We're Growing Our Internal Team - Seeking a Talent Liaison

Portfolio Creative, the nation’s fastest growing creative staffing and recruiting firm, places creative talent in all areas of marketing, advertising, design and communications.  This Columbus, Ohio based firm has received much recognition in recent years.  Portfolio Creative was selected as one of the Best Places to Work, a nominee for the 2011 Enterprising Women of the Year Awards, a finalist in the 7^th annual Stevie® Awards for the “Best Overall Company of the Year – Service Firm, Up to 100 Employees”, listed on the Fast 50 List of Fastest Growing Companies, and included in the Inc. Magazine list of fastest growing privately held companies in the nation for three years running, to name a few.

Specialists in connecting clients with the finest creative talent, we provide short-term staffing, long-term contract work, full-time recruiting, payroll and other services. Our clients are advertising agencies, design firms and corporate creative departments, and our talent ranges from graphic designers to copywriters, marketing specialists, project managers, and more.

We’re currently adding a Talent Liaison to our team who will act as a bridge between our Client & Talent Services team and our Operations team. We’re looking for the right fit with our team and culture; to be successful in this role, the ideal candidate will be patient, empathetic, warm, and have a genuine desire to help others. This is an entry-level, non-exempt position with opportunity for growth. Position reports to the HR Specialist. 

What we need you to do:

•        Manage on-boarding process for external employees
•        Manage follow up processes for placed talent
•        Prepare, collect and process new hire employee paperwork
•        Input newly placed talent information & maintain current employee information in company and client software systems
•        Confirm newly placed talent before their start date, and ensure they’re prepared for their first day on the job
•        Check in with placed talent on a regular schedule
•        Maintain and communicate information about our current benefits package to external or potential employees
•        Research, execute and manage programs that can help improve employee retention, especially with external employees placed with clients
•        Manage performance feedback and career development process for external employees
•        Maintain a list of former employees; develop and execute ways to stay in touch with these “Portfolio Alumni” throughout their careers
•        Help manage Payroll email, including checking time sheets for errors
•        Answer employee questions regarding time entry, payroll, and other relevant topics as appropriate 

What we’re looking for:

•        Associate’s or Bachelor’s degree in Human Resources, or equivalent training and education
•        Excellent written and verbal communication skills, strong interpersonal skills
•        Extremely detail-oriented and organized
•        Solid computer skills (working mostly on a MAC), including Excel and Word; experience working in database and/or payroll systems, will train on our internal database system
•        Basic understanding of federal and state laws as related to employment (Basic understanding of employee/labor relations)
•        Ability to Learn Clients’ vendor management systems
•        Ability to handle confidential information appropriately
•        Develop solid base of knowledge about the creative industry, our clients and the types of talent we place
•        Desire to grow within a culture that focuses on being smart, professional, connected, friendly, supportive, and unique

We offer a competitive pay range and benefits package, a creatively driven business with a team-oriented atmosphere, and potential for career advancement. To learn more about us, visit portfolioiscreative.com. 

Interested? Email your resume and any additional details to hr@portfolioiscreative.com

Portfolio Creative is an equal opportunity employer.

Ideas Matter: Why the Creative Class Survives and Thrives

By Kristen Harris

Looking back at the recent economic crisis, it’s easy to think that all classes and industries suffered equally. In reality, workers in the so-called creative class have come through relatively unscathed. Yes, just under three quarters of a million creative jobs were lost during 2008-2010, but that’s less than two percent of total jobs in the category.¹ And certainly some categories of creative jobs fared better than others--news reporters, musicians, photographers and editors were especially hard hit. But compared to the loss of more than two million service jobs and 5.3 million blue-collar jobs, creative professionals are still doing well and looking forward to a bright future.

Why have creative class workers been able to survive, and in some cases thrive, in such a difficult economy? Because ideas matter. A fresh idea, perspective, communication style or approach can make the difference between a business barely hanging on (or worse), and succeeding. Ideas convince us to try or buy a product, support a non-profit’s mission, choose one vacation destination over another, or build in a certain housing development. Often we are buying into that idea itself—we can’t see and touch a mission or an experience—we have to believe it will be everything we expect and more. I didn’t buy a citrus juicer; I bought the idea of how much my family will love fresh-squeezed orange juice every morning.

A second reason the creative class is doing well, in the midst of economic turmoil, goes back to the creativity of the professionals themselves. Faced with a job loss or similar life-altering event, creative people can develop a variety of ideas to keep themselves moving forward. According to the Kauffman Index of Entrepreneurial Activity,² the number of new businesses created increased year over year during 2007-2009 (during a major recession) by people with an idea to share or skills to market. Creative people invent new products, find a fresh way to deliver a service, or address a need we didn’t even know we had (who knew they needed digital music, electronic books or podcasts before the iPod?!). They’re able to move from one seemingly dissimilar position to another, and even make entire industry or career changes, because their creativity allows them to thrive in a variety of environments. Good ideas can cross from one industry to another. In a recent article Richard Florida points out that “…creative class workers, even in the hardest hit fields, have the skills, education and human capital that allows them to switch jobs, fields and careers when required, an option that is largely unavailable to blue-collar workers.”

Creative class members have fared well compared to other classes of workers because their fresh ways of thinking are critical to the survival and success of businesses, and they’re able to shift gears into what is new or next to keep moving forward. They say, “I have an idea…” and there’s more where that came from!

¹ Source: The Creative Class is Alive, by Richard Florida: http://tinyurl.com/CreativeClassFlorida

2 Source: Despite Recession, U.S. Entrepreneurial Activity Rises in 2009 to Highest Rate in 14 Years, Kauffman Study Shows  http://tinyurl.com/KauffmanEntrepreneurial

Kick-start Your Career: Tips for the New Year

By Kristen Harris

Whether it’s a New Year’s resolution, rebounding from the holidays or simply having more free time, the new year makes people think about their career. In regards to their current position people generally are happy, okay for now, or not happy. Regardless of where you fall, there are things you can do to move your career in the right direction.

Happy with your current position? Great! That’s good news. Is it surprising to know that you’re in the minority? According to a recent Right Management poll, just 5 percent of the workers polled said they intend to remain in their current position. You’re one of the happy ones so make the most of your unique situation! Seek opportunities to learn and grow, find new ways to contribute to the success of your employer, and identify how your role may evolve so you can be prepared for the next step. And, even though you’re happy, you never know when an opportunity will present itself. With a professional resume and solid portfolio of work, you’ll always be prepared for to interview for a great internal position or with a new company.

Your job is okay…for now? Now is a great time to start putting out feelers and making connections that could lead to a new opportunity. The U.S. Bureau of Labor Statistics recently reported the largest number of “job-leavers” in a decade.² Interestingly, the bulk of the 1.1. million workers who left their job in October 2011 did so without having another lined up.  There are many factors that may contribute to why someone would leave their position, but the two largest seem to be confidence that there are more opportunities available and frustration with the status quo. Employees who weathered the economic storm without experiencing a lay-off, or who took a less-than-ideal job because it was the only available option, are starting show signs of confidence in their ability to find something new. As the old adage goes, the best time to look for a job is when you already have one. Reach out to your professional connections, recruiters and advisors to let them know that, confidentially, you would be open to a new opportunity. Be specific about what that new position would look like, and what you would need to seriously consider making a move.

You’re really unhappy where you are, or aren’t working? Now is a great time to renew the vigor of your job search. Attend industry events and reach out to your professional and personal connections, especially those that you may have seen recently over the holidays. Make sure your resume and portfolio of work are current and professionally presented. Stay current on news of growth or changes within companies you’re interested in—those are often signs that new opportunities may open up and you’ll want to be the first to know. Commit to frequently attending industry events or meetings; all of the groups that were on hiatus over the holidays should be back to their regular schedule.

A special note to employers:

Those statistics about the number of people planning to look for a new position in 2012 (84% in the Right Management poll)? The number of people who are leaving jobs without something new in place? Those may be your employees. It’s important to know who on your team is happy, just okay, or really not happy; who is engaged, indifferent, or actively disengaged. Do the work necessary to keep the right people on your team, and be prepared for the loss of others. Cross-train, have a back-up plan for someone leaving (maybe the same plan you used over the holidays), and always keep a list of talent that would be a good fit for your team if and when you have the right role for them. 

¹ Source:  Survey Finds Wide Employee Discontent, poll conducted by Right Management, a division of Manpower Group: http://tinyurl.com/rightmgmtpoll

² Source:  Voluntary Quits Rising As Engagement Measures Decline, John Zappe, November 23, 2011: http://tinyurl.com/ere-netarticle

IRS Continues Crackdown on Worker Classification

10/19/11     

     (COLUMBUS, OH) – With recent economic challenges, companies of all sizes have begun to embrace non-traditional staffing options, including temporary staff, project-oriented assignments, flexible schedules, telecommuting, part-time or shared positions, compressed work weeks and outsourced functions.  Recently the IRS announced a program to encourage businesses who use certain types of independent contractors to voluntarily reclassify them as employees on an ongoing basis in order to avoid tax liabilities, penalties and interest.  The Voluntary Classification Settlement Program (VCSP) is one of several recent business staffing compliance-oriented programs designed to increase federal tax revenues.

     “Many entrepreneurs and business owners, in an attempt to do more with less, have embraced a more flexible workforce.  But they’re not sure what the rules are when it comes tax time,” said Kristen Harris, co-owner and founder of Portfolio Creative, the nation’s fastest growing creative staffing firm.

     The IRS has a 20 factor test to help companies determine if a worker is an independent contractor or employee, but many busy business owners are not aware of it, or find the process confusing.  That can become painful should they discover after the fact they made a mistake.

     “We try to make sure our clients know that these rules exist, and that by using an outside staffing agency like ours, the contractor vs. employee issue is no longer a factor,” said Harris.  “Many companies who have successfully saved costs with flexible staffing don’t know they can outsource their payroll to protect themselves from compliance hassles.” 

     Industry experts anticipate a continued increase in worker classification investigations, due to President Obama’s 2011 fiscal budget that set aside $25 million for misclassification initiatives that include 100 additional enforcement personnel and competitive grants for states looking to recapture funds.  Currently approximately 10 million U.S. businesses rely heavily on independent contract workers. 

About Portfolio Creative

     Portfolio Creative is the nation’s fastest-growing creative staffing and recruiting firm.  An Inc. 500 fast growth company for the past three years, Portfolio Creative connects clients with creative talent in all areas of design, marketing, communications and advertising.  It also provides executive recruiting, payroll and direct hire services.

     Founded in 2005, the company has been recognized with awards from Staffing Industry Analysts, Columbus CEO magazine, Business First, the Columbus Chamber, Enterprising Women magazine, the Stevie Awards for Women in Business, the American Staffing Association, the Ohio Department of Development and the National Association of Women Business Owners.  Clients and creative talent can call (614) 839-4897.  More company information and a job board is available online at www.portfolioiscreative.com

### 

For further payroll/compliance questions, please contact a specialist at Portfolio Creative at hr@portfolioiscreative.com.

Workplace Flexibility: The New Normal

By Kristen Harris

We keep hearing the phrase “the new normal,” and wondered what exactly that means for the world of work and jobs. With that phrase, essentially experts are saying “don’t expect things to return to exactly how they were pre-recession, what you’re seeing now is about what your expectations should be.” Certain areas have experienced profound changes and are settling at a level where they’re likely stay for a while—often it’s used in reference to higher unemployment rates, a lower number of manufacturing and construction jobs, or lower housing prices and sales levels.

But the recession affected many facets of employment as well, creating a “new normal” for work expectations.  What is the “new normal” for work? What will work look like in the near future?

We’re seeing a few trends that seem to be here to stay:

• Flexibility Workforces. During the recession many companies reduced their workforce. Now they need to increase productivity, but are not necessarily looking to re-hire all of the positions eliminated. Flexibility is the name of the game—businesses are seeking options for keeping their workforce agile, with the ability to grow and shrink as needed. These options, including temporary employees, project-oriented freelance assignments, flexible or reduced schedules, and outsourced functions, can also be great opportunities for potential employees. If you’re seeking flexibility, there are many ways to engage with a company beyond the typical 40- (or 50- to 60-) hour salaried position. If you are looking for stability and consistency, it’s still wise to consider all of the options available. Working with a company you really care about, in a capacity that works for them, can lead to other opportunities once you’ve proven your value.

• Knowledge-based jobs. Many of the positions eliminated during recessionary downsizings were skill-based or physical roles. As our economy becomes more knowledge-based, positions that are now being added use more knowledge technologies (engineering, design and concept, computer science, mathematics, chemistry and physics, psychology and sociology). These are “thinking roles” rather than “building roles”--our economy is becoming one where we develop ideas or create new products, which are then manufactured elsewhere. Many of these knowledge roles are difficult for employers to fill, meaning there is plenty of opportunity for those who have or are willing to gain the required skills and experiences.

• Higher skill requirements. Even skill-based or physical roles that employers are looking to fill tend to have higher technology requirements than in the past. Manufacturing is a highly technical industry, and nearly every business or entity functions off of a computer-based system. To succeed in future roles, it will be nearly mandatory that employees have strong computer and communication skills. Workers will be expected to stay current with the ever-changing world of technology, and much of that expected continuous learning will not be provided by their employer.

• Mobility between jobs. No one stays anywhere anymore. Thirty years with the same company, wrapped up with retirement, a pension and a gold watch are myths of a very distant past. We’re a mobile workforce, moving between jobs when the time is right for us and our employers. The commitment is there for as long as it’s right for both sides, and when it isn’t right anymore, we go our separate ways with no hard feelings. As mobile as we all are, there’s a good chance you’ll work with the same people at a new company in the near future, or the same company with all new people.

• Cities becoming activity hubs. Because we’re such a mobile workforce, people are more willing to go where the most work or best opportunities are available. Cities have always been activity hubs, but now we’re seeing a select group of metro areas that are growing much more quickly than their counterparts. Generally these are locations with a lot of excitement and energy around new technology, educational, creativity and ideas. Interesting people like to be around other interesting people, and younger generations are much more likely to simply move to a city that represents the type of place they want to live, then find employment. Cities will continue to compete for the best talent, and some will certainly rise to the top.