The Perfect Fit

Now Hiring: Associate Design/Creative Director #15092

General Description:
In this confidential search for our St. Louis client, we’re looking for an Associate Creative Director (Design) who wants the opportunity to take the next step and help lead a team.  We need a first rate Designer who does great work and is ready to be in charge of a department, direct and manage work flow while partnering with other internal creative colleagues (video, print, interactive).

With that in mind, we need an experienced creative who’s got some project/traffic management skills, and who considers themselves to be an excellent designer and one of “the best” art directors around!  Multi-task, lead, mentor, concept, create and present in a modern, rapidly growing agency developing compelling content through multiple channels for their Global (yes, Global) clients.

You’re a smart visual thinker who’s very comfortable creating experiences, brand identities and telling stories, whether in person, print, online or with video.  You like to explore, innovate and mix all the disciplines together into a strategically sound, visually compelling gumbo that moves the client’s needle.

Compensation:
Excellent compensation package with full benefits, including 401K with a match and delivered in a busy, collaborative culture doing smart, great work for Fortune 100 and 500 clients.

About Our Client:
Our client is a consistent leader in their marketing thinking, working with national and multi-national clients who are leaders in their category.  Our client’s leadership team is smart, forward thinking, nimble, entrepreneurial and innovative.  They are always thinking about developing new ways to help their clients’  enhance engagement  with communicating the message. The environment is modern, creative and professional.  Your colleagues are passionate, smart and always valuing work-family balance.  EOE

If you’d like to know more, let’s talk.  Let’s start the process by you sending Bob an email with your resume attached (Bob@Bishop-Partners dot com).  Please detail your interest in and specific qualifications for the position as you understand it.  Bob also needs to see some electronic samples of your work.   

Create An Engaged Workforce!

Did you know that only 31% of the workforce is engaged (paying attention)?  Did you know that level of disinterest hasn’t changed in the last 15 years?  As an employer, how can you possibly be “ok” with that?  What employer wouldn’t want to increase productivity up to 30%?  It’s critical to build companies (think communities) that employees love and want to work for.

Did you know that people look at their phones over 100 times per day?   That’s only phones!  Most people now have more than one device.  You know that there’s a trend to more remote workers, in virtually every industry.  Did you know that remote workers now total 37% of the workforce (and growing every day)?  We are hyper connected . . . just not to our work.

Think about how we use social media to connect with those people in our lives that we care about . . . those that matter to us.  Did you know that you can extend that social connecting and support (and caring) to the workplace with the use of private social networks?  There are very simple ways to create comradery and support friendship and collaboration within a workforce.  New employees can learn about and become part of the team before they start!  The internal transfer of knowledge can accelerate.

This is some of Chris Dornfeld’s thinking and some of the rationale behind Bonfyre, an app that accomplishes what I’m talking about.  But wait!  There’s more!

Building Magnetic Talent Communities Is The Future

What the hell is Bob talking about?  What does he mean?  What’s a “magnetic talent community”?

Obviously, a “magnetic” talent community is one that “attracts” talent.  The internal culture of an employer is so attractive because an exciting scope of work is coupled with the trusting and respectful attitude of everyone in the company, top to bottom.  

Employees love the work, the environment and their employer so much that they talk about it.  They talk about every component of it.   They talk about it amongst themselves and they can’t help but mention it in other conversations . . . lots of other conversations.  Soon, the happy employees’ friends, family and acquaintances all know how happy the worker is.  They tell their colleagues and friends . . . Pretty soon, lots more people know!

All of a sudden you have a “magnetic” talent community.  The talent scarcity is going to continue to become more of a crippling issue every year.  The issue is magnified by the need for the workers of the future to have a technical skill set, that’s much different from what’s been needed previously.

Employers Should Treat Candidates With Respect!

I've come to the conclusion recently that employers rarely treat candidates with the same level of respect with which they themeselves expect to be treated.

Candidates, whether in the interview process or responding to a job posting, should be handled in a thankful and respectful way . . . not as an inconvenience to be put up with.   Thankful, in that the employer should be happy (thankful) that the candidate is interested in working for them.  I'm continually amazed by how many candidates tell me that they have received no response whatever. (Disrespect)

Candidates in the interview process spend hours researching the employer, trying to find out as much as possible so they can conduct intelligent due process and ask smart questions.  Wouldn't you find out everything you can about a prospective future employer?  Talk to everyone you know, read everything you can find?  Premier candidates do . . .(Respect)

Conversely, I've been in interviews where a member of the employer team has obviously not taken the time to even read the candidate's resume.  They certainly haven't read any of the supporting materials that (in this case) we present to our client (the employer).  They haven't devoted enough time to prepping for the candidate to be able to conduct an insightful interview.  (Disrespect)