Share your creative work with new portfolio app on LinkedIn

In the past few years, LinkedIn has become the top social media site for professionals. Users can post their resumes and connect to industry peers. Recruiters and corporate leaders can scan the site to search for potential candidates. But for creative professionals, LinkedIn has long been lacking a place to display multimedia projects, artwork, or photos.

Until now.

Just last week, LinkedIn developed a new app called the Creative Portfolio Display. This app allows creative professionals from the advertising, digital media, or film industries to showcase their portfolios more easily.

Scott Belsky, the CEO of Behance created the LinkedIn app and emphasizes the importance of using the LinkedIn portfolio as the place to display professional work alongside the professional profile. This new app allows users to display creative projects in their LinkedIn profiles after simply adding these projects to the Behance Network.

This new feature is exciting for creative professionals in the media industry. Advertising executives can now create one central portfolio on LinkedIn and the service is absolutely free, allowing users to upload an endless number of multimedia projects.

Check out Chris Crum’s article at WebProNews for more information on this new app:

Dear Bev: What Are Your Top 10 Resume Do’s and Don’ts?

By Beverly Weinstein

Dear Bev: What Are Your Top 10 Resume Do’s and Don’ts?

Job opportunities in the media business are looking up. The Internet is booming, the TV upfront is on fire, and the slump seems to be over for magazines, radio and local TV. If you’ve been thinking about a job change, this is a great time to start searching. But while you may be ready, is your resume?

Here are my top 10 resume do’s and don’ts.

1. DO focus on accomplishments and achievements, not just job responsibilities.

2. DO include numbers and brand names. Specifics always catch a reader’s eye faster than general statements.

3. DON’T just add on to an old resume. Edit your previous positions. A job you had 10 years ago shouldn’t command the same amount of space as your current role.

4. DO check out resume formats. There are lots of examples online, including at career sites, that show you how to format in order to highlight important key words.

5. DO make sure your resume is easy to read. There should be ample white space, bolding where applicable and bullet points.

6. DON’T go past two pages. And if you’re more junior, keep it to one.

7. DO indicate the total number of years you’ve been at a company — even if you’ve had several jobs there. One way to handle this is to list dates in parentheses beside each different title/role at the same company. The full employment time should be listed adjacent to the company name.

8. DON’T sacrifice appearance and readability by cramming in too much information. Consider editing down information rather than opening the margins. This is especially true when it comes to early job experience.

9. DON’T list “References provided upon request.” Everyone knows that already.

10. DO list any additional training and interesting or offbeat extracurricular activities or hobbies. While you may not want to list a regular Friday night poker game, you do want to note you ran and completed a 10k race.

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Are you worried about what the internet is doing to your brain?

So Many Links, So Little Time

Check out this interesting book review by John Horgan on Nicholas Carr’s latest book The Shallows: What the Internet is Doing to Our Brains.

Try not to check your email before you get to the end of this sentence. See? That wasn’t so bad.

“While toiling over what you are now reading, I scanned my three email accounts dozens of times and wrote a handful of emails; I responded on my cellphone to a score of text messages from my girlfriend and kids; I checked the balance of my bank account to see if a promised payment had arrived . . . and so on.

Yet I’m relatively unwired. I don’t do Twitter, Facebook or Skype. And I did all this digital darting hither and thither even though I found the subject I was supposed to be writing about—Nicholas Carr’s “The Shallows”—quite absorbing. And disturbing. We all joke about how the Internet is turning us, and especially our kids, into fast-twitch airheads incapable of profound cogitation. It’s no joke, Mr. Carr insists, and he has me persuaded.”

Read the rest on WSJ.

Art Meets Social Media- The Murmur Study

Check out the neat video below of an art installation created by Christopher Baker and Juhasz Marton Andras (and blogged by Austin based group Public School.)

Here’s the idea behind the installation:

“The Murmur Study by Christopher Baker and Juhász Márton András constantly searches Twitter for phrases like eww, argh, hmph and grrr and then prints the guilty tweets on one of 30 thermal printers. The endless ticker tape gathers on the floor below. The purpose of the installation is to analyze the prevalence of human emotion through technological sources such as Facebook and Twitter.”

Murmur Study from Christopher Baker on Vimeo.

Check out more photos and Public School here.

Are 5,001 Facebook Friends One Too Many?

Mosaic illustration by Jennifer Daniel for the New York Times

Are 5,001 Facebook Friends One Too Many?

By Aimee Lee Ball for The New York Times

THE British anthropologist and Oxford professor Robin Dunbar has posed a theory that the number of individuals with whom a stable interpersonal relationship can be maintained (read: friends) is limited by the size of the human brain, specifically the neocortex. “Dunbar’s number,” as this hypothesis has become known, is 150.

Facebook begs to differ.

Read the rest of my good friend and talented writer Aimee Lee Ball’s interesting article on The New York Times.

Dear Bev: Should I wear a tie and suit or blue jeans with my shirt out? What’s up with business dress codes for guys?

Dear Bev: Should I wear a tie and suit or blue jeans with my shirt out? What’s up with business dress codes for guys?

By Beverly Weinstein

If you attended the recent MediaPost Outfront Conference hoping for an answer to this question, you probably left more confused.

Joe Abruzzese, president of media sales and marketing at Discovery Networks, always considered one of advertising best-dressed execs, didn’t disappoint. He was garbed in an elegant dark suit, perfect tie and coordinating pocket square. Sitting next to him was Jon Nesvig, president of Fox Broadcasting Company, looking dapper in an open collared shirt, slacks and a sport coat. And so it went .

One agency exec made his fashion statement in a pair of blue jeans. The closing speaker was Al Gore, dressed in a traditional suit and tie, but his company’s CEO, Mark Rosenthal, opted for the open-collared look.

So what’s appropriate and what’s not?

It would be a mistake to think that anything goes, especially if you’re talking about your first meeting with a potential employer. Even though they may show up in jeans, it’s a bad idea for you to do the same and risk making the wrong first impression. At the same time, a traditional suit and tie may send the wrong signal.

A senior level digital executive, who had early professional roots in the magazine business, met with an old friend from the print side eager for advice on how to break into digital. The print guy showed up in a conservative suit and tie. The exec’s comment: “This guy just doesn’t get it. He looks like he’s living in some other era.”

Don’t make a mistake and assume all digital dress code is more casual. One of my clients at a digital start-up described his ideal job candidate as someone who wore a suit and tie to see clients. “I think it lets our customers know we’re serious, we’re professional and we’re grown-ups,” he said.

A former TV exec working in a downtown digital portal announced in no uncertain terms, “If someone shows up in jeans to an interview, they’re automatically out.”

So how do you decide? The key to knowing how to dress is knowing your audience. Do some research on the company and the company’s culture. Google the executive you’re meeting with and look at press photos, try the company Web site, and check out their LinkedIn and Facebook photos. Are they wearing ties in these shots? If so, wear one when you meet them.

What do you do if you find them in a variety of looks? My advice is to stay on the safe side. At the very least, carry the tie in your jacket pocket.

Read the column on MediaPost.

Dear Bev: How Should I Use Social Networking In My Job Search?

Dear Bev: How Should I Use Social Networking In My Job Search?

By Beverly Weinstein

Creating a strong online presence is key to a successful job search in the digital media industry. Not only is social media an integral tool for recruiters to find viable candidates, but it’s also a great way to show an employer that you’re well connected and versed in the space.

A recent Career Development event held by Advertising Women of New York addressed this subject for job seekers and media executives looking to build a professional reputation online. I gathered a few new pointers from fellow recruiter, Regina Angeles.

You probably have an account on this site already, but so do 65 million other members. So how will you be found in the sea of profiles? Keywords.

When searching for candidates, recruiters and employers plug relevant keywords into LinkedIn’s search function and develop leads for potential candidates. If you’re profile isn’t chock full of all the important words that describe who you are and what you do, you’ll probably get lost in the shuffle. Think about what value you can add to an organization or department. Is it revenue generation? Team leadership? What are your key skill sets? Sponsorship sales? Cross-platform marketing? Get specific with your keywords and experiences and you’ll be on your way to optimizing your profile.

Another way to increase your visibility on this network is by getting your professional network to recommend you. With the click of a button, you can request a brief recommendation from your colleagues and clients. They serve as a quick reference guide for contacts in the industry and how well-respected you are. Also, having three or more recommendations makes you three-times as likely to pop up in search results. Take the time to request them; it’s worth it.

You’ve heard about the importance of this social network a million times. Still struggling with how exactly it pertains to you? You’re not alone. But if you’re a job seeker, there are more than a few tangible ways that Twitter can help. Don’t be afraid to make an account and learn the ropes.

Angeles, multicultural recruiter and CEO of TALENT2050, offered great Twitter tips, like the new site Sign up to receive relevant job postings sent to your Twitter feed. Likewise, most big job boards have twitter accounts that you can follow to make your twitter feed a veritable real time feed of all new opportunities you might want.

Job Boards vs. Social Networks

Speaking of job boards, don’t forget about these tools as well. But dig deeper than Monster and CareerBuilder, there are a multitude of more focused niche sites (Angeles recommended IvyExec and Doostang.) But don’t just rely on seeking jobs, start seeking employers.

This is a point I make to candidates repeatedly and one that Angeles mentioned, too. Use sites like Linkedin to research companies rather than just positions. Find out about the kinds of companies you want to work for and use your professional network to find someone there to connect with. This is where the networking really comes into play.

Use LinkedIn and even Facebook to network as you would in the real world. Send people messages rather than passing a business card. Reach out to see if they can provide you with a helping hand. Getting your foot in the door is a lot more likely with a personal connection, while responding to a job posting on one of the big job boards rarely produces results.

Don’t Wait to Be Found

So you signed up for Facebook and LinkedIn and you made your first tweet. Why aren’t recruiters knocking down your door? You need to engage with social communities, not just become a stagnant member. Actively using these tools is key to making them work for you. Update your status on LinkedIn, Facebook, and Twitter with a link to an interesting article. Start speaking to your network and they’ll speak back.

Angeles wisely emphasized knowing your audience within your social networks. Are you looking to find a job in digital media? Show that you know the space by sharing relevant information about news in the industry. Looking for consulting clients? Speak to that audience by establishing yourself as an expert in your field. Share valuable industry information, perhaps a blog post you wrote on new industry trends. (Hint: blogging is another great way to engage in social media. There are plenty of free sites to help you get started:,, and are just a few.)

Another great tip Angeles provided: Link your social media networks all together with a service like HootSuite. Update your status or post a link on one site and it will push the update to all of them, saving you time and making social networking more manageable for a busy schedule.

AWNY will be holding 2 more events on Career Development. Check out for more information.

Find out more about improving your social media presence at

Read the column on MediaPost.

Losing a job and gaining happiness

Unemployment is still a dark and looming issue in this country, but as many who were hit in last years layoffs get back on their feet I read and hear more and more stories of personal reinvention and renewal.

In a recent New York Times Magazine, former Editor in Chief of Conde Nast’s House & Garden, Dominique Browning,  shares an excerpt from her new book, Slow Love: How I Lost My Job, Put on My Pajamas and Found Happiness, in which she  details the downward spiral she took after the dissolution of the magazine and ultimately the positive impact it had on her life and her quest for happiness.

The article is witty and anyone who has lost a job they loved will relate to her subsequent confusion and depression.

“Being unemployed is a lot like being depressed. You know how there are millions (O.K., a handful) of things you swear you would do if you only had the time? Now that I had all the time in the world — except for the hours during which I was looking for work — to read, write, watch birds, travel, play minor-key nocturnes, have lunch with friends, train a dog, get a dog, learn to cook, knit a sweater, iron the napkins and even the sheets, I had absolutely no energy for any of it. It made no difference that music and books and nature had long been the mainstays of my spirit. Just thinking about them exhausted me. I had absolutely zero experience in filling weeks — what if it became years? — with activity of my own choosing. Being unemployed meant being unoccupied, literally. I felt hollow.”

The hollowness and depression that Browning talks about is a common theme in the conversations I’ve had with the unemployed over the past year and a half. I’ve written in the past on how losing a job sends people into the same grief cycle as losing a loved one or a relationship. Browning herself mentions the process being much like a divorce.

But the important note to take from the piece (and from her book, I presume, too) is that there is a light at the end of the tunnel for many and it often only comes after the introspection associated with cycling through the phases of grief and despair that come with loss.

The article is worth a read as is her website (if you enjoyed House & Garden, you’ll enjoy this too.)

Dear Bev: How do I tell my boss I’m pregnant?

By Beverly Weinstein

Dear Bev: How do I tell my boss I’m pregnant?

Turns out, the hard part isn’t breaking the news. Coming back to the office after maternity leave and working out the delicate balancing act between work and new baby is the bigger challenge, according to several new mothers I talked to recently.

Even though it may be almost 50 years since the Women’s Liberation movement shook things up for women in the workplace, issues around new working mothers are still being debated. Major newspapers and magazines regularly address businesses balancing “boomlets” of pregnant workers. (See The Wall Street Journal, WSJ.comForbes, The Washington Post for more news on modern motherhood.)

Then and Now

“When I was having babies, I felt I had to make it a secret until it showed,” said an executive at a major media organization, who began her career and her family in the early 1980s. “The first time, I didn’t tell until I was five and a half months along. I was the first person to ever get pregnant in the ad sales department at the company. I worked out the maternity policy with my boss.”

Nowadays, companies are considerably better prepared. “We have women coming and going all the time on maternity leave,” said the same executive, who is now a SVP. “We just prepare for it, and cover for their responsibilities. We do paternity leave now, too -two weeks.”

Most newly pregnant women in today’s workplace wouldn’t think of waiting five months. “I knew I’d have to take time for doctor’s appointments,” explained an ad agency media professional. “So I let my direct boss know well in advance of the three month mark, which was when I told everyone else at work.”

Today companies are required by law to provide a designated room for breastfeeding, an accommodation that didn’t exist in the past.

Breaking the News: The Law Is on Your Side

Despite laws protecting expectant mothers, some new moms are still anxious about telling their bosses and prepared themselves for negative responses.

“I waited until I was four months along,” said another media executive who recently had a child. “I knew I couldn’t get fired and was aware of the fact that laws protected me, but if the response wasn’t good, I was prepared to leave.”

Another media exec said she “agonized over it for weeks, because I had only been there for a few months.” “It was a huge stress, but my boss was very nice about it,” she admits. “Though, the second thing out of her mouth was, ‘Oh, you’re going to come back, right?’ ”

Returning to Work

Most working mothers admit the most difficult part is returning to work and defining expectations for your return. “Before you leave, have a discussion with your boss,” advises one new mom. “Just finding out about hours, flex time and job share are important. You won’t get everything, but you won’t know until you ask.”

“I phased back into work,” said another mom. “It was better than walking away from spending 24/7 with my infant to five days a week at work. My boss said she knew my needs were changing, and she was willing to discuss things.”

“When you first come back from maternity leave your hormones are still raging,” said one mother whose employer wasn’t flexible. “I was already tearful the first few days, then my boss said: ‘You need to say goodbye to your husband and son and get on the road for three weeks.’ ”

Having an understanding manager helps, but some managers won’t make concessions that change an employees’ level of involvement and responsibility. “I had one new mother ask if she could work three days a week and I said no,” explained one manager. “It’s a senior-level job and requires a full-time person. I need an employee on board for the full work load.”

“It’s almost an expectation by lots of women that they are entitled to work from home, and it may not be realistic based on business needs,” noted another senior female executive with grown children.

Dear Bev: Are There Job Search “Best Practices?”

Dear Bev: Are There Job Search “Best Practices?”

By Beverly Weinstein

Absolutely! I talked to a senior level ad agency executive recently who conducted a five-month job search with great success. In my opinion, his search was pitch perfect and worth noting.

What to Look For in a Contact List…(Hint: It’s Not Just Contacts)

Step one in this successful CEO’s search was developing a list of contacts under the broad heading of “anyone that could be helpful” in finding him a job. He also understood that not every contact would be a direct route to his end goal. His conversations always had a purpose, and he stressed the importance of being specific about what he was looking for. It might have been as simple as someone’s opinion on marketplace trends or as specific as help getting in front of someone that was looking for a candidate with his skills. He met with more than 100 people.

Searching as a Full-Time Job

“It’s important to keep your search going each week like it’s your job,” he advised. “It’s hard to dip in and out of search. I did take the opportunity to visit family and take a vacation, but you have to stay at it. You can’t treat it like a part-time event. That’s a dangerous mind-set because you can wake up one day, and it’s been a year that you’ve been out of work.”

Find a Good Coach

Outplacement, which included a personal coach, was part of this executive’s exit package from his previous post. He credits his coach with being instrumental in the success of his search, not only in helping him prepare for interviews, but also in helping him refine his job criteria and make a choice that would best serve his career development.

“I worked with my coach to prepare for interviews, gave him the feedback I received from interviewers, and then he helped assess and refine the way I presented myself,” he said. “On another level, the coach was someone I could turn to if I was feeling down or needed some help to lift my spirits.” He was lucky that his former employer footed the bill for a coach, but didn’t hesitate to say that it was so valuable that it was something he would have paid for himself.

Interview Tips

“When I started interviewing I was way too casual. I relied too much on my past history,” he admitted. “I later realized the importance of going into an interview and being able to provide two or three points where you can add immediate value to an organization.”

In addition to researching the company he was interviewing with online, he tried to have a preparatory conversation with someone from the company so he didn’t walk into the interview cold. “I found most people are willing to take your call and answer a few questions.”

Say More Than Just “Thank You”

After many interviews, this successful job seeker’s feeling was that a “thank you” note without meaningful content was a waste. “Take time to compose something that reflects back on the interview conversation and includes some simple points about how you can add immediate value to the company. A few strong paragraphs will suffice,” he said. He also though follow-up notes should be sent within 48 hours of the interview.


He made a point of remaining active in the business community during his period of unemployment. “Stay visible within your industry,” he advised. “Go to conferences, even if you pay out of your own pocket.”  He found value in making a point of scheduling meals and meetings in places where he was most likely to run into people in the business. “If people don’t see you or hear from you, you’re not going to be top of mind,” he warned.

Don’t Be Afraid To Negotiate

This executive’s aggressive job search got him back in the saddle in five months, but he puts emphasis on finding the right job for you and not just a quick fix to unemployment, even if it takes more time. “I was more focused on the job I wanted, rather than a salary benchmark,” he said. “If you’re really looking at the right job, then the salary should be in the right range that’s appropriate with your contribution level and the kind of company you want to join.”

And just because you’re unemployed, he said, doesn’t mean you can’t negotiate. “Being unemployed doesn’t mean you shouldn’t go back to the company and says, I appreciate the offer, but points one and two still don’t fit for me, and these are the reasons why.”

Read the column on Media Post.