Marketers love to talk about “brand.” So do recruiters. Company brand, personal brand. In the weeks leading up to—and in the days following—the Super Bowl, everyone talks about brand. Which means, whether anyone realizes it or not, everyone is talking about storytelling. This year’s assortment of Super Bowl ads were heavy on story-as-brand. A recent Forbes article noted that:
- Some companies are using their ads to make a political statement (intentionally or not).
- There seem to be more ads focusing on the brand level instead of individual products.
For some, this was a successful approach. For others, not so much. One thing we can all agree on, is that story works, when it comes to provoking emotion. Whether you liked the Audi and Coke ads or not, chances are you discussed them. A very good friend of mine worked on the Airbnb ad, which was a textbook example of story-as-brand in action, and by almost all accounts, a very successful version thereof.
But what does this have to do with getting a job?
Some might say we’re currently experiencing the triumph of technology companies. Others might say this is actually the end of them. A recent Medium post by Rob Thomas (Vice President, Products, IBM Analytics) is in fact entitled exactly that—The End of Tech Companies. In it Thomas writes:
The era of “tech companies” is over; there are only ‘companies’, steeped in technology, that will survive.
Data-driven hiring models are increasingly able to include and assess soft skills, so it’s critical that students and job-seekers understand how this impacts and informs the process of building a successful candidate brand.
Hard skills are generally defined as those teachable skills that can be measured and quantified. Soft skills, on the other hand, are understood to be more subjective—these are the qualities and attributes we tend to think of as comprising “people skills.” Traditionally, soft skills are considered much harder to quantify.
So can soft skills really be assessed using data? The answer is: Yes.
Udacity supports students from a variety of backgrounds, including many who are returning to the workforce. Today we highlight the career story of Kate Rotondo, an iOS Nanodegree Course Manager here at Udacity. After taking 5 years off to raise a family, Kate successfully overcame the challenges of re-entering the job market. In our interview below, Kate details her journey, and offers her advice on how to maintain your skills, grow your network, and ace the interview cycle.
If you’re certain you want a top-notch career, and you have your eyes set on a six-figure salary, but you aren’t sure which career is right for you, what’s the best way to move forward? Is it folly to shoot for salary when you don’t know what you want to be when you grow up? Not necessarily. The key is to pursue skills, not roles.
Workplace Culture is one of those buzzy phrases that crops up endlessly in modern discussions around recruiting and hiring. Recruiters are purportedly seeking individuals who will successfully fit it, and job seekers purportedly value it above virtually everything but salary. But at the end of the day, isn’t it the work you do—and are capable of doing—that’s most important?
Career planning takes exactly that, planning. By definition, you have to think ahead. Where will the opportunities be? For everyone from “creatives” to “techies” Virtual Reality is looking very promising these days. Here are six reasons to start thinking about a Virtual Reality career: