In a collection as elegant, nuanced, and thoughtful as the designer himself, Raf Simons’s final show for the house of Jil Sander proved an exquisite coda to his remarkable career here.
Saturday, February 25, 2012
Thursday, February 23, 2012
LEVI'S BUNS OF SHAME
When it comes to selling clothes, size matters. A campaign for Levis Curve ID Jeans was banking on it, until it backfired.
The line of customized shape-fitting denims boasts in a print ad, "hotness comes in all shapes and sizes." But underneath that message of empowerment, are three models with very similar, slender body types. Aside from slight differences in backside protrusions, none of the models reflect the size 14 shape of the average American woman.
Check out another ad campaign sparking outrage.
Copyranter, an advertising watchdog blog that posted the magazine ad Wednesday, called it an insult to women size six and over.
"The company doesn't seem to understand what 'different' means," added Jezebel's Anna North. "See, 'hotness comes in all shapes and sizes,' as long as those shapes are minute variations on the same thin, ponytailed woman."
In a call to Levis, a spokesperson told Shine that particular ad is actually from last year. Their latest campaign takes into account the heaping dose of criticism from bloggers since the first ads launched in 2010. ("If you put the words 'Bold Curve' next to a woman, I expect her to have, um, bold curves and preferably legs that don't look like toothpicks," activist Shelby Knox wrote of one of the first Curve ID ads.)
The line of customized shape-fitting denims boasts in a print ad, "hotness comes in all shapes and sizes." But underneath that message of empowerment, are three models with very similar, slender body types. Aside from slight differences in backside protrusions, none of the models reflect the size 14 shape of the average American woman.
Check out another ad campaign sparking outrage.
Copyranter, an advertising watchdog blog that posted the magazine ad Wednesday, called it an insult to women size six and over.
"The company doesn't seem to understand what 'different' means," added Jezebel's Anna North. "See, 'hotness comes in all shapes and sizes,' as long as those shapes are minute variations on the same thin, ponytailed woman."
In a call to Levis, a spokesperson told Shine that particular ad is actually from last year. Their latest campaign takes into account the heaping dose of criticism from bloggers since the first ads launched in 2010. ("If you put the words 'Bold Curve' next to a woman, I expect her to have, um, bold curves and preferably legs that don't look like toothpicks," activist Shelby Knox wrote of one of the first Curve ID ads.)
 |
| LEVI'S NEW AD |
In fact the most recent ads for Curve ID, launched last week, plays down the word "curve" and play up the toothpicks. More street art than self-help, the look of the new campaign for the 'Ankle Skinny' Curve ID jeans, buries the curves behind six long slim legs. It's hard to tell any difference at all between the three body types presented because of the way they're posing, but it's safe to say nobody's a size 14.
"By no means is the advertising representative of all women's body types across the globe," Levis rep Ibby Clifford tells Shine, adding that a more diverse gallery of "real women" exists on their Facebook page.
Levis' Curve ID brand concept attempts to eliminate the physical torment as well as the psychological baggage of buying jeans. That's probably why the campaign has historically taken so much heat, compared to every other jeans ad with a skinny model. While the line features a wide range of sizes, the focus is on the curvature of four different body types: Slight, Demi, Bold and the more recent, Supreme. The Starbucks-inspired naming convention is designed to take the stigma out of jeans sizes and celebrate the curvier figure. But ever since the line launched in 2010, its ad campaigns have struggled to portray real body types in print.
It's not the first to apparel brand to stumble while promoting equal opportunity designs. American Apparel incited critics last year when it announced a plus size modeling contest to promote their new XL line.
While advertisers struggle with the demand for larger sizes, merchandisers are embracing it. The Limited launched an entire online shopping site last year for, Eloquii, their line for women sizes 14w and over. In the UK, size 12 mannequins are storming department stores. Displaysense, one of the biggest suppliers for clothing chains, has seen a 16 percent increase in requests for curvier mannequins.
Have jeans gotten too niche? Check out a new type of denims with a special feature.
In the past year, Levis has had so much success with their Curve ID line, they've expanded the range of cuts and styles, notably adding a larger shape option called Supreme, "designed to solve the fit frustrations of the curviest women."
Despite the wider variety of sizes in stores, one size still fits magazines-and it's too small for a growing number of critics. Still, even those critical of Levis' Curve ID promotions, seem to like the actual jeans. "They've made some nicely fitting jeans, albeit jeans that still fit squarely into a body-oppressive paradigm," confesses My Body Image's Taylor Owen. "I'll admit, I bought two pairs. "
"By no means is the advertising representative of all women's body types across the globe," Levis rep Ibby Clifford tells Shine, adding that a more diverse gallery of "real women" exists on their Facebook page.
Levis' Curve ID brand concept attempts to eliminate the physical torment as well as the psychological baggage of buying jeans. That's probably why the campaign has historically taken so much heat, compared to every other jeans ad with a skinny model. While the line features a wide range of sizes, the focus is on the curvature of four different body types: Slight, Demi, Bold and the more recent, Supreme. The Starbucks-inspired naming convention is designed to take the stigma out of jeans sizes and celebrate the curvier figure. But ever since the line launched in 2010, its ad campaigns have struggled to portray real body types in print.
It's not the first to apparel brand to stumble while promoting equal opportunity designs. American Apparel incited critics last year when it announced a plus size modeling contest to promote their new XL line.
While advertisers struggle with the demand for larger sizes, merchandisers are embracing it. The Limited launched an entire online shopping site last year for, Eloquii, their line for women sizes 14w and over. In the UK, size 12 mannequins are storming department stores. Displaysense, one of the biggest suppliers for clothing chains, has seen a 16 percent increase in requests for curvier mannequins.
Have jeans gotten too niche? Check out a new type of denims with a special feature.
In the past year, Levis has had so much success with their Curve ID line, they've expanded the range of cuts and styles, notably adding a larger shape option called Supreme, "designed to solve the fit frustrations of the curviest women."
Despite the wider variety of sizes in stores, one size still fits magazines-and it's too small for a growing number of critics. Still, even those critical of Levis' Curve ID promotions, seem to like the actual jeans. "They've made some nicely fitting jeans, albeit jeans that still fit squarely into a body-oppressive paradigm," confesses My Body Image's Taylor Owen. "I'll admit, I bought two pairs. "
Wednesday, February 22, 2012
Tuesday, February 21, 2012
Monday, February 13, 2012
OVER 50 AND LOOKING FOR A JOB?
We surveyed over 100 fashion industry recruiters to get their advice for older job seekers. The top recommendations are provided below.
To be clear, the purpose of this exercise is to help, not to insult. If you are an older job seeker, we hope that you will compare your current job search process against these recommendations.
#1. TECHNOLOGY
By a wide margin, fashion industry recruiters and hiring managers said that older job seekers should make sure their technology skills are current. Older job seekers that are able to demonstrate they are proficient in current technologies AND that are able to communicate their proficiency during the application process will have an advantage over those who do not.
#2. RESUMES
Fashion industry recruiters and hiring managers recommended that older job seekers should shorten their resumes and avoid outdated terminology. Suggestions include, using clear concise language, limit experience to what is relevant to the position, use bullet points and show value.
#3. TRADITION
The way companies do business is always evolving. Older job seekers who demonstrate the ability to adapt and demonstrate a willingness to learn will do better than those who do not.
#4. HUMILITY
Multiple recruiters contended that older job seekers should be more humble. My guess is that "tone" is really the issue here. There is a fine line between confidence and cockiness. The challenge for older job seekers is to present their experience and knowledge without coming off as condescending.
#5. NETWORK
The old saying "it's not what you know but who you know" is only partially true. Now, you have to be knowledgeable, have good contacts and know how to leverage them.
HONORABLE MENTIONS
- have realistic expectations
- be willing to mentor
- demonstrate a willingness to do actual work (not just manage)
- don't display displeasure (facially) when you see that your interviewer is younger than you.
Posted By Chris Kidd
Sent on the Sprint® Now Network from my BlackBerry®
To be clear, the purpose of this exercise is to help, not to insult. If you are an older job seeker, we hope that you will compare your current job search process against these recommendations.
#1. TECHNOLOGY
By a wide margin, fashion industry recruiters and hiring managers said that older job seekers should make sure their technology skills are current. Older job seekers that are able to demonstrate they are proficient in current technologies AND that are able to communicate their proficiency during the application process will have an advantage over those who do not.
#2. RESUMES
Fashion industry recruiters and hiring managers recommended that older job seekers should shorten their resumes and avoid outdated terminology. Suggestions include, using clear concise language, limit experience to what is relevant to the position, use bullet points and show value.
#3. TRADITION
The way companies do business is always evolving. Older job seekers who demonstrate the ability to adapt and demonstrate a willingness to learn will do better than those who do not.
#4. HUMILITY
Multiple recruiters contended that older job seekers should be more humble. My guess is that "tone" is really the issue here. There is a fine line between confidence and cockiness. The challenge for older job seekers is to present their experience and knowledge without coming off as condescending.
#5. NETWORK
The old saying "it's not what you know but who you know" is only partially true. Now, you have to be knowledgeable, have good contacts and know how to leverage them.
HONORABLE MENTIONS
- have realistic expectations
- be willing to mentor
- demonstrate a willingness to do actual work (not just manage)
- don't display displeasure (facially) when you see that your interviewer is younger than you.
Posted By Chris Kidd
Sent on the Sprint® Now Network from my BlackBerry®
Thursday, February 2, 2012
Fw: Job Hunting Mistakes
------Original Message------
From: Job Openings, Job Leads and Job Connections!
Sender: messages-noreply@bounce.linkedin.com
To: Ismyrne Geffrard
Subject: Job Hunting Mistakes
Sent: Feb 2, 2012 10:50 PM
From: Job Openings, Job Leads and Job Connections!
Sender: messages-noreply@bounce.linkedin.com
To: Ismyrne Geffrard
Subject: Job Hunting Mistakes
Sent: Feb 2, 2012 10:50 PM
LinkedIn Groups Group: Job Openings, Job Leads and Job Connections! Subject: Job Hunting Mistakes Dear Colleagues,
Are you a fresh graduate and planning to look for a job? Did you just recently quit your job and are looking for greener pastures? Are you unemployed and have little experience regarding ways to secure a job?
Whatever your situation may be, it would be to your advantage to study the following mistakes that have cost job seekers many opportunities that could have easily been avoided had they focused on following a clear-cut strategy to effective job hunting.
Here are 2 mistakes to watch out for, I have taken the time to put a complete list together here if you would like to learn more: http://bit.ly/AjyVXi
***Mistake #1:
Failure To Create The Perfect Resume
Before submitting your resume to a prospective employer, check your resume for corrections at least three times before handing it over. After researching about the job position, it is critical that you format your resume to match the needs of the company.
For example, if you are applying for an accounting job, you should put in detail your accounting experience on your resume. Typographical and grammatical errors are serious no-no's. It is also ideal to keep the length of the resume' to at least a page and a half long.
***Mistake #2:
Failure To Appear Professional
A survey conducted by a staffing and consulting firm based in California which corresponded with 1,400 chief financial officers concluded that candidates for employment made most of their mistakes on their interviews. Some of the mistakes they made include:
1) Arriving late
2) Having little knowledge about the company
3) Having little knowledge about the position applied for
4) Having a superiority complex
5) Behaving arrogantly
The body language of the applicant must also denote that he is confident yet not overpowering. He must maintain eye contact, have a strong handshake, and avoid looking defensive by the act of crossing the arms. Wearing the right clothes is crucial for projecting a confident stance. As they say, it is better to go to an interview over-dressed than being under-dressed.
Answer questions smartly
A common mistake of interviewees is that they tend to get tense and forget the questions that are given to them, which has the effect that they are not prepared for the interview. It is important to research the company and the position applied for to prevent being side-tracked during the interview.
If you do not know the answer to the questions being asked, it is better to admit you don't know the answer to the question and add that you can research about it. Look for the skills or expertise that the company is looking for so that when interview day comes and the interviewer asks about your strengths and core competencies, you will be able to match it to what they need.
Getting the necessary referrals
Having a referral from one of the company employees can go a long way toward landing an interview. A typical company may receive job applications in the hundreds and usually 35% to 60% of all job vacancies are filled by referrals. The odds of getting hired when you have a referral are very high if you have another 200 to 500 applicants vying for the same position.
If you do not know anyone from the company that may give you a referral, it is a good idea to network the alumni of your college or university, trade groups, social networks, and professional associations. Remember, having a referral greatly increases your chances of getting the position.
Plus one of the best places to get introductions and referrals is none other than here on LinkedIn. Don't forget LinkedIn is a great resource!
Read the other keys here:
http://bit.ly/AjyVXi
So what are some key points you may offer to your fellow group members on job hunting?
To Your Success,
-Randy Schrum
Group Manager
P.S. I did a video on how to leverage LinkedIn Job Alerts a while back, you can view it here: http://bit.ly/xhWkRl
Posted By Randy Schrum
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Sent on the Sprint® Now Network from my BlackBerry®
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