Catching Up with Kristin (Pt. 1)


I recently caught up with Kristin Zwickau, our director here at CM Access, and picked her brain about hiring new employees and the state of the creative industry today.

 A quick video from Kristin! 

So, I know the topic of the moment is unemployment. What are we looking at, as far as creative jobs go? Are we in the clear yet?

You know, it seems like we’re well on our way, especially our industry here in Massachusetts. Experts claim the natural rate of unemployment won’t drop below 5.6%. That being said, the nationwide unemployment rate of 7.7% is a bit higher than the natural rate, for recession-related reasons, but Massachusetts seems to be nearing the light at the end of the tunnel, at 6.5%. Even better is that the U.S. creative industry as a whole has a 4.1% unemployment rate. Mobile and interactive, specifically, is at 0.0%. ZERO percent! 

01_unemployment

What sort of jobs are in high demand?

The industry demand is for digital, video, and mobile jobs. Digital marketing is also an area that’s experiencing high growth, along with target/lead generation marketing. Corporations realize that in order to compete in today’s market, they have to go digital. 

I know one of the issues with creative employees is that monotony makes them antsy, so job switching is prevalent. On one hand, this provides a company with fresh talent, but sometimes adjusting to a new person can be a bit challenging. Do you see this as an issue?

No, I really don’t. Generally, creative departments have a set number of seats that are full-time employees and then a percentage of staff that are contract. This allows the company to focus on, challenge, and retain top talent, while still bringing in fresh ideas from the outside. It’s also a way for the creative director to fill his or her pipeline with viable future talent to hire full-time, should a position become available.

That being said, it is definitely in a company’s best interest to invest themselves in their employees. They say the successful manager of the future will be one that knows how to retain and attract top talent. So, it’s no longer about just getting the best people, but the challenge is in determining how to keep them interested and active in your company.

What’s the best way to do that?

It’s a cycle, and employee engagement is key. Keep your current employees satisfied by allowing them to grow while they’re working for you. Give them opportunities to socialize and learn new skills– make them feel like it’s a real give-and-take relationship from both sides. The overarching idea of having supportive management is probably the simplest way to break it down. 

Part 2 of our chat is coming up next week!

2 responses to “Catching Up with Kristin (Pt. 1)

  1. Pingback: Catching Up With Kristin (Pt. 2) | CMAccessBoston's Blog

  2. Pingback: The Talent War: 3 tips for employers on the hunt for top talent | CMAccessBoston's Blog

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