BILL: "We all know that the entertainment industry is continually going through technology advancements - and has regularly done so, quite frankly, since the birth of the industry back in the 1880's. Throughout history, we have seen the overall 'entertainment industry pie' continue to grow on a steady basis, as new technologies have become integrated into the process.
But the current economy is hurting just about every aspect of the entertainment industry and almost all companies in our space. While some have suggested that the entertainment industry is 'recession resistant,' this current economy has shown otherwise.
Interestingly, the major entertainment companies are doing two very different things at the same time: 1). They are retrenching, focusing on their core businesses, eliminating layers of middle management, and trying to stay solvent long enough to see the consumer economy return; and 2). opportunistically have been gaining market share, acquiring 'bolt on' businesses, and are trying to see where the industry is growing (trying to anticipate where the 'puck is going, not where the puck is.')
The growth and availability of 3D technology across all media platforms IS becoming a popular reality. The technology is moving this way, and the consumer clearly seems to value it.
There will certainly be an increase in career opportunities for those people who can demonstrate real 'valueadded' to these companies. Such career options will be exciting for those who can work in fast changing, maybe less structured, sorts of environments. These could be people who are considered more entrepreneurial and comfrotable with change and the rate of change.
While the underlying technological changes from 2D to 3D are enormous, the preceding technology changes that have taken place over the last 100+ years are all quite similar in terms of what sorts of people will become successful going forward. Sucessful people are those who can deal with changing business models, anticipating new consumer trends and finding/presenting unique consumer experiences.
They will join the companies that find economical ways to deliver or present the 3D experience. Just as 3D is a change from 2D, 3D businesses will be filled with those executives who can work within a 'change environment/change culture.' While, hopefully, there will be many successful enterprises, invariably, a few will simply fall by the side of the road."
DAN: "In today's economic environment, what are companies looking for in hiring good people? What do they want in the way of technology awareness and adaptability?"
BILL: "Good companies want good executives. Such companies seek high quality people who, ov course, have the necessary skills and experience. More importantly, however, these companies require that these people 'fit' within the 'company culture.' Every organization has its own culture. And in every company, there are certain people (styles) that fit and are successful, and there are others who don't.
A 'cultural fit' is the key to the success rate of any executive. Without that fit, one isn't as likely to be successful in a company -- even with all of the requisite professional skills and experience.
Not everyone working in a technology based/focused company must be a technologist. However, everyone working in these companies should have a gereral interest in, and comfort with, technology and the applications that can be developed. Shared values, work ethic, styles of communication and other factors all help to build a solid organization that can be successful. The ability to complement the existing staff is also important, along the lines of a "1 + 1 = 3" mentality. Working in a collaborative manner, and team work, are always critical, due to the rate of speed and intensity of the competition, and the global nature of the overall industry."
DAN: "What's the key to linig up the right people that you need to meet for an interview? How do you get the attention of people looking for employment opportunities right now? Are people hiring these days?"
BILL: "The successful hiring of executives within any organization is always a top priority and always a challenge. In fact, the hiring of executives is a highly competitive sport. Finding talented team members is one of the top priorities of the senior leadership team of any successful company. Regardless of the economy, the competition, and other factors, it's always hard to make the best hiring decisions and choices, but such decisions will greatly impact your organization for years to come.
Meeting the best talent to join any company requires constant effort, marketing and networking. All good companies are always looking for great talent to join their company -- even when there isn't an open position. Networking, word of mouth referrals, and utilizing your own work force, are always the best ways to start.
Your valued employees are your company's best ambassadors and at the same time your valued employees should view their roles as part of a mission to bring other great people into the organization. By taking part in industry trade associations, membership organizations, community organizations (not for profit, charitable, educational groups, etc.,) will always provide another way to reach out to new and more people.
Finally, if all of that isn't enough, then you may want to consider working with those recruiters who know your company, the company culture and the industry segment. A valuable recruiter should be able to provide you with insight and context as to where your company is today and where it's going in the future. And if you are contacted by a recruiter, be sure you are working with someone with that industry knowledge, who can help you assess potential opportunities." |
