This document provides a summary of sessions and events that took place at the Digiday Career Fair. It describes that there were 17 employers with tables to meet job seekers, 11 speakers gave presentations on various career-related topics, and 592 job applications were submitted. It also lists some of the session titles presented on topics like personal branding, networking, turning liberal arts degrees into tech jobs, resume writing, and interviewing skills. The summary conveys the key purpose and activities of the career fair event.

2. #digidaycareers
EMPLOYERS & PARTNERS

3. #digidaycareers
Company Tables
Meet The
Employers At
Their Tables

4. #digidaycareers
592 applications
17 employers
11 Speakers

5. #digidaycareers
Getting noticed is its own job

6. #digidaycareers
Betting on the right
horse

7. #digidaycareers
Will work for food/beer/a cool office

8. #digidaycareers
Stuck in the middle (management)

9. #digidaycareers
What talent
crisis?

10. #digidaycareers
When Interviewing: 5
Questions You Must
Ask & 5 Questions
You Must Have In
The Back of your
pocket
Don Leon
managing partner, Don Leon Search

11. Wheninterviewing:FIVEquestionsyoumustask
andFIVEanswerstohaveinyourbackpocket
Presented by: Don Leon May 20, 2016
Digiday Career Day
Managing Partner: Donald Leon Search

12. Be Prepared and
Be Ready!  Successful interviewing is not only giving the best answer when
asked, yet also asking the most thoughtful and meaningful
questions when given the opportunity.

13. Questions
Ready to be
Asked
 1.What happened to the person who previously had this job? (If a
new position: How has this job been performed in the past?)
 2.Why did you choose to work here? What keeps you here? What
would you change if you were able to do so?
 3.What are some of the first tasks this new hire will attend to once
they begin?
 4. For this person to be considered successful, what will they have
accomplished during their first year?
 5. Do you have any questions or concerns that would prevent me
from moving forward or receiving an offer?

14. Answers Ready
to Have
1. Tell me about yourself.
2. Why do you want this job?
3. What are your strengths? What are your weaknesses?
4. Why are you looking to leave your current position?
5. Do you have any questions for me?

15. There are 100’s
of other
questions you
could be asked
1. Give examples in your story telling
2. Use metrics--quantitative information whenever possible
3. Whenever possible, end your answer with a question, giving the
interviewer the chance to speak as long as possible

16. #digidaycareers
Writing The Resume
For the digital,
Mobile World
Marie T. Raperto
president, Cantor Intergrated Marketing Staffing
Inc.

17. Presented by
Marie Raperto
Writing Your Resume For The Digital, Mobile
World

18. • Where We Were
• Where We Are
• Where We Need To Go
Introduction

19. • Enthusiastic aspiring marketing/pr pro – loves writing and travel.
Linkedin.com/
• Online marketer. Copywriter. Photo Editor. Event Producer. Williams Grad
Linkedin.com/
• Effective project mgr, writer & creator of print, online & social media
strategy/content. About.me/
• Media junkie adept at PR, event planning and ability to turn data into
stories. About.me/
• Marketing/advertising strategist with strong project mgmt skills seeking
new opportunity – will relocate
Twitter Resumes

20. • Must be SIMPLE & CONCISE
▫ 2-3 lines of type max
▫ Lots of white space
▫ Use 6 pts of space between bullets and a full space between resume
sections/jobs
▫ Bullet points 25-30 words max.
Mobile Ready Resumes

21. • Black type of white backgrounds
• No colors
• No shading
• No watermark backgrounds
Contrast/Readability

22. • No mixed fonts
• Sans serif fonts – Arial, Tahoma, Century Gothic, Lucinda Sans
• 11 pt. minimum
Fonts

23. • They look too busy and cramped
• Eye can’t scan
• Reader has to scroll up/down, right/left
• If you must use a column: use 1.25 inch left and right margins
No Columns/Graphs/Sidebars or Pullouts

24. • Ridiculously concise/simple resumes
• Test on different devices
• Use your mobile number
• QR code or not
Writing Your Resume For the Digital, Mobile World

25. #digidaycareers
The Designer’s
Guide To Building A
Brand Story
Rachel Gogel
creative director, T Brand Studio

26. The Designer’s Guide
to Building a Brand Story
Rachel Gogel | @rgogel
@tbrandstudio | tbrandstudio.com

27. DIGIDAY CAREER FAIR

28. DIGIDAY CAREER FAIR
2010 2011 2012 20132009 2014
1994

29. DIGIDAY CAREER FAIR

30. DIGIDAY CAREER FAIR
If the popularity of
emojis and selfies
are any indication,
we’re living in a
world of visually-
driven content
consumers.
Authenticity

31. DIGIDAY CAREER FAIR
A good image not
only pleases the
eye, but it stimulates
all the senses.
Images can make
you laugh, create
warmth, or evoke
nostalgia.
Sensory

32. DIGIDAY CAREER FAIR
Even if your imagery
hits one of those
marks, that doesn’t
necessarily make it
relevant for your
audience.
Think about whether
an image will speak
to your end users.
Relevancy

33. Key Takeaways
1. Approach design-first narratives using an idea-first model and
create a strong visual brand strategy roadmap. You are
designing in an ad-blocking world.
2. Incorporate these three factors: authenticity, sensory, and
relevancy. Content can be on-brand but unbranded.
3. Set up a process as you plan to scale and understand budgets,
research and licensing. Optimize your visual assets for the
platform and the reader and it’s good practice to use data to
inform decisions.
DIGIDAY CAREER FAIR

34. #digidaycareers
Decoding The Job
Search: Employer
Secrets Revealed
Trudy Steinfeld
assistant vp & executive director, NYU
Wasserman Center for Career Development

35. DECODING THE JOB SEARCH:
EMPLOYER SECRETS REVEALED

36. HOW TO BEAT THE ATS

37. THE 60/40 RULE

38. WHY YOU CANT GET FACE
TIME WITH ANYONE

39. 5 THINGS EMPLOYERS WANT
• GSP – Good Smart People
• Excel Skills
• Communication Skills
• GTP – Go-to Person
• Fit for Work Culture

40. SKILLS EMPLOYERS LOVE
• Grit
• Resilience
• Curiosity
• Ownership
• Adaptability
• Emotional Intelligence
• Energy

41. TAKEAWAYS
1. You can get employers to notice you
2. Employers are looking for GSPs
3. Fit and adaptability will rule the day

42. THANK YOU
Questions and Comments
Trudy.Steinfeld@nyu.edu
@nyuwasserboss

43. #digidaycareers
How A Finance MBA
Became Chief of
Staff At a digital
media company
Mark abrams
chief of staff, PureWow

44. vv
MAY 20, 2016
How a Finance
MBA became the
Chief of Staff at a
digital media
company

46. P U R E W O W 2 0 1 4
• Employees: 19
• Office: 2600 sq. ft
• Uniques: 1M/mos
• Role: Executive Assistant & Office Manager
M A I N R E S P O N S I B I L I T I E S
• Manage CEO’s calendar and day-to-day
• Office supplies – order, restock, monitor
• Company outings (offsite, happy hours,
etc.)
• Make sure the trains are running on time
2 0 1 4
My First Year at
PureWow

47. P U R E W O W 2 0 1 6
• Employees: 50
• Office: 5,400 sq. ft
• Uniques: 10M/mos
• Role: Chief of Staff
M A I N R E S P O N S I B I L I T I E S
• Manage CEO’s calendar and day-to-day
• Company outings (offsite, happy hours,
etc.)
• Head of HR
• Client sponsored events
• Tech support for the office
• Manage 2 direct reports
• Find, design, & build new office space
2 0 1 6
Where Are We Today?

48. P U R E W O W 2 0 1 8
• Employees: 100+
• Office: 12,000 sq. ft
• Uniques: 50M/mos
• Role: Chief Happiness Officer?
M A I N R E S P O N S I B I L I T I E S
• Manage CEO’s calendar and day-to-day
• Company outings (offsite, happy hours,
etc.)
• Head of HR
• Manage a team and oversee the day-to-
day
• Find, design, & build new office space
2 0 1 8
What The Future Holds

49. #digidaycareers
How To Stay
Competitive IN The
digital Landscape
Xavier Joven
talent acquisition manager, Essence Digital

50. CONFIDENTIAL & PROPRIETARY
How to stay Competitive in the
Digital Landscape
Xavier Joven, Talent Acquisition Manager, NA

51. What is
Essence?

53. Tips to stay
Ahead

54. COPYRIGHT 2016 ESSENCE
54
SECTIONTITLE
• Read the Trades (keep up with current events and
emerging technology)
• Take additional courses (General Assembly, Google,
Coursera)
• Keep your resume updated!!!
o Update this every quarter if you’ve learned new
skills
• Keep your LinkedIn profile updated!!!

55. COPYRIGHT 2016 ESSENCE
55
SECTIONTITLE
• Attend networking events and foster meaningful
relationships
• Look to your own network (agencies love referrals)
• Write a compelling cover letter
o Showcase achievements
• Take your time and don’t rush the process

56. You got an
Interview?

57. COPYRIGHT 2016 ESSENCE
57
SECTIONTITLE
• Research the company you’re interviewing with
• Show up on time and be prepared with answers and
questions
• Don’t burn any bridges
• A follow up Thank You Note is always appreciated!

58. LONDON | NEW YORK | SAN FRANCISCO | SEATTLE | SINGAPORE | TOKYO

59. #digidaycareers
One Hour Break

60. #digidaycareers
Grow The Job You
Want
Manny Contomanolis
senior associate vp for career services and
cooperation education, Rochester Instituted of
Technology

61. Grow the Job You Want
DigiDay Career Fair 2016
Manny Contomanolis, PhD
Rochester Institute of Technology
emcoce@rit.edu
@contomanolis

67. Look for opportunities…

68. Network for information and
support

69. Sell your job idea!

71. #digidaycareers
Turning a liberal arts
degree into a job in
tech
Ben Barone-Nugent
content strategist, Facebook

72. Turning a Liberal Arts Degree into
a Job in Tech
Ben Barone-Nugent, Facebook

73. ✖ My chosen PhD program
✖ Law school
✖ The “proper” path

75. 2 in 5 B.A. grads go into tech roles
10% go straight into tech jobs
https://blog.linkedin.com/2015/08/25/you-dont-need-to-know-how-to-code-to-make-it-in-silicon-valley

76. Think laterally about your skills

77. Experience counts
But experience doesn’t have to be a job

78. Understand how tech works
And have an opinion on how it could be better

79. #digidaycareers
“Dude I Need A Job”:
Personal Branding,
Networking, &
Interviewing Tips To
Land A Great Gig
Debra Wade Carney
senior director, Marketing Shocase

80. Marketing’s Professional Network
shocase.com/gethired

81. 81
"Dude, I need a job!”:
Personal branding, networking and
interviewing tips to help land a great gig.

82. SHOCASE
AD STUDENT
UF
Creative Circus
COPYWRITER- FCB
Amazon, AT&T
Wireless, Fox
Sports, KIBU, Etc.
TEACHER
Academy of Art Univ.
BUSINESS OWNER
Textiles
Running Events
FREELANCER
CW/CD
Agency
Brand
CONSULTANT
Startups
DEBRA WADE CARNEY
Senior Director of Marketing | Evangelist
debra.carney@shocase.com

83. PERSONAL BRANDING
• Profile Picture- nice headshot, shoulders up
• According to an article in Money Magazine: “93% of hiring
managers will review a candidate’s social profile before making a
hiring decision.”
• 55% have reconsidered a candidate based on what they find
• NO drugs references- 83% say it’s a turn off!
• NO sexual posts- 70% say it will count against you.
• NO alcohol- 44% saw posts about alcohol as concerning.

84. NETWORKING
• Everyone you meet is someone to potentially put into your network
• Easy to do even if you’re introverted
• Bring something to the table! Be valuable to your network
• Content
• Feedback
• Other connections

85. INTERVIEWING
• Be clear about what you want to do and how you
can be an asset to the company – even if it’s not
on the job description!
• Have confidence!
• Research the company and person interviewing
you BEFORE the interview – come with
questions.
• Look professional.

86. 86
1. Personal Branding – everything you do online is tracked and reflects and image you project.
2. Networking- YES! Reach out to as many people as you can, nurture those relationships and it will
pay off when you need it most.
3. Interviewing- Go into an interview with confidence and with a clear idea of how you can be an
asset to their company. Tell them why they need you!
AND FINALLY…
Shocase is THE place to help you STAND OUT by showcasing your work, it’s a way to form
connections to network and assist you in landing a job!
MAIN TAKEAWAYS

87. #digidaycareers
What Do I Want To
Be When I Grow UP?
Job Searching IN
Today’s World
Melina Garda
vice president, RRD Partners

88. WHAT DO I WANT TO BE
WHEN I GROW UP?
Job Searching in Today’s World
MELINA GARDA
VICE PRESIDENT
RRD PARTNERS

89. ARE YOU LOOKING RIGHT NOW? WHY NOT?
• Best time to look for a job is when you already have
one
• What’s next for you if you stay in your current role?
What do you need to do to move up?
• What can you bring to your next job? Why is that
valuable?
• Find out what skills you need to be developing and
then seek out opportunities to do so, so you can be
poised to jump when the opportunity arises

90. INFORMATION IS KING
•Build knowledge
• Do you know what’s happening in your industry?
• What are you reading?
• Where are you getting your news?
•Who’s hiring, and why?
•What’s happening in finance and why does it
matter?
•What’s coming down the pike?
•What can people find out about you?

91. WHAT DOES YOUR REAL NETWORK LOOK
LIKE?
• Build relationships
• People who have the job you want
• Leaders who might hire you
• HR/Talent Acq folks
• Events
• Outreach
• LinkedIn
• Company Websites
• Articles
• Conferences (even their websites!)

92. HOW TO CONNECT IN A DIGITAL WORLD
1. Call the company
• Make friends with assistants
2. Email
• How to figure out email protocol
• Use your phone call as a warm-up, then “Following up on my
call”
3.Find out what recruiters the company works with
• Call HR and ask if they can recommend a recruiter
4. Linked In/Company Websites/Conference Websites
• Find the right people

93. OH MY GOSH – WHAT DO I SAY???
• Seek advice and insight, not help
• Informational interviews still work
• Know something about the person you are reaching
out to
• Do your homework!
• Make yourself available – early, late, weekends –
whatever works for the person you want to connect
with
• Always send a thank you

94. TAKE AWAY
• Always be looking – multi-channel approach
• Check your knowledge – jobs, skills, people, industry news
• Active pursuit

95. #digidaycareers
IAB DIVERSITY
DISCUSSION

96. EDUCATION
FOUNDATION
TOWARDS THE 2020 WORKFORCE
May 2016, Digiday Career Fair
iDiverse Initiative
Melinda Gipson
Diversity Consultant

97. EDUCATION FOUNDATION97
• Mobile has gone from
• To
My career: spanning the life of the Internet
DallasNews 9/11
mobile alert on a
Nokia
My current company, which
can target ads based on
users’ apps, geography, even
voting history, etc.

98. EDUCATION FOUNDATION98
During that entire time, media board
rooms have changed little…*
*OK; there’s
one more
woman

99. EDUCATION FOUNDATION99
Gender and racial imbalance and
overall lack of cultural and
economic diversity
Growing talent gap
Two Disturbing Trends Threaten
Our Industry

100. EDUCATION FOUNDATION100
NAACP takes on Ad
Companies with
Madison Avenue Project
With Diversity Still
Lacking, Industry
Focuses on Retention
Sorry State of
Diversity in
Advertising Is
Also a Culture
Problem
Madison Avenue
Accused of Racial
Bias
Negative media and public
perception
No real, positive changes
occurring
Agencies Being Sued / Accused
of Racial and Gender Bias
Serious results:
Class action suit
Expensive multi-year legal proceedings
•
•
•
•

101. •
•
•
EDUCATION FOUNDATION101
Our industry is perceived as elitist, mostly male, and not
reflective of the general workforce or society.
Google Finally
Discloses its
Diversity Record,
and It’s Not Good
Yahoo Latest Tech
Icon to Reveal Lack
of Diversity
Facebook's First
Diversity Report:
Just About as Bad
as Yahoo's and
Google's
Yahoo: 6% Black & Hispanic
Are the Techno Riche
Really Ruining San
Francisco? Yes, Says
Rebecca Solnit
Google: 70% Male
Facebook: 74% White Leadership
“It’s unnatural for an industry to be so
heavily dominated by white and Asian
middle-class males under 30 who keep
telling each other to only hire their friends.”
—Carlos Bueno, MemSQL Senior Engineer, writing in Quartz
Digital Media Not Exempt

102. EDUCATION FOUNDATION102
An estimated 1 million digital media, advertising, technology, data, ad-
operations, and e-commerce jobs need to be filled over the next five
years*
These jobs include entry-level, managerial, and highly skilled positions**
Science, Tech, Engineering & Math shortage, compounded by a racial and
gender divide
Skilled worker shortage to worsen¹
Talent pool has not kept up with increasing demand due to lack of training
opportunities²
Recruiting, training, and retention costs are escalating³
Growing Talent Gap
* Estimate based on Economic Value of the Advertising-Supported Internet Ecosystem study, IAB, 2013
** Source: Capgemini Consulting, The Digital Talent Gap
¹ Source: Society for Human Resource Management, “Skilled Worker Shortage to Worsen,” December 2012
² Source: McKinsey & Co., Education to Employment
³ Source: Deloitte, Employee Retention Now a Big Issue”

103. EDUCATION FOUNDATION103
To grow the media and
marketing capabilities of
companies by developing a
professional and diverse
workforce that reflects the
customer, through
education, training, and
certification
iDiverse Mission:
•

104. EDUCATION FOUNDATION104
Fill 10,000+ digital
media, advertising,
technology, data,
operations, and e-
commerce jobs in the
next five years.
Bridge our industry’s
gender, ethnic, cultural,
and economic divides
to create a workforce
that looks like our
audience.
Solve the STEM
shortage: help develop
skilled workforce
Reduce recruiting,
training, and retention
costs.
OUR GOALS

105. EDUCATION FOUNDATION
Create recruitment and placement capabilities
Create curriculum and develop certification testing programs
Conduct research on workforce diversity and establish
performance metrics
Develop relationships with academic and non-profit organizations
Work with industry partners to assess entry level job requirements
Program Steps
10

106. EDUCATION FOUNDATION
iDiverse Can Succeed
By Managing Each Part of the Workforce Program
Work with Non-Profits:
• Year Up
• The Mission Continues
• AUCD (Association of
University Centers on
Disabilities)
• Code Interactive
• Women in Technology
• IDEAS WELCOME!
Work with Online and
Traditional Education
Organizations:
• Develop curriculum
• Develop and administer
certification exam
Work with Publishers,
Agencies, and Ad Tech
Companies:
• Recruit, vet, and place
candidates
• Administer on the job
training
Testing and Training Job Recruiting &
Placement
Reaching a
diverse pool of
applicants
13

107. EDUCATION FOUNDATION
Entry-level certification exam ready to administer
Entry-level curriculum under development
Online training partner, Oasis
Community college partner (College of San Mateo – NYC coming soon)
Establishing partnerships with veteran, disabled, and other underserved
groups
Non-profit directory under development
Released workforce needs research
Scoping out an industry-wide diversity recruitment & retention study
Incorporated and filed for 501(c)3 status
Tim Armstrong (AOL Chairman/CEO) named Board Chairman; recruiting
diverse, activist board partners
Exploring private and grant funding
What We’ve Done
14

108. EDUCATION FOUNDATION
Current Board Companies:
• AOL
• Facebook
• Kapor Center for Social Impact
• Microsoft
• MediaLink
• Levo
• Time Warner Cable Media
+ (Plenty of room…CALL ME IF YOU’RE INTERESTED!)
Need: DIVERSE, Passionate Board
Members
13

109. EDUCATION FOUNDATION
Training & Testing
• Training and a NYC educational partner
• Subsidized training by industry leaders investing in iDiverse and its graduates
• Administering of entry-level certification
Research
• Ongoing assessments of employer needs in ad tech, ad ops, data, and sales
• Comprehensive industry diversity survey
• Performance metrics for diversity
• Diversity and Workforce Development working groups
Organization
• Assistance in recruitment, placement and ongoing mentoring
Our Goals:
17

110. EDUCATION
FOUNDATION
THANKYOU!
TOWARDSADIVERSEWORKFORCEBY2020
Melinda Gipson
Diversity Consultant
melinda.gipson@iab.com
C: 703-887-7933

111. #digidaycareers
PANEL
DISCUSSION:
ADVICE FOR
TODAY’S JOB
SEEKER
PAUL KONTONIS
chief marketing officer, Digiday