Tag Archives: career

Horror Channel, FrightFest & Movie Mogul launch nationwide search for new filmmakers

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Horror Channel, FrightFest & Movie Mogul team up to launch nationwide search for new filmmakers

 

Can you make a short film that can cut it in hell? Have you got some killer ideas?

 

FrightFest and Movie Mogul, in association with Horror Channel, are challenging aspiring filmmakers to make a short horror film – the best six of which will be shown on Horror Channel and at the 2013 Film4 FrightFest event. The overall winner will receive a prize fund of £6,666 and the opportunity to develop a horror short or feature idea under mentorship from Movie Mogul, for a possible 2014 production.

 

666 Short Cuts To Hell is no ordinary film competition though. Entrants will have to follow a series of ‘killer’ restraints such as a maximum of 6 lines of dialogue, a maximum of 6 cast of and crew members and a maximum budget of £666.

 

 

Chris Sharp, Chief Operating Officer for CBS Chello Zone Channels, commented: “Horror Channel has a rich history in supporting new film making talent through Directors’ Nights, new talent seasons, its FrightFest Short Film Showcases and Horror Club.  We’re looking for the next talent which we will support with on air exposure and undoubtedly feedback from our loyal viewers.  We know there are many keen filmmakers among our audience – this is their chance to get their work in the spotlight and get noticed by the UK film industry.”

 

John Shackleton, M.D of Movie Mogul said: “In the current technological HD/digital climate, it really is possible to make just about anything, and new entrant filmmaking is a level playing field. Now is the perfect time and opportunity to uncover new talent with big ideas, who just need that little nudge to really get going. Horror is a fantastic genre in which to cut teeth and sharpen skills because it is historically more of an ideas-driven genre, that doesn’t necessarily require big name stars to break through”.

 

Paul McEvoy, co-director of FrightFest added: “We want filmmakers of all kinds to take up the gauntlet and entertain horror audiences with some bold, fun and original ideas. An army of inspired filmmakers all equipped with the same limitations of genre, budget and duration, should really make for a very exciting competition!”

 

Entrants must submit their completed film by 6pm on the 6th June 2013.
Submission guidelines and terms and conditions can be found at www.shortcutstohell.com

 

The overall winner will be announced at FrightFest 2013 after the six films have been screened.  The full jury will be announced in due course, and will include: Horror Channel presenter Emily Booth, FrightFest director Paul McEvoy, Movie Mogul’s John Shackleton and filmmaker/Special Make-up Effects expert Paul Hyett.

 

TV: Sky 319 / Virgin 149 / Freesat 138

 www.horrorchannel.co.uk |

twitter.com/horror_channel

 

Super Secrets of the Successful Jobseeker by Simon Gray

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 Keeping ahead of the competition in 2013 From ‘Super Secrets of the Successful Jobseeker’  Author

Getting yourself to market

“Knowledge is power” might be a cliché these days, but the stark fact of the matter is that it’s never been more of a truism. When you know more about the environment you’re about to enter, then the better you can market yourself, and adapt.

I have interviewed a number of people recently who have been in secure jobs but have been thrown into the hustle and bustle of the jobs market because of redundancy. To be frank, some of their expectations have been unrealistic. They often think that the jobs market is exactly the same as when they last looked for a position –  but times have changed.

I often equate this to a prisoner who has been newly released from prison after serving a 10-stretch. Their surroundings are unfamiliar, and time, people and technology has moved on. It’s no wonder they’re confused.

In my experience, jobseekers react to this in two different ways: they bury their head in the sand and try and pretend nothing has changed; or they take a more enlightened approach and try to gain more understanding of the modern job market and how best to place themselves within in it.

It’s no secret that there are now more people applying for the same job than ever before. With this comes a downward pressure on salaries, and, as far as employers are concerned, it’s most definitely a “buyer’s market”.

Employers are under the impression that they don’t have to try too hard to find great candidates with the skills they need because there appears to be so many out there looking for jobs. They’re also in no rush to make snap decisions when it comes to appointments – nor will they hire unless completely necessary because of the cost risk that taking someone on incurs. In short: employers believe they sit in the seat of power.

Jobseekers, meanwhile, are going into the jobs market believing it’s going to be tough to land a role. They’re thinking to themselves: “I’m going to have to work really hard to find a job and I’m not guaranteed to find one – is there any point?” They also believe they should be grateful for any job that’s offered to them at whatever salary. But the main thing they believe is that they have absolutely no power in the jobs market at all.

I think this is misguided. Why? Because you simply can’t control what is out of your reach. The mindset of employers is beyond a jobseekers capability to alter, and so trying to do so will only waste time and lead to a dead end. The jobseeker would be better spending their time and effort trying to understand what their future potential employer is thinking, and how you can tailor your skills and experience to meet their requirements. In doing this, you’ll be instantly rebalancing the relationship.

The first thing any jobseeker should do is remember who their competition is. Make sure you differentiate yourself from other jobseekers; instantly falling in-line with what the competition is doing will put you at a distinct advantage. Arm yourself with the weapons you need to make you stand out from the crowd.

This can seem like a daunting task, but it needn’t be. Research is vital, and this can be done at a local level rather than trying to ascertain what’s happening nationally.

The local press is a good place to start. Find out what’s happening in the regional economy, and basic steps such as measuring the thickness of the local jobs paper is a good place to start if you want to take stock of hiring activity in the market.

Recent figures show that as many as 20 per cent of people online at any time are looking for a job. Use this time to take a look at jobs boards and search for skills that employers are looking for.

Talk to the professionals – set up meetings with local recruitment businesses. Ask their advice on what’s happening, skills sought after and salary levels.

Do your homework on your local business scene; who are the larger businesses and who are the up and coming SMEs (small and medium sized enterprises)?

By undertaking these simple steps, you the jobseeker, will have a more realistic handle on the jobs market and a better of the times on the times your are living in.

With a clear picture of how things are, you are far better informed and more empowered to plan your attack and find your next position.

Calling Aspiring Bloggers! Win a year’s contract with Mira Ink, the home of teen fiction

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Do you have a passion for writing?  Are you looking for an opportunity to showcase your talent and get paid for it? Look no further.  Mira Ink, the home of popular teen fiction books and ebooks has launched blogINK, a search for the next British blogger extraordinaire.

 

Write about the latest from The Glass Trilogy or follow Kayleigh Kavanagh in the Soul Screamers Series. Tell the world about Iron Fey or Dash & Lily’s Book of Dares. This once in a lifetime contract starting in January as MIRA Ink’s blogger, will not only see you writing about the most exciting teen stories but also creating your blogs on a top of the range laptop, courtesy of MIRA Ink.

 

If you have blogging ambition, then start right now. Enter a 500 word blog of your choice via the blogINK App by midnight on 25th November.  Then ten finalists will be shortlisted by MIRA Ink’s judging panel on 29th November and then asked to create a 60 second YouTube video and use social media sites to show how enterprising they are at generating buzz around their video.  Finally, the winner will be announced on 14th December.

Claudia Symons, MIRA Ink Brand Manager says:  “This is an exciting campaign for us; we’ve never done anything like this before.  We know there’s a wealth of teen talent out there waiting to be unlocked.   We are looking for someone who would love the chance to write about the wonderful world of teen fiction and who’s not too shy to shout about it.”

 

Stages & Deadlines:

  • Stage One:  9th – 25th November – Participants to enter a 500 word blog of their choice via the blogink App.
  • Stage Two:  29th November – Ten competitors will be shortlisted by Harlequin’s judging panel and asked to create a 60 second YouTube video and use social media sites to show how enterprising they are at generating likes.
  • Stage Three:  14th December – The winner will be announced and win a yearlong paid contract at Mira Ink and a top of the range laptop.

Follow the action on twitter using hashtag #blogINK

Twitter.com/MiraInk

Facebook.com/MiraInk

Miraink.tumblr.com


Glass Ceiling “Is a Myth”, Age is the biggest hurdle

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The glass ceiling is dead as a concept for today’s modern career apparently. But women are still being held behind in the workplace. Here are the depressing facts why….

Ernst & Young poll of 1,000 UK working women says there are multiple barriers to career progression

The concept of a single glass ceiling is an outdated model and no longer reflects the realities of modern working life for women, according to the results of a poll released today by Ernst & Young.

The survey of 1,000 UK working women between the ages of 18 – 60, revealed that two thirds believe they faced multiple barriers throughout their careers, rather than just a single ceiling on entry to the boardroom.

Four key careers barriers throughout a woman’s career

Based on the results, Ernst & Young has identified four key barriers to career progression for today’s working women. These barriers are: age, lack of role models, motherhood, and qualifications and experience.

The professional services firm says that the barriers aren’t chronological and can be experienced at anytime; often several at once. And while they aren’t exclusive to women, it believes it is clear from the research that employers need to provide better support to help women overcome them.

British business losing best and brightest female talent

Liz Bingham, Ernst & Young’s managing partner for people, says, “The focus around gender diversity has increasingly been on representation in the boardroom and this is still very important – as members of the 30% Club we are committed to this.

“But the notion that there is a single glass-ceiling for women, as a working concept for today’s modern career, is dead. Professional working women have told us they face multiple barriers on their rise to the top. As a result, British business is losing its best and brightest female talent from the pipeline before they have even had a chance to smash the glass ceiling. We recognise that in our own business, and in others, and professional women clearly experience it – that’s what they have told us.”

Ernst & Young’s head of advisory, Harry Gaskell, agrees. He says that the barriers identified in the survey reinforce Ernst & Young’s belief that encouraging and supporting women into senior positions is a talent pipeline issue. As a result he believes that organisations need to ensure they are supporting women at every stage of their career lifecycle, not just as they are about to enter the boardroom.

Age is the biggest hurdle

Delving into the findings behind the barriers, the survey identified age – perceived as either too young or too old – as being the biggest obstacle that women face during their careers. 32% of women questioned said it had impacted on their career progression to date, with an additional 27% saying that they thought it would inhibit their progression in the future.

Most markedly it was women in the early stages of their career that seemed to be most acutely impacted – with half of all respondents between 18 and 23 saying age had been a barrier they’d already encountered in their career.

“Age is a very complex issue, especially when it’s linked to perception. It’s concerning to see that women seem to be most vulnerable during the formative stages of their careers, when they are working their way through the ranks,” says Liz.

She argues that businesses need to be aware of pervasive attitudes towards age as a barrier within organisational culture, and suggests that one way of managing this is to encourage diverse role models within an organisation, who can visibly demonstrate that age is not an inhibitor to opportunity and progression.

Exploring the experience and qualifications barrier

Barriers related to a lack of experience or qualifications also featured strongly in the survey. It was the second highest factor that had inhibited women’s careers to date (according to 22% of respondents), and the third highest factor cited as a future inhibitor (19%).

Reflecting on the results, Harry says, “Women, and men, often need to give themselves more credit for the experiences and expertise that they have, while businesses need to look past the piece of paper.

“There is acknowledgement that high academic performance is still part of selection criteria in some organisations, especially at graduate level – and there is a wider issue here about fostering social mobility. But much greater value is being placed today on non-academic achievement and on diversity of experience and perspectives.”

The impact the experience of motherhood can have…

The impact of becoming a mother on a career is well rehearsed and therefore it was unsurprising, if disappointing, that this was identified as a key barrier. Nearly one in five (19%) of those questioned said it had impacted on their career to date. While a further 25% said they thought it was the second biggest inhibitor to their future careers, after age.

Liz says, “I think the only way that organisations can really tackle this is through positive intervention. This includes the provision of supportive programmes that help women to transition back into work after maternity leave and empowers them to take control of their careers and make informed choices.”

Ernst & Young has trail blazed a number of initiatives for working mothers aimed at increasing retention levels and ensuring that women feel supported through-out their career life-cycles. This includes a maternity coaching scheme providing one-to-one counsel with a consultant before, during and after maternity leave.

“Coaching schemes are very valuable,” says Harry. “But I also think there’s an important part that can be played by women role modelling their success and demonstrating by example how they balance the demands of home and work life.”


The value of role models

Three out of four (75%) of those questioned said that they have few or no female role models within their organisations. With some respondents (8%) going as far to say that a lack of role models had had a detrimental impact on their career to date. And therefore role models were identified as one of the four barriers.

Liz says that a lack of role models was a consistent theme across all the age groups polled. “I was really surprised and concerned by these findings. From my own experience I have seen how good role models can have a transformational impact on an individual or team.

“I think one of the big problems is the misconception that you have to be perfect in order to be a role model. Whereas in reality we all have skills, attributes or experiences that would be valuable to share with others.”

But it’s not just down to business…

Ernst & Young says that managing these four barriers is about personal responsibility, appropriate and targeted support from business and positive government intervention.

When respondents were asked to identify what three things their organisations could do to remove these barriers, or better support women’s career progression, the top answers were:

* More support after returning to work from having children (32%)
* More support at every stage of my career lifecycle (24%)
* More visible female role models (19%)

When asked the same question in relation to what government could do, they said:

* Enforcing companies to reveal the ‘pay gap’ between men and women (45%)
* Affordable child-care/ tax relief for childcare (43%)
* Policy guidance on flexible working for UK businesses (28%)

Harry concludes, “Gender diversity transcends the responsibility of government, business and individuals. There is no quick fix or magic bullet; it will take a combined effort, but the focus has to be on the talent pipeline rather than just on the boardroom.

“Positive interventions can work. But we think one of the most fundamental aspects of managing barriers is role models – for people to actively demonstrate that barriers can be over-come. If we can get this right, then perhaps the other barriers will become more manageable and less marked over time.”

Vanessa Vallely Interview Part Two: We Are The City Founder Tells All.

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Part 2

Tell us about your day job. You are head of business management at Aviva

“Basically, it is a business management role. It’s just insuring that the business operates and that the department runs effectively. So there is a risk audit, finance, a bit of HR. I provide support to the COO and the leadership team. So I make things happen and I get things done. I very much enjoy it, it’s a supportive role. I am mentoring other people in Aviva as well and growing a talent pool. I have some good relationships here and let it be said that Aviva have been massively supportive to the website. They know I run the website, they know that I go off and do charity things and they are one of the most supportive employers I have ever worked for. It’s a fantastic place to work.”

If you could have had any other career what would it have been?

“When I left school, I thought I wanted to be a policewoman, and then I thought I wanted to be a lawyer, then a judge, then I wanted to go into the army. So when I look back, they are all quite authoritarian, so I definitely wanted to rule the world in some kind of guise. If I could have had another career I think I would have been a midwife, because it was something that always interested me. I don’t know if I would have had the guts to do it, but I liked the thought of bringing children into the world.

“The funny thing was is that I was not naturally maternal before I had kids, if I heard a child crying in the supermarket I would be like, ‘Shut that child up’. When I had my own baby, it kicked in. I always found it hard to play with children because I was an only child and I played on my own. When I play with my own children, I tend to go off on my own and I have to bring myself back again. I was just used to playing that way. I would still like to be a midwife actually. It is still something that interests me to this day.”

You have won a lot of awards, which ones are you particularly proud of?

“The women in banking and finance award I was very proud of. My mum and dad were there and my dad hadn’t been very well. They divorced 38 years ago but they get along really well. To have them both there was special to me because they have seen me get to where I have gotten to. It was great to be recognised by such a wonderful body. That means so much to me. For the second one, I went to Washington to pick it up. That was a global award and the same one as the three women I have nominated have won. So I have said to my girls, “No more awards please’. I have won quite a lot. My job now is to judge awards and put other women forward, raise their profile and help them along in their career. I have had five award winners in the past year.”

That’s a good rate!

“That is a good rate. But all of them have achieved amazing things, setting up networks, giving effort and giving back to the next generation of women. So if I am in a position to help them, then of course I am going to.”

Your parents must be very proud of you.

“Yeah. My mum is my biggest fan. I mean, she helps me a lot. There is a lot of support behind me. There is my childminder, I don’t think I could do anything without her. There is an ironing man who comes and collects my ironing. It’s the best £30 a week I have ever spent. He would be the last to go. My husband is a huge support. There are a lot of people who enable me to do what I do. I help them all back in different ways. It’s a two-way street. My mum still works, she’s only young, she’s not even 60 yet. So obviously she helps me as much as she can. She is also my best friend. That helps. I confide in her a lot. When I am getting too tired she is the one that says to me, ‘Enough’.”

Mums know

“Exactly, mums know. I am like a train, I just keep going.”

How important is the support of Wearethecity for women?

“There has been a shortage of women in financial services, engineering and IT. The gender issue it not as prevalent as it once was, but at a high level, there is a lack of women in senior roles. And then there is a shortage of women making it onto boards. The City gets a lot of bad press, but we do contribute to the world economy, the UK’s economy. It’s not all million pound bonuses. You are talking about a very small percentage of people. It’s not all financial workers either, there are a lot of people who work in the periphery, you have the bars and the restaurants, and the shops and the retail outfits. It is not just financial services.

“I would encourage women to come up here and try to work. Try and see if they can have a career in the City. It is an exciting time and we are waiting here to support them.”

What do you think of the current government? Do you think they are doing a good job?

“I try to stay clear of politics. One of the things I don’t get involved in is politics. I don’t stay on top of the policies or anything like that. I have no particular alliance to any party. What I would comment on is when they do things that affect young families, because it is a struggle having kids and bringing them up. Childcare is a major thing for young couples, and women returning to work and stuff like that. I have no particular pick of the politicians, I don’t think any of them can be trusted. That would be the only thing I would say.”

Do you think you have a good work/life balance?

“Sometimes not. It was an unique week last week. I dropped my phone down the toilet, I lost my cash card, and I had tonsillitis, one of the kids caught nits, it was just a calamity of errors. I got lost on the same stretch of motorway that I have driven on a hundred times for an hour and a half, going backwards and forwards. I think I was just having one of those weeks. On Sunday night I didn’t get to bed until 11. I didn’t get to wash my hair so it’s dry shampoo on the Monday as I’m going out the door.

“There are weeks when I get it and I learn to appreciate when I’ve got that balance. When it’s Sunday night and the kids are clean, my personal emails are clear and I am on top of work – everything is in it’s box and I have learned to appreciate those moments for what they are because they don’t come around that often. Sometimes, 80% is good enough. If 80% of my washing is done, if there is a little bit in the basket, then I don’t need to tick the box. Sometimes you have to accept that some things are out of your control. You just have to do what you can. Don’t beat yourself up about it.

I work for a good employer, so I only work four days a week. My one day a week off I spend on wearethecity, on my charities, on the awards, I pick my kids up and I drop them off. I have been offered lots of different jobs, even when I have been working here and I haven’t taken them because the employers were not open to me working flexibly. That doesn’t work for me as I have lots of commitments. I am a non exec to charities, I’m a school governor, I’ve got two kids and I can’t do it all without a certain level of flexibility from the people that I work for.”

How do you relax? Do you relax?

“Lots of people would say no, but I know when I need a break. In a couple of weeks, I am going off to Spain on my own for two days and I have booked my bed by the pool. I will just lay there. I relax by thinking, believe it or not. I am not like any girl. I don’t like shopping, believe it or not. I can’t think of anything worse than trying on clothes. I also have a big beef with high street sizes. You can go in one shop and feel great because you’re a size 12 and you go in another shop and you are in a 16. The labelling is all wrong. It can ruin your shopping experience.

“Because I am an only child I am quite comfortable in my own company. Much as I always say I need my sisters – I think the network that I hang out with are my family –  I still like taking time out to be on my own. I try and not do anything.

“I am never without my phone. I’ve got two and I can text on both of them at the same time. I will give any child a text competition run for their money. I get up at half five to get my own personal email down and get my own stuff done, so when the kids get up it’s their time. My life is like a military operation. So when I do get some down time, I do take it.”

Anything else?

“Wearethecity are opening a job board in September. Women can have a portfolio career. I want to teach women that they can come and work here. I would like to think in my lifetime that I make a difference. I would love for a woman to achieve something and we don’t all celebrate because it is not a rare thing. I hope that happens in my tenure, the next 40 years or however long I live. That would put a smile on my face.”

Part one is here.

Frost Magazine Writers Launch Arts and Social Group – The Bloomsbury Net

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Frost editor Catherine Balavage and writer Mary Tynan are launching The Bloomsbury Net on Friday, 16 March 2012, a monthly evening for people who work in, or appreciate, entertainment and the arts – writers and readers, actors and audiences, artists and viewers, filmmakers and watchers, musicians and listeners, to name but a few. Come and meet like-minded people in the convivial atmosphere of Truckles Wine Bar in the heart of Bloomsbury; make new friends; and progress your career.

The first event is on 16 March 2012 from 6.30 onwards. As this is our first month, the structure of the evening will be fairly fluid, but if you have something to promote please feel free to bring flyers. Join us downstairs at Truckles of Pied Bull Yard, Off Bury Place, Bloomsbury, London WC1A 2JR (close to the British Museum). Admission free. Frost readers particularly welcome!