Tagged 'hiring'

Why Employee vs Independent Contractor Classification Matters

Posted by Willie Pena on May 9th, 2014 at 7:47 am

Whether you are looking to hire talent for your business from a creative agency such as Wunderland or searching for a new job, it is important to understand the differences between employee and independent contractor classifications. From tax ramifications to business or worker responsibilities, this one label can make a huge difference. These tips and criteria will help you to ensure you are using the right classification to achieve maximum benefit for your business or employment efforts and avoid the pitfalls of improper classification.
Independent Contractor or Employee?

When it comes to choosing the proper classification, there are many things to consider. The US Department of Labor and Supreme Court agree that classification is not possible using a specific list of criteria. However, by analyzing worker involvement and the employer-employee relationship, a few generalizations can help to determine the proper choice.

Worker Control and Supervision: In general, independent contractors provide a service while controlling many of the terms of when and how services are rendered. Employees are generally provided a schedule and supervised within the company while independent contractors are not.
Worker Investment: In most cases, employees are provided with facilities, equipment and training by their employers. While some of these items may... Read more

Why NOT To Hire Your Most Qualified Candidates

Posted by Jeannie Walters on March 11th, 2014 at 10:10 am

The work-from-home culture
If culture is king for a superior customer experience, as we say here at 360Connext, it seems working from home is a prime example. It's argued over and debated, given and taken away, loved by some and hated by others.

We run a virtual company. That means the entire team – CEO included – works from wherever we wish using the amazing tools available to us – GoToMeeting, Office 365, Evernote, Box, and even Google Hangouts – to attend meetings, collaborate, and deliver to our clients.
BUT the virtual culture is a critical part of how we hire. Some people just can't be comfortable without the structure and security that come with a brick-and-mortar office. I know many people who simply need a place to report to in the morning. There's certainly nothing wrong with that. But qualifications aside, these people simply can't fit into this culture.
Your own culture is sacred.
This raises questions about a bigger issue. If you're not hiring for your culture, you are inviting issues that create problems for your best employees. While working with corporate clients, I’ve been exposed to the training programs that include titles like “How To Work with Difficult People.” Unfortunately, this means there are... Read more

Why the Recruiting Process is Broken and How To Fix It

Posted by Jane Turkewitz on November 4th, 2013 at 4:06 am

Branding has shifted dramatically with the advent of Internet technologies and social media. Companies can’t simply create a logo, a catchy tag line and a single, unified message and call it a day.  Today’s brand marketers are challenged to truly connect with consumers in a more personal way.
Customer service has become a huge part of the branding experience as companies address public commentary that can have a negative impact by going viral, reaching thousands, if not millions via social channels. New data technologies allow companies to push out different brand messages to varying consumer sets, based on sex, demographics, online shopping behaviors and psychographics, at the micro- and macro-level with a few clicks of a mouse.
Chris Malone and Susan Fiske, in their book, The Human Brand: How We Relate to People, Products and Companies, profess that the brands with the greatest success today embrace two things to the fullest: warmth and competence. Humans are wired to migrate towards people who are warm and competent and thus it makes sense that brands capable of embracing these two traits will be inherently magnetic.
Reading this was an “aha moment” for me. Not only regarding the concept of branding, but in how it also... Read more

How a Little Empathy Can Go A Long Way When it Comes to Hiring

Posted by Jane Turkewitz on February 4th, 2013 at 8:42 am

em •pa•thy (definition): the intellectual identification with or vicarious experiencing of the feelings, thoughts, or attitudes of another....(Source: dictionary.com)

Recruiters are matchmakers, hunters, negotiators and, most definitely, therapists. There’s not a week that goes by — or maybe even a day — when we’re not providing some sort of mental release for a job seeker frustrated with his/her search and the process as a whole. I don’t mean this as a complaint. Just a statement of reality.
A sample of things that I commonly hear:

“I had five interviews, making it all the way to the C-suite, when all off a sudden, everything went radio silent.  Nobody will return my calls or emails. I can understand if they don’t want to move forward but you’d think they could have the courtesy to just say so. A little closure, please.”
“I put a weekend’s worth of work into doing a project that was requested of me and then I never heard “boo.”  Did they just use me to get a project done for free?”
“I was hired by a company and then a week after I started, the division I... Read more

Why is recruiting for top media talent so hard?

Posted by Judy Popky on May 12th, 2011 at 12:26 pm

First off... this is my first blog post.  Ever.  I just never really think that people care about what I think.  I mean, I know I have a lot of opinions... but do you care?  Well, I guess we'll find out...
I recently relocated for a new job.  I was fairly choosy in where I wanted to go and why.  When I got here, one of my first charges (after filling out the proverbial paperwork), was to organize and staff the department for success.  I needed 5 (yep, FIVE) people to join a talented and smart, but young team already in place.
We started looking, recruiting, mining LinkedIn and all the obvious places.  Talent was really scarce. I should clarify.  GOOD talent was really scarce.
So, I know the recession hit the ad industry pretty hard.  But, it appears to have rebounded nicely for talented digital, media and developing pros.  We quickly realized that we were competing with sister companies in the same building to huge client engagements across town and across the country.
But, why is it so hard to find top talent?
I have a theory:
Back in the first dot com crash in late 2000, many of the young upstarts who opted out... Read more