! Remember to take responsibility for maintaining your own relationships with recruiters, help them source great candidates and be polite, positive and helpful in all your interactions with them. Opportunities from search firms may not always arise on your preferred timetable, but they will come to you when they have the search that is right for you.

    Tracy L. Lawrence is a management consultant who works with clients across the spectrum of consumer, technology, hospitality, and entertainment and media industries on strategic planning, marketing and human capital management issues.  You may email her with your career questions at tracy@tracyllawrence.com.

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  • 7 months ago
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• Mistakes in Job Hunting Mistakes in Job Hunting

  • From: Susan Waldman
  • Description:

    By Tracy Lawrence

    The job market continues to be difficult, and even the most qualified executives may find themselves out of work for longer periods of time. Whether you are actively looking for a new position or simply keeping your options open for a better one, it’s worth keeping in mind some of the critical mistakes candidates often make:

     

    1)      Not cleaning up your digital trail: These days, recruiters and hiring managers will inevitably do an internet search as part of the vetting process for candidates. You will want to make sure your Facebook, MySpace, LinkedIn, etc. pages are clean. Basically, you should assume anything you post could be read by a hiring manager and conduct yourself accordingly.

     

    2)      Resume problems: Make sure your resume presents you in a way that will be appealing to hiring managers. In past articles we have discussed the best approach to developing your resume. Don’t hesitate to ask a friend or recruiter to give you feedback.

     

    3)      Lack of preparation: Most companies want to see that you know their business and understand something about their culture. A great deal of information is available online, and that’s the minimum any candidate should do. In addition, if you can use your contacts to speak with a current or past employee, this can really give you an edge in the interview process.

     

    4)      Relying on online job-hunting sites only: A human resources manager recently commented to me that her company receives so many online resumes, they have to determine a cutoff number beyond which they simply won’t read any resumes submitted. If that cutoff number is 100 and your resume is number 101, it won’t matter how qualified you are. Online sites are great, but make sure you are networking and speaking to people on a daily basis to further your job search.

     

    5)      Rude to administrative staff: Remember that from the minute you step into the building, your interview has begun. It is very important to be friendly and courteous to assistants, receptionists, and any else you come into contact with during your interview process. Rudeness or lack of respect can ruin your chances of moving forward.

     

    6)      Questionable informal references: Many people don’t realize that it is quite          commonplace for companies to “ask around” to determine your reputation in the industry. Even if you are asked to provide a list of references, you should expect that the company could call people who are not on your list. This is particularly true for senior level positions. As a recruiter, I have seen a few people caught in misrepresentations this way. If there are any potential problems from your past employment, you may want to give your hiring manager or recruiter a head up so that they hear your side of the story.

     

    Tracy L. Lawrence is a management consultant who works with clients across the spectrum of consumer, technology, hospitality, and entertainment and media industries on strategic planning, marketing and human capital management issues.  You may email her with your career questions at tracy@tracyllawrence.com.

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