Wanted: PR Pro With Mad Social Media Skillz

by Alison Hill, Yesterday, 1:00 PM

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Before I started my own PR company, in the days when I still had to perfect my resume, buy the perfect interview suit, and meet a public relations executive for an interview in an office with fluorescent lighting (shudder), there were certain things I knew to be true:

1. My resume—no matter how much experience I had—must fit onto one page.

2. I’d need at least three good references—and if one of those references was from a reporter, I was golden.

3. In an interview, I’d talk about my outstanding skills at working my Rolodex in order to get reporters on the telephone so I could get my clients ink. Literal ink. Like in print newspapers and newsstand magazines.

4. If I got the job, I could expect to be working at least 40 hours a week, mostly in that office with the fluorescent lighting, punctuated with buying lunches for journalists (when they’d let me) and working the red carpet or the press room at nighttime events.

Some of those things are still true—there will always be publicists staffing red-carpet events as long as there are celebrities and media—but most everything else about the process of getting and keeping a PR job has changed. (Just try to get a reporter on the phone these days!)

While this isn’t a surprise, I got a look at the nitty-gritty realities recently when I interviewed Jim Delulio, whom I worked with years ago when he was an EVP at PainePR. Today, Jim is president and founder of PR Talent, a national executive recruiting firm specializing in freelance and full-time public relations positions.

Jim has witnessed ongoing evolution in the PR business for years, and serves as a guide to the new landscape for PR professionals. Among the changes Jim described:

The skills: “I see the entire skill-set composition changing for what has been called a PR professional,” Jim says. “In the next five years, a PR person will spend 60% of their time on social media activities, 20% on traditional media, and the rest on client relations and team management.” So much for my Rolodex and landline!

In fact, Jim adds, “Social media and growth in digital are really the big demand drivers for new jobs right now. There are jobs available at all levels, from newbie to senior management, but the greatest demand is for talent at the mid levels. And the younger you are, the more it's expected that you’ll have strong social media skills.” 

The hours: With the economy still on the slow road to recovery, companies are relying heavily on freelance help, rather than focusing entirely on those 40-hour-a-week fulltimers.

“Freelancers are a vital part of the mix because they allow companies, especially agencies, to manage ebbs and flows in client activity without committing to a full-time hire,” Jim says. “In addition, PR and communications have traditionally been—and likely will continue to be—female-dominated industries, and many women find freelancing a great way to build a business while raising a family.”

The resume: “Resumes no longer have to be one page—now that everyone’s resumes are digital, it’s fine to have a two- or even three-page resume, if your experience merits it,” Jim says. Other resume tips:

• List your clients: “In PR, you are who your clients are. That's what the hiring managers want to see.” 

• Make it a Word doc: “Recruiters typically want to logo-stamp resumes and can't do that with a PDF.  Also, if they find a last-minute typo or format error, they can correct it for you on the spot.”

• Use those job-description key words: “Resumes are often parsed or automatically searched for key words. If yours has them, you'll be scored higher by many HR departments.”

• Include your address and zip code. “Recruiters often search their databases by geography. If your resume was parsed and no address was found, you'll miss out when that recruiter is looking for someone in your home town!”

• Three references (reporter not required): Supervisor, peer and subordinate. 

The interview: “The biggest mistake people make is not preparing and not knowing everything they can about the firm and its business,” Jim says. “With everything that's online today, there's no excuse. Take the time to review all of the interviewers’ backgrounds on LinkedIn so that you're aware of their work history and can talk about any mutual acquaintances or common career threads.” Other interview tips:

• Show up on time. (Should be a no-brainer, but…)

• Be confident—but not over-confident. “You may be able to do the job in your sleep, but you don’t want to come off as cocky.”

• Be prepared with your own questions. “Bring energy, excitement, and curiosity, tempered with a professional demeanor.”

At least one thing hasn’t changed: You still need the perfect interview outfit. 

“You don’t want to misjudge the dress code,” Jim says. “It’s harder to do today, but it happens.”

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Men, Women, and Status in Negotiations

EDITED BY PON_STAFF ON MARCH 21ST, 2013 / BUSINESS NEGOTIATIONS

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A growing body of research suggests that status concerns vary depending on the gender of interested parties.

First, men tend to care more about status than women do. Using a university sponsored fundraising campaign, researchers Bruno S. Frey and Stephan Meier of the University of Zurich examined how social-comparison information affected contribution rates.

• Male students who learned that a high percentage of students had contributed to the campaign were more likely to make a contribution than were female students who received the same information.

In the context of negotiation, professors John Rizzo of Stony Brook University and Richard Zeckhauser of Harvard University asked a group of young physicians about their reference groups and salary aspirations.

• Male physicians compared themselves to reference groups that earned higher salaries than the ones female physicians selected. 
• In addition, men’s salary reference points were more indicative than women’s of how much they earned later.
• Finally, women tend to compare themselves to particular individuals whom they know, while men tend to assess themselves according to information about typical behavior.

For this reason, when negotiating, consider offering different social comparison information to men and women. You might tell a male prospective hire that you’re offering him more than you’ll give others with his qualifications (assuming that is true).

When negotiating with a female prospect, you might be more specific:

“We recently interviewed someone similar to you, a Kellogg MBA with several years of consulting experience. To signal how much we want you to work for us, we’re offering you more than we offered her.”

http://www.pon.harvard.edu/?p=34147/?mqsc=E3486922&utm_source=WhatCountsEmail&utm_medium=PON%20Harvard+Negotiation%20Insider%20Tuesday&utm_campaign=Negotiation_Insider_03262013

Robots on the rise in North America

Posted by Rick Lingle, Technical Editor -- Packaging Digest, 2/7/2013 1:28:14 PM

The North American robotics market has recorded its strongest year ever in 2012, according to new statistics from Robotic Industries Association (RIA), the industry's trade group.

A total of 22,598 robots valued at $1.48 billion were sold to companies in North America in 2012, beating the previous record of 19,337 robots sold in 2011. When sales by North American robot suppliers to companies outside North America are included, the totals are 25,557 robots valued at $1.66 billion.

Compared to 2011, North American orders were up 17% in units and 27% in dollars.

"The Automotive industry has continued to be the strongest driver of the North American robotics market," says Alex Shikany, Director of Market Analysis for RIA. "Robots sold to automotive OEMs in North America jum

ped 47% over a then record-setting 2011, while robots sold to automotive component suppliers increased 21%," he noted.

Industry, applications results

Sales were also up in metalworking industries (+12%) and life sciences/pharmaceuticals (+3%). In terms of applications, increases were seen in assembly (+40%), spot welding (+37%), arc welding (+24%), coating & dispensing (+13%), and material handling (+3%).

The fourth quarter of 2012 was the strongest quarter ever recorded by RIA (the association began reporting data in 1984) in terms of units ordered, with 6,235 robots sold to North American companies. The fourth quarter w

as up nine percent in units and 21 percent in dollars over the same period in 2011.

"It is promising to see such positive growth in robotics despite the tumultuous manufacturing environment throughout 2012" says Jeff Burnstein, President of RIA. "This growth is an indication that more North American companies are looking to automate in order to reduce costs and increase productivity, and that is a good sign for robotics."

U.S. trails only Japan in robotics use

RIA estimates that some 225,000 robots are now at use in United States factories, placing the U.S. second only to Japan in robot use. 

"Many observers believe that only about 10% of the U.S. companies that could benefit from robots have installed any so far," Burnstein says, "and among those that have the most to gain from robots are small and medium sized companies."

Founded in 1974, RIA represents some 300 companies, including leading robot manufacturers, component suppliers, system integrators, end users, research groups and consulting firms. RIA's quarterly statistics report is based on data supplied by member companies representing an estimated 90% of the North American market.

What will 2013 hold? Burnstein said RIA does not make robotics sales forecasts, but he believes that if the economy remains strong we should be looking at another good year for the robotics industry.

"The increased demand for robotics was evident at this year's Automate show in Chicago, which had record setting attendance levels," says Burnstein. "It is clear that people are excited about automation and the benefits it provides."

Source: RIA

http://www.packagingdigest.com/article/522974-Robots_on_the_rise_in_North_America.php