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02 Jun Media Mavens on the Move — Editorial

Posted at 14:36h in Media Mavens on the Move by janeturkewitz 0 Comments
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Janice Min moved from Editor at US Weekly to Editorial Director at Hollywood Reporter. Carla Bevan moved from Digital Editor at Marie Claire to UK Editor in Chief at AOL. Kim Masters moved from Entertainment Writer at The Daily Beast to Editor-at-Large at The Hollywood Reporter. Kristal Wick...

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02 Jun Media Mavens on the Move — Online & Mobile Sales

Posted at 14:33h in Media Mavens on the Move by janeturkewitz 0 Comments
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Eric Thorne moved from East Coast Digital Sales Manager at ABC.com to VP East Coast Digital Sales at BET Networks....

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02 Jun Media Mavens on the Move — Traditional Sales

Posted at 14:31h in Media Mavens on the Move by janeturkewitz 0 Comments
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John Arianas joined as VP East Coast Sales at Current Media. Marine Ksadzhikyan moved from Senior Sales Executive at GRB Entertainment to VP International Sales at Rive Gauche Television. Brian Wallach moved from Sales Leader at AOL to VP Ad Sales Integration at The Hub TV Network. Nicole...

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02 Jun Media Mavens on the Move — Research

Posted at 14:28h in Media Mavens on the Move by janeturkewitz 0 Comments
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Bill Feininger joined as SVP Media Measurement at FourthWall Media....

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02 Jun Media Mavens on the Move — Production and Creative

Posted at 14:25h in Media Mavens on the Move by janeturkewitz 0 Comments
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Laura Sillars moved from VP Original Programming at HGTV to SVP Lifestyle Programming at Hallmark Channels. Dan Salerno moved from SVP Programming at Fuse to VP Progamming at BBC Latin America/U.S. Hispanic Market. Simon Andreae moved from Co-President at The Incubator to SVP Development and Production...

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02 Jun Media Mavens on the Move — Business Development

Posted at 14:18h in Media Mavens on the Move by janeturkewitz 0 Comments
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Claire Murphy moved from at ITV Global Entertainment to Director Bus. Dev. at Input Media. Jeff Junge joined as SVP Online Games and Digital Games Platforms at Warner Bros. Digital Distribution and Warner Bros. Interactive Entertainment....

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02 Jun Media Mavens on the Move — Agency

Posted at 14:16h in Media Mavens on the Move by janeturkewitz 0 Comments
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Stephanie Eller moved from SVP at MediaVest to Managing Director, Marketing and Bus. Dev. at MEC. Alicia Arnold joined as SVP Digital Practice at Hill Holiday. Priya Shah moved from VP at Arnold Worldwide to SVP/Director User Experience at Hill Holiday. John Blyth moved from VP Corporate PR...

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02 Jun Media Mavens on the Move — C-Level and Executive

Posted at 14:11h in Media Mavens on the Move by janeturkewitz 0 Comments
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Lewis Dvorkin moved from Founder at True/Slant to Chief Product Officer at Forbes. Eric Shanks joined as President at Fox Sports. Matthew Flanagan joined as GM Sports, Media and Entertainment Practice at Buddy Media. Bill Wise moved from VP at Yahoo to CEO at MediaBank. Nick Pahade moved from...

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21 May Media Mavens on the Move — C-Level & Executive

Posted at 18:33h in Media Mavens on the Move, Uncategorized by janeturkewitz 0 Comments
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Daryl Lee moved from Global Strategy Head at Universal McCann to Chief Integration Architect at McCann Worldgroup. Sharon Jautz moved from Director HR at Forbes.com to Director HR at Asset International, Inc.. Michael Benedek joined as President at Almond Net's Data Division. Alexander Gounares moved from Corporate VP...

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21 May Media Mavens on the Move — Production & Creative

Posted at 18:30h in Media Mavens on the Move, Uncategorized by janeturkewitz 0 Comments
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Scott Robson moved from Editor-in-Chief at AOL Moviephone.com and TV to VP New Movie Initiatives at MTV. Lourdes Diaz moved from Founder at Agua Entertainment Group to VP Drama Programming at NBC Entertainment. Sharon Clott moved from Assistant Fashion Editor at NYMag.com to Editor/Producer at MTV.com. Jason Nichols...

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Jane Ashen TurkewitzFollow718431

Founder and Chief Talent Officer, Hi-Touch Executive Search; Avid Blogger with an opinion — or two — and 5MM+ readers.

Jane Ashen Turkewitz
Jane Ashen Turkewitz@letstalkturkey·
8 Nov

#FeelGoodFriday: Every action causes a reaction. Yelling and screaming at your team causes fear and anger. TRUE leaders motivate by teaching, rewarding and via positive reinforcement. Be the exemplary leader not the maniacal manager.

#culturebuilding
#managingpeople

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Jane Ashen Turkewitz@letstalkturkey·
15 Oct

If candidates do a project for you, have the courtesy to give them a call and let them know why you are taking a pass. Yes, we are living in an automated jobs process but once someone gets this deep in it, automation should be replaced by humans.

Jane Ashen Turkewitz on LinkedIn: "Candidate is asked to do a project as a final step. Then things get cold. Candidate finds out that the company has decided to hire another person. Candidate is pissed that she did the project. A lot to get in this post so bare with me. We all know projects suck because some companies are unethical, use the candidate's work and don't hire the person. These companies have ruined it for all the ethical companies who truly want to give a few finalists the chance to shine by illustrating how they'd approach a problem. Now that we've got that out of they way...another BIG issue is that candidates are not hearing back after completing projects. It's not necessarily that the candidates think they deserve the job because they completed a project. It's that they DESERVE FEEDBACK on that project. Too many times, candidates put all this work in and then the company just tells them, "hey we've decided to go with someone else" or comms go silent. If candidates do a project for you, have the courtesy to give them a call and let them know why you are taking a pass. Yes, we are living in an automated jobs process but once someone gets this deep in it, automation should be replaced by humans. #hiringpractices #ghosting #recruiting #jobsearch "

October 15, 2019: Jane Ashen Turkewitz posted on LinkedIn

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Jane Ashen Turkewitz@letstalkturkey·
7 Oct

Sometimes Recruiters believe they can sell you on an opportunity that is not properly leveled from a salary POV. This is definitely a possibility if person is unemployed but if that person is passive, it's an ineffective and, frankly, terrible strategy. Let's stop doing this.

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Jane Ashen Turkewitz@letstalkturkey·
27 Sep

Every time you reach out to a recruiter, send your resume OR a link to your profile. They are inundated with candidate outreach and won't necessarily remember you if you've connected in the past. Don't be insulted - it's just hard when someone gets 30 - 500 resumes a day.

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Jane Ashen Turkewitz@letstalkturkey·
24 Sep

Can you imagine going into a room with another person vying for the same job and interviewing together? This might get the top prize for stupidity and insensitivity.

Jane Ashen Turkewitz on LinkedIn: "Can you imagine going into a room with another person vying for the same job and interviewing together? Just when I thought things could not get worse, this might get the top prize for stupidity and insensitivity. I've now had 2 people tell me they have had this experience. Just in case I need to explain why this is a bad idea... First, if one person has much more experience than the other person, the intimidation factor is real for the more junior person who will no doubt experience some serious performance anxiety. And, the more experienced person might feel uncomfortable having such a huge advantage, and watching the other individual slowly sink into his chair with defeat. Or, the two candidates could come out punching - trying to one-up each other, vs. simply establishing a back-and-forth dialog that's rich with depth and substance. And then there's the privacy issue. It can be a small community and the two candidates might know one-another. One or both could be looking confidentially. Typically, I provide alternative solutions or suggested fixes in my posts. For this - anyone who decides that interviewing candidates in such a fashion needs to be course corrected or shown the front door. #hiring #recruiting #interviewing "

September 24, 2019: Jane Ashen Turkewitz posted on LinkedIn

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Jane Ashen Turkewitz@letstalkturkey·
23 Sep

You know what happens when you underpay your employees? They take calls from recruiters like me.

You know what also happens? You lose money by trying to save.

Jane Ashen Turkewitz on LinkedIn: "You know what happens when you underpay your employees? They take calls from recruiters like me. You know what also happens? You lose money by trying to save. You end up under-serving your business and clients while you deal with your revolving door. And, if the staff that's exiting is client-facing, there's this whole trust-building process you have to go through each time you have someone come in to take over client accounts. And, your clients wonder why you can't keep people and they grow wary. Ruh-roh. On top of that, your reputation gets out as a revolving door. You get stuck hiring tier 2/tier 3 talent because nobody wants to come work for your cheap ass company and work 12 hours a day to make up for the attrition. Do you see what I'm sayin' here? You gotta invest to get the best, to grow, or to even survive. Pay your people what they are worth. It's that simple. #hiringpractices #salarynegotiation "

September 23, 2019: Jane Ashen Turkewitz posted on LinkedIn

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Jane Ashen Turkewitz@letstalkturkey·
19 Sep

I was tagged in a post on a topic I want to address deeper: Projects as part of the interview process.

Jane Ashen Turkewitz on LinkedIn: "I was tagged in a post on a topic I want to address deeper: Projects as part of the interview process. I had a client who wanted a candidate finalist to execute a project. I told the client he would receive push-back as candidates are being burned in the marketplace. He quickly told me that he had every intention of paying the candidate for his work and he did not expect anyone to do any work for him for free - even if it's an assessment project. I wanted to hug him. There are plenty of companies who assign projects to assess a person's thought process. Unfortunately, there are too many companies that behave unethically, taking the proposed ideas, using them and then putting the job on hold. I used to believe that candidates imagined this to be true but I know for a fact that it's all too real. So here's my advice to hiring managers: a) Have a candidate present a project they've done in the past, or b) Have a candidate do a custom project and pay him/her, or c) Have a candidate present rough ideas in verbal form only - no leave behinds and no note taking on your part. #jobsearch #recruiting #interviewing #hiring"

September 19, 2019: Jane Ashen Turkewitz posted on LinkedIn

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Jane Ashen Turkewitz@letstalkturkey·
17 Sep

I always send thank you’s, and if more than 10 days, I send a check in/reiterate interest note, to which I’ve yet to get a reply. Is this just a waste of time and/or a dumb move that signals I did not get the message that their ghosting meant no?

Jane Ashen Turkewitz on LinkedIn: "#DearJane: Since ghosting is the norm, I am wondering if it‘s worth it (or appropriate) to follow up with a potential employer after a few days have passed from a live interview to check in and reiterate interest. I always send thank you‘s, and if more than 10 days, I send a check in/reiterate interest note, to which I‘ve yet to get a reply. Is this just a waste of time and/or a dumb move that signals I did not get the message that their ghosting meant no? My answer: Sometimes it can take weeks for things to move forward for a variety of reasons. I personally don't think it hurts to try "one more time," and see if someone will get back to you. No harm no foul. I will say this until I'm blue - be true to yourself but just know that your efforts will not automatically lead to response. You can not change the way others behave but you don't have to change your behavior to match the bad behavior out there. If you know you've done your all, you can hold your head up high and walk away. Perhaps, you'll feel a little less disappointed with the outcome if nobody gets back to you and a little more like,"welp, dodged a bullet with another company that doesn't value potential and most likely, current, employees..." #ghosting #jobsearch #interviewing "

September 17, 2019: Jane Ashen Turkewitz posted on LinkedIn

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Jane Ashen Turkewitz@letstalkturkey·
12 Sep

Why panel interviews are a good thing...
If you have a lot of evaluators in the process, this is a way to streamline the candidate experience and save time.
And..

Jane Ashen Turkewitz on LinkedIn: "I'm a big fan of the "panel interview" and here's why. -If you have a lot of people in the interview process, this is a nice way to tighten up that process, streamline the candidate experience and save time. The longer the process, the more likely you are to lose the candidate. -Your interviewers EXPERIENCE the candidate together in the same way so they can discuss from a group experience, vs. a vacuum one-on-one discussion. You can hash out things with your colleagues who might say.."Oh, really, I didn't think she meant that when she said..." -The candidate is not asked the same questions over and over again, which means you get to dig deeper and ask behavioral and situational questions vs. "tell me about your career trajectory." #Interviewingtips #candidateexperience #recruiting #hiring "

September 12, 2019: Jane Ashen Turkewitz posted on LinkedIn

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