18 Ideas for Becoming a Master Student Adapted from A Miniature Guide For Students On How to Study & Learn A Discipline Using Critical Thinking Concepts and Tools by Richard Paul and Linda Elder, Foundation for Critical Thinking, 2001 Originally found in Dr. Geoffrey Lantos Marketing Research seminar at Stone Hill College Note: some of these are also ideas to help you get more actively involved in class discussions. Idea #1: Although these issues are discussed on my syllabus, make sure you thoroughly understand: the requirements of the course, how it will be taught, and what will be expected of you. Ask questions about the grading policies and for advice on how best to prepare for class. Idea #2: Become an active learner. Be prepared to work ideas into your thinking by active reading, writing, speaking, and listening. Idea #3: Think of each subject you study as a form of thinking. (If you are in a marketing class, your goal should be to think marketingly and as a business student. Since this is a Business Research class you need to put yourself into the mind of a business owner or executive confronted with a myriad of inter related problems) Idea #4: Become a questioner. Engage yourself in lectures and discussions by asking questions of the instructor and fellow students. If you don’t ask questions, you will probably not discover what you do and do not know. Idea #5: Look for interconnections between topics within this course as well as between this and various marketing, business, and other courses you take. The content in every class is always a SYSTEM of interconnected ideas, never a random list of things to memorize. Don’t memorize like a parrot. Study like a detective, always relating new learning to previous learning and thinking about how you can apply what you’ve learned. Offer ideas you come up with during class discussions. Idea #6: Think of your instructor as your coach. Think of yourself as a team member trying to practice the thinking exemplified by your instructor. For example, in an advertising class, think of yourself as going out for the advertising team and your teacher as demonstrating how to prepare for the games (tests). (Much business work is conducted in teams preparing for “games” such as a new advertising campaign and new product launch.) Idea #7: When reading and studying the textbook, think about the textbook as the thinking of the author. Your job is to think the thinking of the author. For example, role-play the author frequently. Explain the main points of the text to another student, as if you were the author. Idea #8: Consider class time as a time in which you PRACTICE thinking (within the subject), using the fundamental concepts and principles of the course. Don’t sit back passively, waiting for knowledge to fall into your head like rain into a rain barrel. It won’t. Practice by speaking out in class as well as thinking to yourself. Idea #9: Relate content whenever possible to issues and problems and practical situations in your life or the lives of others you know or in current goings-on in the business world. If you can’t connect it to life, you don’t know it. Offer ideas you come up with during class discussions. Idea #10: Figure out what study and learning skills you are not good at. Practice those skills whenever possible. Recognizing and correcting your weaknesses is a strength. Idea #11: Frequently ask yourself: “Can I explain this to someone not in class?” (If not, then you haven’t learned it well enough.) To make sure, try sharing things you have learned in this course with others. Idea #12: Seek to find the key concept of the course during the first couple of class meetings. For example, in a Marketing Principles course, try explaining what marketing is in your own words. Then relate that definition to each segment of what you learn afterward. Fundamental ideas are the basis for all others. Idea #13: Routinely ask questions to fill in the missing pieces in your learning. Can you elaborate further on this? Can you give an example of that? If you don’t have examples, you are not connecting what you are learning to your life. One way to get more involved in class is to offer such examples. Idea #14: Test yourself before you come to class by trying to summarize, orally or in writing, the main points of the previous class meeting. If you cannot summarize main points, you haven’t learned them. Idea #15: Learn to test your thinking, writing, and speaking using intellectual standards. “Am I being clear? Accurate? Precise? Relevant? Logical? Am I looking for what is most significant?” Idea #16: Use writing as a way to learn by writing summaries in your own words of important points from the textbook, other reading material, and class notes. Make up test questions. Write out answers to your own questions. (If these are really good, submit them to me for possible extra credit). Idea #17: Frequently evaluate your listening. Are you actively listening for main points? Can you summarize what your instructor is saying in your own words? Can you elaborate what is meant by key terms? Idea #18: Frequently evaluate your reading. Are you reading the textbook actively? Are you asking questions as you read? Can you distinguish what you understand from what you don’t? Are you prepared to ask questions about the latter when your instructor asks, “Does anybody have any questions about anything?” SALARY FORECAST 2017 Salary Guide As a leading creative staffing agency, The Creative Group specializes in connecting interactive, design, marketing, advertising and public relations talent with the best companies. All trademarks contained herein are the property of their respective owners. Getting Around the Guide 2 Salary Forecast 3 Behind the Science 7 Hot Jobs 11 12 Compensation Conditions 18 16 Compensation in Greater Toronto 27 24 Extended Outlook Hiring Trends Staffing Patterns Local Forecast 4 The Creative Group 22 The Career City Index 28 Office Locations Salary Forecast Your Source for Creative Industry Salary Information Competitive compensation is critical to winning today’s tug-of-war for skilled creative talent. It’s also a company’s best line of defense against losing top performers. To recruit and retain the best people, more employers are willing to negotiate compensation, our research shows. But to succeed, hiring managers must stay apprised of the most current pay rates for these professionals. That’s why, for nearly two decades, we’ve published The Creative Group Salary Guide each year. It serves as a barometer to help employers evaluate compensation programs and develop a talent strategy. Included in the 2017 Salary Guide is a comprehensive list of the latest salary ranges for positions in the creative and marketing fields, as well as an overview of the most recent hiring and workplace trends. The guide can help you ensure your offer is competitive. We also understand that each hiring situation is different. That’s where the personal expertise of The Creative Group staffing and recruiting professionals across the country comes in. Let us be your resource as you set compensation levels for new hires, plan budgets and try to better understand the hiring environment. Here’s to clear skies ahead. For localized compensation and the latest news on salary and hiring trends, visit our Salary Center at creativegroup.com/salary-center. 2 2017 SALARY GUIDE | THE CREATIVE GROUP Behind the Science About the Guide The Creative Group 2017 Salary Guide features salary ranges for more than 120 positions in the creative field. Our salary data are based chiefly on input from our North American staffing and recruiting professionals, who make thousands of full-time, temporary and project placements each year. The projected salaries for each position reflect starting pay only. Bonuses, incentives and other forms of compensation are not taken into account. Because professionals joining a company may enter at a variety of experience levels, we report salaries in ranges. The ranges represent national averages and can be adjusted for your market by using the local variance numbers on Pages 16-17. Additional information in the guide is based on our surveys of hiring managers and other executives in the creative field. 3 2017 SALARY GUIDE | THE CREATIVE GROUP Hiring Trends 6 Trends to Keep on Your Radar Just as weather patterns shift from year to year, so does the labor market. Take note of these six hiring trends to beat the heat from your competitors. 1. Hiring winds are blowing. As companies invest more in their branding and marketing efforts, they need to staff a flurry of full-time and contract-to-hire positions. For many, the need to get the most out of a growing number of marketing channels is a perfect storm that requires a blend of full-time and freelance professionals. 2. T  he talent drought continues. Because of this hiring upswing, highly skilled professionals are in short supply. Unemployment rates in the creative field remain below the national average, and job opportunities outnumber qualified candidates. Consequently, companies have to work harder to attract and retain the talent they seek, making sign-on and performance-based bonuses more common. FORECAST AT A GLANCE Percentage of advertising and marketing executives who said it’s challenging to find creative talent today 41% Source: The Creative Group survey of 400 advertising and marketing executives in the United States 3. H  ybrid professionals are in demand. Creatives with skills outside their specialty are highly marketable. In addition, digital proficiency is becoming a prerequisite for many traditional roles. For example, graphic designers now need to be familiar with web layouts or social media, and copywriters must have knowledge of search engine optimization. Expect this pattern to persist as cross-departmental collaboration becomes the norm. 4 2017 SALARY GUIDE | THE CREATIVE GROUP Hiring Trends Challenging Areas for Companies to Staff Web design/ production Customer experience Brand/ product management Content marketing Source: The Creative Group survey of 400 advertising and marketing executives in the United States 4. E  mployees seek opportunities to grow. Professionals want to learn and stay challenged at work, and companies face increasing pressure to satisfy these needs. Consequently, more employers are investing in skills training and offering various career paths to retain their best and brightest. 5. W  ork-life integration prevails. Today’s employees want the freedom to work anytime and anywhere, and companies are being more accommodating. In fact, benefits like flexible schedules and telecommuting are becoming the rule rather than the exception at many organizations. Some individuals are even willing to take a lower salary in exchange for greater flexibility. 6. C  ounteroffers are looming. As job hopping increases, more companies are apt to extend counteroffers to valued employees — though these rarely work out in the long term. Savvy employers are instead focusing on creating a workplace that people don’t want to leave. 5 2017 SALARY GUIDE | THE CREATIVE GROUP Hiring Trends FORECAST AT A GLANCE Which of the following retention activities, if any, do you or your company engage in? Regularly evaluate performance and discuss career development Regularly check in with employees to ensure they are happy in their role Regularly benchmark compensation and benefits to ensure we stay competitive Have a formal retention strategy 78% 74% 71% 51% Source: The Creative Group survey of 400 advertising and marketing executives in the United States. Multiple responses permitted. Top responses shown. Percentage of advertising and marketing executives who said they are concerned about retaining their current creative staff in the next 12 months 52% Source: The Creative Group survey of 400 advertising and marketing executives in the United States Dynamic Fields These industries show the strongest demand for creative professionals: High-tech • Healthcare/pharmaceutical • Financial • Retail 6 2017 SALARY GUIDE | THE CREATIVE GROUP Hot Jobs Crucial Creative Positions Looking to build a team that can weather any creative storm? It’ll be a breeze with the right mix of these must-have employees. CONCEPT & IMPLEMENTATION Creative technologist • Serves as a liaison between design and development teams and scopes digital projects. Also responsible for staying abreast of the evolving design, technology and media landscape, including the emergence of new standards and protocols. Must possess strong problem-solving, communication and presentation skills. Digital project manager • Oversees the implementation of multimedia projects. Duties include gathering requirements, creating statements of work, setting project plans and budgets, constructing timelines, and managing quality assurance (QA) testing. Must have excellent communication, organizational and time-management skills. A working understanding of web technologies and programming languages is ideal, and proficiency in project management tools is a plus. Digital strategist • Develops user experience (UX) strategies, including information design, online content strategy and leadgeneration tactics for web, mobile, email, social and digital advertising media. Requires strong communication skills to keep senior management fully informed of campaign activity, challenges and opportunities. Familiarity with customer relationship management (CRM) software like Salesforce and NetSuite is a plus, as are skills in search engine optimization (SEO), search engine marketing (SEM) and web analytics. DESIGN & DEVELOPMENT Graphic designer • Develops or acquires images used in a variety of creative projects (for example, ads, brochures, corporate identity, packaging, presentations, promotional displays, signage and websites) and oversees the design, layout and formatting of these materials. Must possess a strong sense of concept development, in addition to communication, collaboration, research, problemsolving and presentation skills. Proficiency in Adobe Creative Suite is typically required. Web design skills are a plus. 7 2017 SALARY GUIDE | THE CREATIVE GROUP Hot Jobs User experience (UX) designer • Creates satisfying experiences for users of a product, often drawing on results from user research and workflow analysis. Areas of focus may include content, controls, visual design, packaging, customer/technical support, branding and other aspects of UX. Also responsible for producing usage scenarios, site maps, taxonomies and wireframes. Must have an expert understanding of design software such as Adobe Creative Suite and of wireframing tools such as Axure RP and Balsamiq. Visual designer • Designs for a variety of platforms, which may include internet and intranet sites, games, movies, kiosks, and wearables. Creates the concepts, artwork and layouts for digital projects based on creative briefs and client meetings. Understanding of web design issues, including browser usability and cross-platform compatibility, is necessary. Requires strong design and troubleshooting skills, as well as an eye for detail. Responsive design and e-commerce skills are a plus. Web designer • Meets with internal stakeholders or external clients to discuss objectives for internet and intranet sites and other online initiatives. Provides expert creative guidance on the overall look, feel and functionality of web design projects, and produces compelling artwork (including images, icons and banners) and layouts that are appealing and user-friendly. Also conducts QA work to identify possible problems before launch. Must be proficient in design software such as Adobe Illustrator and Photoshop and programming languages such as HTML and JavaScript. Front-end web developer • Develops appealing and user-friendly web- and mobile-based applications. Uses a combination of markup languages to write web pages and provides website maintenance and enhancements. Produces functional requirement documents and specifications and creates quality mockups and prototypes on tight timelines. Also builds cascading style sheets (CSS) that are consistent across all browsers and platforms and maintains graphic standards and branding throughout a product’s 8 2017 SALARY GUIDE | THE CREATIVE GROUP Hot Jobs interface. Understanding of layout aesthetics and a rigor for programming are a must, along with proficiency in CSS, HTML, JavaScript and jQuery. CONTENT Content strategist • Develops content strategy based on a company’s or client’s business objectives and a customer’s or end user’s needs. Also responsible for overseeing content requirements and creating content strategy deliverables (including content audits, gap analyses, taxonomies, metadata frameworks, style guides, content migration plans and editorial calendars) across a project life cycle. Strong SEO and SEM skills are often preferred. Copywriter • Composes clear, concise and grammatically correct copy utilizing different writing styles that appeal to various target audiences. Drives the creation of original concepts that result in effective and compelling communication. Also develops and maintains a clear and consistent brand voice, adhering to commonly used style guides. Must have excellent interpersonal and communication skills and be self-motivated and wellorganized. Creativity, attention to detail, adaptability and marketing knowledge are also required. Bilingual skills are valued, and experience with web markup languages and SEO is a big plus. 9 2017 SALARY GUIDE | THE CREATIVE GROUP Hot Jobs MARKETING Digital/interactive marketing manager • Oversees the daily operation of a company’s website and email marketing program and provides analytics review. Additional responsibilities may include ensuring implementation of marketing initiatives and helping to identify new marketing opportunities. Requires experience in marketing research and analysis; campaign strategy and evaluation; and web analytics tools such as Google Analytics, Adobe Analytics and Kissmetrics. Email marketing specialist • Runs email campaigns that inform consumers and business partners of new products and services or company announcements. Responsible for managing and segmenting contact lists using marketing automation software such as Marketo and Act-On, crafting email copy, and handling customer feedback. Also analyzes results and develops testing plans to continuously improve email performance. Must have strong copywriting skills and be proficient in CSS and HTML. Experience using web analytics tools such as Google Analytics is a plus. Social media manager • Implements an organization’s social media strategy, developing brand awareness, generating inbound traffic and encouraging product adoption. Reports on the progress of applying various social media tactics using a variety of digital analytics and media tracking tools. Also coordinates activities with internal marketing and public relations teams to support their respective missions, ensuring consistency in voice and cultivating an engaged social media community. Strong project management and organizational skills and deep knowledge of social media platforms are required. Most Requested Technical Skills CSS • Drupal • HTML • Illustrator • InDesign JavaScript • Photoshop • WordPress 10 2017 SALARY GUIDE | THE CREATIVE GROUP Staffing Patterns Seasonal Talent Needs Come rain or shine, expect the following cyclical hiring trends. Winter Year-end brings a push to utilize budgets and complete projects before Jan. 1. Creatives are called on for initiatives that help companies reach revenue goals. Professionals who can help with marketing strategy are also in demand heading into the new year. Spring Retail and consumer goods companies are ramping up for holiday promotions. They often see an uptick in business during spring and summer, too. Hiring managers report an increased need for designers, production artists and copywriters. Summer Extra help is needed in all areas to cover for vacationing staff. This means an increase in temporary positions. Hiring among corporate, nonprofit and government clients is also up as these organizations often need to spend “useit-or-lose-it” budgets by the end of June. Fall Businesses seek talent to help with direct-mail campaigns, annual report projects and catalogs. Professionals with experience researching and analyzing market trends, as well as setting strategy and budget, are also needed to establish priorities for the coming year. A SALARY RETROSPECTIVE The average percentage increase for starting salaries across the creative and marketing fields in the last decade: 3.5 4.3 5.2 4.7 -0.3 1.1 3.5 3.5 3.3 3.5 3.8 3.6 2006 2012 2007 2008 2009 2010 2011 2013 2014 2015 11 2017 SALARY GUIDE | THE CREATIVE GROUP 2016 2017 Compensation Conditions Starting Salaries DESIGN & PRODUCTION POSITION LOW Creative Director (8+ years) Creative Director (5 to 8 years) Creative Services Manager Art Director (5+ years) Art Director (3 to 5 years) Production Manager Production Coordinator Project Manager Studio Manager (5+ years) Studio Manager (1 to 5 years) Traffic Manager Traffic Coordinator Medical Illustrator Illustrator (3+ years) Illustrator (1 to 3 years) Graphic Designer (5+ years) Graphic Designer (3 to 5 years) Graphic Designer (1 to 3 years) Package Designer Package Production Artist 3D Animator Multimedia Designer Presentation Specialist (3+ years) Presentation Specialist (1 to 3 years) Production Artist (3+ years) Production Artist (1 to 3 years) $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 116,250 99,500 84,000 8 1 ,0 0 0 65,500 64,000 43,250 5 9 ,75 0 80,250 61,750 5 4 ,75 0 41,750 69,250 5 8 ,75 0 4 2 ,75 0 67, 5 0 0 53,250 3 9 ,75 0 59,500 47, 7 5 0 65,500 63,500 60,250 46,500 50,250 3 7, 2 5 0 HIGH – – – – – – – – – – – – – – – – – – – – – – – – – – $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 186,750 143,500 122,500 107,500 8 7, 2 5 0 8 7, 2 5 0 59,000 94,500 110,250 8 5 ,75 0 77,000 57, 5 0 0 94,500 83,000 59,500 93,000 72 , 2 5 0 56,750 9 1 ,0 0 0 66,500 94,250 92 ,75 0 88,250 64,500 70,750 54,250 For a complete list of job descriptions for the positions in the Salary Guide, visit creativegroup.com/salary-center. 12 2017 SALARY GUIDE | THE CREATIVE GROUP Compensation Conditions INTERACTIVE DESIGN & PRODUCTION POSITION LOW Interactive Creative Director Interactive Art Director Interaction Designer (5+ years) Interaction Designer (1 to 5 years) Visual Designer Information Architect User Experience (UX) Director User Experience (UX) Designer (5+ years) User Experience (UX) Designer (3 to 5 years) User Experience (UX) Designer (1 to 3 years) User Experience (UX) Specialist User Experience (UX) Researcher (5+ years) User Experience (UX) Researcher (3 to 5 years) User Experience (UX) Researcher (1 to 3 years) User Interface (UI) Designer Web Designer (5+ years) Web Designer (1 to 5 years) Email Designer HTML Developer Front-End Web Developer (3+ years) Front-End Web Developer (1 to 3 years) Interactive Producer Web Production Artist Motion Designer Video Producer Video Editor Mobile Designer Mobile Developer $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 105,500 88,000 88,250 60,750 66,000 97,000 126,000 9 2 ,75 0 7 5 , 75 0 52,000 90,500 94,500 76 , 2 5 0 61,250 8 7, 5 0 0 83,250 70,500 5 7, 2 5 0 65,000 80,000 56,500 79,000 50,000 70,500 69,250 59, 2 5 0 80,000 99,500 HIGH – – – – – – – – – – – – – – – – – – – – – – – – – – – – $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 193,000 130,750 124,500 90,750 99,250 144,000 197,500 138,000 103,000 79,500 135,250 132,000 103,250 80,500 132,000 118,000 86,500 7 8 ,75 0 91,250 119,500 80,500 113,000 72,000 103,500 102,250 90,750 121,500 151,000 CONTENT DEVELOPMENT & MANAGEMENT POSITION LOW Copywriter (5+ years) Copywriter (3 to 5 years) Copywriter (1 to 3 years) Medical Writer (5+ years) Medical Writer (3 to 5 years) Curriculum Developer/Writer Instructional Systems Designer Proposal Writer $ $ $ $ $ $ $ $ 7 9 ,75 0 60,500 44,250 90,750 7 3 , 75 0 74 , 7 5 0 78,500 68,500 13 2017 SALARY GUIDE | THE CREATIVE GROUP HIGH – – – – – – – – $ $ $ $ $ $ $ $ 108,000 81,500 6 2 ,75 0 128,000 98,500 104,250 1 1 6 ,75 0 96,750 Compensation Conditions CONTENT DEVELOPMENT & MANAGEMENT (Continued) POSITION LOW Proposal Specialist Interactive/Web Copywriter (5+ years) Interactive/Web Copywriter (1 to 5 years) Blogger Copy Editor (3+ years) Copy Editor (1 to 3 years) Proofreader Content Manager Content Marketing Manager Content Strategist $ $ $ $ $ $ $ $ $ $ 61,500 70,500 50,250 47, 7 5 0 56,250 42,500 41 ,0 0 0 65,000 70,000 81,250 HIGH – – – – – – – – – – $ $ $ $ $ $ $ $ $ $ 83,500 101,000 74,500 70,500 78,000 57, 5 0 0 59,250 95 ,75 0 103,000 115,250 ADVERTISING & MARKETING POSITION LOW HIGH AGENCY President Vice President Business Development Manager Creative Director Account Director Account Supervisor Account Manager (5+ years) Account Executive (3+ years) Account Coordinator (1 to 3 years) Account Planner/Strategist $ $ $ $ $ $ $ $ $ $ 162,250 146,250 101,000 114,000 98,000 85,250 69,250 55,000 40,250 47,000 – – – – – – – – – – $ 249,500 $ 218,000 $ 163,500 $ 186,250 $ 141,500 $ 112,000 $ 97,000 $ 75,500 $ 57, 5 0 0 $ 75,000 $ $ $ $ $ $ 162,000 136,000 101,000 79,000 64,000 44,750 – – – – – – $ 255,000 $ 225,750 $ 154,000 $ 115,000 $ 86,750 $ 63,000 $ $ $ $ $ $ 90,500 64,500 60,750 47, 7 5 0 72,500 50,250 – – – – – – $ $ $ $ $ $ CORPORATE Chief Marketing Officer Vice President of Marketing Marketing Director MarCom Manager (5+ years) MarCom Manager (3 to 5 years) MarCom Coordinator (1 to 3 years) AGENCY OR CORPORATE Media Director Media Planner Media Buyer (3+ years) Media Buyer (1 to 3 years) Market Researcher (3+ years) Market Researcher (1 to 3 years) 14 2017 SALARY GUIDE | THE CREATIVE GROUP 130,000 91,500 88,250 65,250 96,250 69,500 Compensation Conditions ADVERTISING & MARKETING (Continued) POSITION LOW HIGH AGENCY OR CORPORATE (Continued) Brand/Product Manager (5+ years) Brand/Product Manager (1 to 5 years) Event/Trade Show Manager Event/Trade Show Coordinator Digital Strategist Digital/Interactive Marketing Manager E-Commerce Marketing Manager Email Marketing Specialist Marketing Analytics Specialist (3+ years) Marketing Analytics Specialist (1 to 3 years) Web Analytics Specialist (3+ years) Web Analytics Specialist (1 to 3 years) SEO Specialist SEM Specialist Digital Project Manager Digital Traffic Manager Digital Community Manager Social Media Manager Social Media Specialist $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 8 9,75 0 6 6 ,75 0 60,250 4 3 ,75 0 96,500 87, 5 0 0 90,250 60,250 76 ,75 0 60,250 8 3 ,75 0 73,500 62,250 63,500 7 8 ,75 0 63,000 65,250 6 7, 7 5 0 54,000 – – – – – – – – – – – – – – – – – – – $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 129,500 98,250 88,750 61,250 143,750 1 3 1 ,75 0 126,250 84,750 109,000 80,750 116,250 100,500 8 7,75 0 89,750 118,000 90,250 82,250 94,250 7 7, 7 5 0 PUBLIC RELATIONS POSITION LOW HIGH AGENCY Vice President/Group Director Account Manager/Supervisor Senior Account Executive (5+ years) Account Executive (3 to 5 years) Account Coordinator (1 to 3 years) $ $ $ $ $ 134,000 88,000 75 , 2 5 0 5 7, 7 5 0 40,500 – – – – – $ $ $ $ $ 227,000 124,000 104,500 7 7, 2 5 0 57, 2 5 0 Vice President of Public Relations Public Relations Director Public Relations Manager Public Relations Specialist (5+ years) $ $ $ $ 133,000 105,500 84,500 69,75 0 – – – – $ $ $ $ 224,000 146,500 106,500 96,000 Public Relations/Communications Specialist (1 to 5 years) $ 47,000 – $ 70,750 CORPORATE 15 2017 SALARY GUIDE | THE CREATIVE GROUP Local Forecast Adjusting Salaries for U.S. Cities The starting salary ranges provided on the previous pages reflect the national averages for each position. To determine the estimated salary range for a position in your area, use the local variance numbers below. Move the decimal point in the variance number two places to the left, and then multiply this figure by the low and high ends of the salary range. ALABAMA Loveland....................94.0 ILLINOIS Birmingham.............. 95.0 Pueblo......................... 82.0 Chicago.....................123.0 Huntsville...................94.0 CONNECTICUT Naperville..................112.0 Mobile.........................86.0 Hartford.......................116.5 Rockford.................... 85.0 ARIZONA New Haven................112.0 INDIANA Phoenix........................112.5 Stamford....................131.0 Fort Wayne............... 83.0 Tucson........................104.5 DELAWARE Indianapolis............... 96.0 ARKANSAS Wilmington............. 105.0 IOWA Fayetteville.................. 95.0 Cedar Rapids............ 94.0 Little Rock................. 95.0 DISTRICT OF COLUMBIA CALIFORNIA Washington..............133.0 Des Moines.............. 100.0 Fresno.......................90.0 FLORIDA Sioux City................... 84.0 Irvine........................128.0 Fort Myers.................90.5 Waterloo/ Los Angeles............ 130.0 Jacksonville.............. 95.0 Cedar Falls.................87.0 Oakland.....................129.0 Melbourne.................90.5 KANSAS Ontario.....................119.0 Miami/ Overland Park.........100.5 Sacramento..............103.5 Fort Lauderdale.....107.0 KENTUCKY San Diego.................125.0 Orlando...................... 100.0 Lexington................... 91.5 San Francisco......... 140.0 St. Petersburg..........96.5 Louisville.................... 92.0 San Jose.................. 137.0 Tampa.........................98.5 Santa Barbara......... 127.0 West Palm Beach...100.5 Santa Rosa/Marin..120.0 GEORGIA Stockton................... 85.0 Atlanta...................... 103.0 COLORADO Macon......................... 82.0 Boulder.......................116.5 Savannah...................84.0 Colorado Springs... 95.3 HAWAII Denver......................... 107.0 Honolulu..................... 107.0 Fort Collins...................97.0 IDAHO Greeley........................... 88.0 Boise........................... 86. 1 Davenport................. 95.0 LOUISIANA Baton Rouge............99.0 New Orleans.............99.0 MAINE Portland..................... 95.0 MARYLAND Baltimore................. 103.0 16 2017 SALARY GUIDE | THE CREATIVE GROUP Local Forecast MASSACHUSETTS NEW YORK SOUTH DAKOTA Boston.........................133.0 Albany.......................... 99.0 Sioux Falls.................. 84.0 Springfield.............. 101.0 Buffalo.......................... 95.0 MICHIGAN Long Island...............120.0 Ann Arbor....................101.5 New York....................140.5 Detroit........................ 100.0 Rochester.......................91.7 TENNESSEE Chattanooga............. 89.0 Cool Springs...........100.0 Knoxville....................89.0 Grand Rapids........... 85.5 Syracuse......................90.3 Kalamazoo...............80.0 NORTH CAROLINA Lansing....................... 85.0 Charlotte................... 101.5 MINNESOTA Greensboro.............100.0 Bloomington........... 105.5 Raleigh....................... 104.0 Duluth......................... 79.6 OHIO El Paso........................ 72.0 Minneapolis............. 106.0 Akron..........................89.0 Fort Worth.............. 108.0 Rochester...................101.0 Canton........................ 82.0 Houston................... 107.0 St. Cloud.................... 82.5 Cincinnati...................97.5 Midland/Odessa..... 110.0 St. Paul........................103.0 Cleveland...................96.0 San Antonio............. 101.0 MISSOURI Columbus..................98.0 Kansas City...............99.5 Dayton..................... 87.0 St. Joseph................90.0 Toledo......................... 85.5 St. Louis.....................99.0 Youngstown............ 76.0 NEBRASKA OKLAHOMA Omaha.........................97.0 Oklahoma City......... 93.0 Tulsa............................ 93.0 NEVADA Las Vegas..................99.0 OREGON Reno..........................100.0 Portland..................... 106.5 NEW HAMPSHIRE PENNSYLVANIA Manchester/ Harrisburg................. 95.0 Nashua.....................112.0 Philadelphia..............115.0 Pittsburgh.................98.0 NEW JERSEY Memphis.................... 95.0 Nashville.................... 100.5 TEXAS Austin........................ 108.0 Dallas.......................... 109.0 UTAH Salt Lake City......... 104.0 VIRGINIA Norfolk/ Hampton Roads.......97.0 Richmond................... 98.5 Tysons Corner.........132.0 WASHINGTON Seattle.........................120.0 Spokane..................... 82.0 WISCONSIN Appleton.................... 85.0 Green Bay.................86.5 Mount Laurel............115.0 RHODE ISLAND Madison.................... 98.5 Paramus................... 130.0 Providence............... 101.5 Milwaukee............... 101.0 Princeton..................125.0 SOUTH CAROLINA Waukesha..................99.0 Woodbridge............126.5 Charleston................. 93.5 NEW MEXICO Columbia................... 93.5 Albuquerque............ 91.5 Greenville.................. 92.0 Source: U.S. Department of Labor’s Bureau of Labor Statistics and The Creative Group. City index figures are reflective of all industries and are not specific to the creative field. For more information on average starting salaries in your city, please contact The Creative Group office nearest you. 17 2017 SALARY GUIDE | THE CREATIVE GROUP Compensation Conditions Starting Salaries in Greater Toronto DESIGN & PRODUCTION POSITION LOW Creative Director (8+ years) Creative Director (5 to 8 years) Creative Services Manager Art Director (5+ years) Art Director (3 to 5 years) Production Manager Production Coordinator Project Manager Studio Manager (5+ years) Studio Manager (1 to 5 years) Traffic Manager Traffic Coordinator Medical Illustrator Illustrator (3+ years) Illustrator (1 to 3 years) Graphic Designer (5+ years) Graphic Designer (3 to 5 years) Graphic Designer (1 to 3 years) Package Designer Package Production Artist (3+ years) Package Production Artist (1 to 3 years) 3D Animator 3D Modeler Multimedia Designer Presentation Specialist (3+ years) Presentation Specialist (1 to 3 years) Production Artist (3+ years) Production Artist (1 to 3 years) $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 105,500 95 , 2 5 0 62,500 78 , 2 5 0 69,250 73,000 48,000 56,000 71,250 59, 2 5 0 5 7, 2 5 0 47, 7 5 0 6 6 ,75 0 56,500 49,500 77,000 61 ,0 0 0 4 5 ,75 0 72,500 64,250 52,000 72,500 72,500 61,250 71,000 54,500 55,000 41,750 HIGH – – – – – – – – – – – – – – – – – – – – – – – – – – – – $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ All salaries listed on this and the following pages are in Canadian dollars. For job descriptions, please visit thecreativegroup.ca/salary-centre. 18 2017 SALARY GUIDE | THE CREATIVE GROUP 230,000 164,750 84,500 110,000 84,750 100,000 69,250 91,750 97, 2 5 0 80,500 84,000 62,000 95,500 89,500 70,750 98,750 79,500 61,750 1 16,500 89,750 71,250 97,500 97,500 91,750 90,000 69,250 76,000 55,000 Canada/Greater Toronto Salaries INTERACTIVE DESIGN & PRODUCTION POSITION LOW Interactive Creative Director Interactive Art Director Interaction Designer (5+ years) Interaction Designer (1 to 5 years) Visual Designer Information Architect User Experience (UX) Director User Experience (UX) Designer (5+ years) User Experience (UX) Designer (3 to 5 years) User Experience (UX) Designer (1 to 3 years) User Experience (UX) Specialist User Experience (UX) Researcher (5+ years) User Experience (UX) Researcher (3 to 5 years) User Experience (UX) Researcher (1 to 3 years) User Interface (UI) Designer Web Designer (5+ years) Web Designer (1 to 5 years) Email Designer HTML Developer Front-End Web Developer (3+ years) Front-End Web Developer (1 to 3 years) Interactive Producer Web Production Artist Motion Designer Video Producer Video Editor Mobile Designer Mobile Developer $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 105,500 89,500 87,000 63,000 70,75 0 9 1 ,0 0 0 96,500 88,250 71,000 60,250 74,000 88,250 71,750 60,250 87,000 90,500 64,000 62,250 74,500 72,500 52,000 6 2 ,75 0 59,500 7 3 , 75 0 61,500 64,500 7 7, 7 5 0 78,500 HIGH – – – – – – – – – – – – – – – – – – – – – – – – – – – – $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 185,500 142,500 120,750 9 3 ,75 0 100,000 150,000 150,000 137,750 120,000 87, 5 0 0 1 3 1 ,75 0 137,750 120,000 87, 5 0 0 146,000 129,250 92,000 8 1 ,0 0 0 95,000 100,000 88,250 9 1 ,0 0 0 76 , 2 5 0 99,000 84,500 8 6 ,75 0 109,750 1 1 7, 5 0 0 CONTENT DEVELOPMENT & MANAGEMENT POSITION LOW Copywriter (5+ years) Copywriter (3 to 5 years) Copywriter (1 to 3 years) Instructional Systems Designer Proposal Writer Proposal Specialist $ $ $ $ $ $ 86,500 66,250 52,000 67,000 69,75 0 6 7, 2 5 0 19 2017 SALARY GUIDE | THE CREATIVE GROUP HIGH – – – – – – $ $ $ $ $ $ 142,750 88,750 64,750 107,000 98,250 93,000 Canada/Greater Toronto Salaries CONTENT DEVELOPMENT & MANAGEMENT (Continued) POSITION LOW Interactive/Web Copywriter (5+ years) Interactive/Web Copywriter (1 to 5 years) Blogger Copy Editor (3+ years) Copy Editor (1 to 3 years) Proofreader Content Manager Content Marketing Manager Content Strategist $ $ $ $ $ $ $ $ $ 89,000 5 6 ,75 0 51,500 68,000 50,750 52,000 65,500 65,500 7 7, 2 5 0 HIGH – – – – – – – – – $ $ $ $ $ $ $ $ $ 110,000 88,250 7 7, 2 5 0 90,500 62,000 78,250 89,750 89,750 99,250 ADVERTISING & MARKETING POSITION LOW HIGH AGENCY Account Manager (5+ years) Account Executive (3+ years) Account Coordinator (1 to 3 years) Account Planner/Strategist $ $ $ $ 8 1 ,0 0 0 60,500 50,250 88,500 – – – – $ $ $ $ 125,000 82,250 62,000 135,000 $ $ $ $ $ 109,250 9 2 ,75 0 88,500 65,000 44,250 – – – – – $ 204,750 $ 180,000 $ 106,500 $ 8 1 ,0 0 0 $ 63 ,75 0 $ $ $ $ $ $ $ $ $ $ $ 62,250 48,000 42,250 78 , 2 5 0 55,000 58,250 48,500 89,500 8 7, 2 5 0 91,250 65,000 – – – – – – – – – – – $ $ $ $ $ $ $ $ $ $ $ CORPORATE Vice President of Marketing Marketing Director MarCom Manager (5+ years) MarCom Manager (3 to 5 years) MarCom Coordinator (1 to 3 years) AGENCY OR CORPORATE Media Planner Market Researcher (3+ years) Market Researcher (1 to 3 years) Brand/Product Manager (5+ years) Brand/Product Manager (1 to 5 years) Event/Trade Show Manager Event/Trade Show Coordinator Digital Strategist Digital/Interactive Marketing Manager E-Commerce Marketing Manager Email Marketing Specialist 20 2017 SALARY GUIDE | THE CREATIVE GROUP 1 1 2 ,75 0 66,250 50,500 1 1 6 ,75 0 7 7, 7 5 0 69,000 58,250 139,500 135,250 137,500 80,000 Canada/Greater Toronto Salaries ADVERTISING & MARKETING (Continued) POSITION LOW HIGH AGENCY OR CORPORATE (Continued) Marketing Analytics Specialist (3+ years) Marketing Analytics Specialist (1 to 3 years) Web Analytics Specialist (3+ years) Web Analytics Specialist (1 to 3 years) SEO/SEM Specialist Digital Project Manager Digital Traffic Manager Digital Community Manager Social Media Specialist $ $ $ $ $ $ $ $ $ 67,000 55,000 88,000 76,500 89,500 76 ,75 0 59, 2 5 0 54,500 54,000 – – – – – – – – – $ $ $ $ $ $ $ $ $ 100,000 78,000 142,750 87,000 100,000 123,000 88,000 79,000 79,75 0 PUBLIC RELATIONS POSITION LOW Public Relations Director Public Relations Manager Public Relations Specialist Visit our Salary Centre at thecreativegroup.ca/salary-centre for more information, including our Salary Calculator. 21 2017 SALARY GUIDE HIGH $ 9 2 ,75 0 – $ 1 41 ,75 0 $ 76,500 – $ 96,750 $ 48,000 – $ 75 , 2 5 0 | THE CREATIVE GROUP The Career City Index Making the Most of Location To career-minded creative professionals, what makes one city more attractive than another? The answer may help hiring managers develop and refine their recruitment strategies. The Career City Index — a result of a study conducted by The Economist Intelligence Unit for Robert Half — examines key factors influencing livability and career opportunities in various U.S. cities across four categories: • • • • Career prospects Quality of life Cost of living Cultural diversity These factors include employment outlook, average commute time, median monthly rent and internet connectivity, among others. 22 2017 SALARY GUIDE | THE CREATIVE GROUP The Career City Index Seattle took the overall No. 1 position as the top career city in the United States, buoyed by strong rankings in the cost-of-living (first) and career-prospects (second) categories. Boston, the San Francisco Bay Area, the District of Columbia and Raleigh, North Carolina, rounded out the top five. From sunshine in Phoenix and Sacramento, California, to the wide variety of restaurants in Los Angeles and New York to shorter commute times in Salt Lake City and Des Moines, Iowa, each of the top 25 cities has unique selling points. The Career City Index helps companies highlight these local and regional factors to pique the interest of prospective employees. To find out where your city ranks, download the Career City Index report at roberthalf.com/career-city-index. 23 2017 SALARY GUIDE | THE CREATIVE GROUP Extended Outlook 12 Basic Steps for Hiring Success Landing top talent with in-demand skills is increasingly challenging. Much of your success will depend on the effectiveness of your hiring process. To assist you in your staffing efforts, we’ve created a list of what experience has taught us are the most essential steps: 1. D  ecide how you want to staff a vacant or new position, bearing in mind that not all jobs require a full-time employee. 2. If a full-time hire makes the most sense, carefully update or develop a job description to accurately reflect your current needs. 3. S  et a salary range that is on par with — or slightly above — what competitors are offering. 4. Using the job description as a basis, create the job posting. 5. C  hoose a combination of candidate sourcing strategies, including online job boards, recruiters and social media. 6. E  valuate resumes and portfolios, watching for technical and soft skills that best fit your needs and corporate culture. 7. N  arrow the field by conducting telephone or video interviews with the most promising candidates. 8. Conduct in-person, one-on-one interviews with your top choices, using questions that can help you understand their attitudes and motivation. 9. Use consistent criteria to make your final selection. 10. Check references personally. 1 1. D  on’t delay the offer. The most talented creative professionals may already be weighing other offers.  fter a candidate accepts your offer, agree on a prompt start 12. A date that doesn’t leave him or her waiting — or with time to have second thoughts. 24 2017 SALARY GUIDE | THE CREATIVE GROUP Extended Outlook FORECAST AT A GLANCE Which one of the following aspects of the hiring process do you find the most difficult? 100 75 50 25 31% 28% 14% 13% 10% Generating interest from qualified candidates Developing compensation packages and negotiating salaries Reviewing application materials Creating job descriptions Asking the right interview questions Source: The Creative Group survey of 400 advertising and marketing executives in the United States. Top responses shown. Find additional hiring tips on The Creative Group’s blog at blog.creativegroup.com. 25 2017 SALARY GUIDE | THE CREATIVE GROUP Extended Outlook FORECAST AT A GLANCE Which one of the following is the most common reason candidates turn down a job offer from your company? 35% 27% 17% Accepted another job offer or counteroffer Compensation and benefits are lower than expected Limited opportunities for career growth or advancement 9% 7% 3% Poor fit with the job description Limited employee perks Poor fit with the corporate culture Source: The Creative Group survey of 400 advertising and marketing executives in the United States. Top responses shown. 26 2017 SALARY GUIDE | THE CREATIVE GROUP The Creative Group Your Go-To for Creative Talent The Creative Group — a division of Robert Half, the world’s first and largest specialized staffing firm — connects companies with highly skilled interactive, design, marketing, advertising and public relations talent. We provide flexible staffing solutions by placing our candidates on a project, contract-to-hire and full-time basis. We can also provide resources and project management for strategic initiatives that require a team of creative professionals. In addition, by partnering with our sister division Robert Half Technology, we can deliver the most efficient and cost-effective staffing solutions for digital projects that call for both creative and technical skills. Our staffing experts are available for personal consultation to help you locate top creative professionals who are motivated to perform and well-suited to your workplace culture. We also offer a wealth of management and career advice on our website (creativegroup.com) and blog (blog.creativegroup.com). Contact The Creative Group at 1.855.750.7260 to learn more about salaries in your market or how we can help you find the right talent for your organization. Top 5 Reasons Companies Use Specialized Staffing Firms Like The Creative Group 1. To access hard-to-find talent that isn’t available in-house 2. To lighten the load on core team members 3. To provide support for special projects 4. To avoid the damaging and costly cycle of overstaffing followed by layoffs 5. To reduce recruiting time, especially when firms don’t have time to conduct a rigorous search and evaluation of their own 27 2017 SALARY GUIDE | THE CREATIVE GROUP Office Locations UNITED STATES ARIZONA GEORGIA OHIO Phoenix Atlanta Cincinnati CALIFORNIA ILLINOIS Cleveland Irvine Chicago Dublin La Jolla MASSACHUSETTS OREGON Los Angeles Boston Portland MICHIGAN PENNSYLVANIA Southfield Philadelphia MINNESOTA TENNESSEE Minneapolis Nashville MISSOURI TEXAS St. Louis Austin Oakland San Francisco San Jose COLORADO Denver CONNECTICUT Hartford NEW JERSEY Stamford DISTRICT OF COLUMBIA Princeton Dallas Houston Saddle Brook WASHINGTON Washington Woodbridge Seattle FLORIDA NEW YORK Coral Gables New York CANADA Tampa NORTH CAROLINA ONTARIO Charlotte Mississauga Raleigh Toronto Visit creativegroup.com/office-locations to contact The Creative Group office nearest you. 28 2017 SALARY GUIDE | THE CREATIVE GROUP 1.855.750.7260 • creativegroup.com © 2016 The Creative Group. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans. TCG-0916-14614
Purchase answer to see full attachment