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Fill your child’s schedule by filling their face with junk food.
In response to massive changes in the ways by which marketers reach consumers, as well as the ongoing cry from chief marketing officers for better integration, some agencies are revamping their training programs. In some cases, the new courses involve tackling actual client briefs.
Agency leaders say the changes are key to attracting and retaining prime talent. And although some shops are cutting staff and other expenses this year amid client spending shifts and declines, a look at a random sample of seven agencies from four holding companies revealed that most are increasing their investments in training. WPP Group’s Grey, for example, spent more than $3 million on global and local efforts last year.
Position: Copywriter
Location: City of Chicago
Status: Freelance
Estimated Duration: Ongoing
Starts: Within a Couple Weeks
Rate: Between $25-$35/hour DOE
Job Description:
Our client is an integrated marketing communications agency.
They are seeking a freelance Copywriter with who is highly immersed in technology and the technology scene and social networking—an Echo Boomer.
Looking for someone that might have their own blog and be heavily into blogging.
Will be working on a variety of projects to include both long and short form copy, but mainly short form ad-type copy. Will be writing ads, banners, web copy, etc.
Has the ability to conduct interviews with case studies candidates.
Must have at least 2-3 years of experience.
“People are looking for mature, aggressive, in-command personalities. … I think when the economy suffers, they’re more concerned about stability and experienced management people who can command a presence automatically. It’s their safety net.”
“If we broaden our horizons, there are a lot of good people out there. We don’t put them in an old traditional role; we put them in roles that play to their strengths.”
“We began to value the contribution of diversity to our business,” said Rod Gillum, VP-corporate responsibility and diversity, who has been at GM for 29 years. So from hiring a diverse group of engineers, designers and executives starting in the late 1960s, GM went on in 1999 to establish 10 affinity groups within the company, including African-Americans, Hispanics, women, people with disabilities, Chinese, Middle Eastern and more recently Native American.
The idea? “We need to hire people who could help us market to people like them, recruit people like them and retain people like them,” said Mr. Gillum, who also chairs the General Motors Foundation.
“As demographics shift, diversity becomes more and more important in getting your message out,” said GM’s Mr. Gillum. “Some people call it marketing. I call it value.”