Congrats to AnnaKate, Bobbi and Michelle: Dean's Art Award Honorable Mention

AnnaKate Auten

Michelle Parkos

Bobbi Sweeney

Wrath, Greed, Sloth, Pride, Lust, Envy, and Gluttony

Courtesy: https://www.behance.net/ilovedust

The 7 Deadly Sins are usually given as wrath, greed, sloth, pride, lust, envy, and gluttony. Each is a form of Idolatry-of-Self wherein the subjective reigns over the objective.
Although these "sins" are most associated with Christianity/Catholic Church these are also referred to as sins of humanity throughout the artistic community.

The Divine Comedy is an epic poem by Dante Alighieri, begun 1308 and completed 1320, a year before his death in 1321. It is widely considered the preeminent work of Italian literature and is seen as one of the greatest works of world literature.

The Divine Comedy with the mentioned Seven Deadly Sins has been a source of inspiration for countless artists for almost seven centuries. There are many references to Dante's work in literature. In music, Franz Liszt was one of many composers to write works based on the Divine Comedy. In sculpture, the work of Rodin is notable for themes from Dante, and many visual artists have illustrated Dante's work. 

Now this is your time to interpret these Seven Deadly Sins as you so choose.

For your final senior graphic design assignment each of you will interpret the Seven Deadly Sins as you see them manifested through your own personal definition of each subject.
These are your personal interpretations. These may include political, sexual, religious, historical, financial, or any other interpretation you so choose. 

These can be original art, digital prints, silkscreens, photos, sewn, painted/drawings, transfers, mixed media and/or any other technique you so desire.  This set of 7 should also include some type of packaging for your original images/interpretations.  It could be a simple box or paper portfolio or slipcover or anything you feel is appropriate to your concept. 

One of these of your choosing will be printed to a larger 22x30 glicee print format that you will show at the final critique on April 27th.  Please prepare one of your 7 "sins" in a high res format pdf to be put on shared space so CMC can print all of them at once. This larger format is due by Wednesday April 22nd.

These larger 22x30 formatted prints will become property of the Welch School of Art & Design and be installed/framed on the premises for the future.  Should you choose to have an additional one printed please advise ahead of time for production.

Each original design/artwork should be 6 x8 inches.
Each will have a front and you should also include some design/information for the reverse.
It could be just your logo on the reverse or text that somehow describes your vision.

Specs:
7 individual 6 x 8 interpretations of The Seven Deadly Sins and Packaging for the 7 interpretations. 
Creative Brief for the 7 set of Sins.
Paper choice is up to each designer.
Media is up to each designer.

At least one "sin" should be created high resolution (300dpi) pdf to be printed 22x30 glicee CMC print due Wednesday April 22nd. No later.

Keith Haring:
One of Keith Harings last series of work was a portfolio based on Williams Burrough's Apocalypse. When the late renowned artist Keith Haring was diagnosed with AIDS in 1988, he collaborated with author William S. Burroughs on this Apocalypse series, which offers an insight into Haring’s personal struggle with the disease.  He died in 1990.These large scale dramatic art series depicted his personal narrative/journey in the final years of his life.
Each panel is 38 x 38 inches.

 Also check out work by Nathan Fox who created a set of skateboards:

Check out the opening title sequence for "Seven."

Directed in 1995, David Fincher’s Se7en is a film that defies easy categorization. Perhaps too dark to qualify as a golden classic despite having all the right ingredients, neither is it a cult film in the traditional sense, as it is stocked with A-list talent and propped up by a smart script, a memorable score and rich cinematography, and a production value in lockstep with Fincher’s vision for the film.

It’s a sequence that has drawn comparisons to the grotesque photography of Joel-Peter Whitkin and the experimental self-aware filmmaking of Stan Brakhage, and its format has been likened to Stephen Frankfurt’s title design for Robert Mulligan’s 1963 adaptation of the courtroom thriller To Kill a Mockingbird, which also features close-up photography of personal items to describe the psyche of one of the film’s key players. But it is more likely a convergence of unique circumstances and artistic vision that gave the Se7en titles their own distinct cadence, blending Fincher’s treatment of the film itself with Cooper’s visual interpretation of its narrative.

And what ultimately distinguishes Se7en is its delivery, piecing together bits of leader and other film artifacts with ephemeral imagery and type etched right into the emulsion, all sewn together by Angus Wall’s staccato edit and Coil/Danny Hide’s nail-on-chalkboard remix of Trent Reznor’s industrial hit “Closer.” It’s an effortless presentation which — much like the killer’s diary featured within — wears its construction proudly on its sleeve.




www.cargocollective.com/search/seven-deadly-sins
https://www.behance.net/search?content=projects&user_tags=1035103

10 Reasons Someone Won't Hire You

Courtesy Rachel Zupek, CareerBuilder.com writer

Not Getting Hired? 10 Reasons Why

You don't understand. You updated your résumé, you're applying to jobs every day, you've cleaned up your digital dirt and you network every day. Yet here you still are on the unemployment list. What is wrong with employers?

Unfortunately, many job seekers don't stop to consider that the problem might not be employers but themselves.

It's a hard concept that most job seekers have trouble wrapping their heads around, but applicants frequently (and inadvertently) display signs that tell an employer that they're not the best fit for the job.

According to a 2009 CareerBuilder survey, 47 percent of employers said that finding qualified applicants is their biggest hiring challenge. When asked to identify the most valuable characteristics in new hires, employers cited multitasking, initiative and creative problem-solving.

Do you lack what employers want? Yes, there are fewer jobs and there is more competition, but are you doing everything you can? Here are 10 reasons why employers might have passed you by.

1. You lie
Any lies you tell in your job search, whether on your résumé or in an interview, will come back to haunt you. In a 2008 CareerBuilder survey, 49 percent of hiring managers reported they caught a candidate lying on his or her résumé; of those employers, 57 percent said they automatically dismissed the applicant. Everything you tell an employer can be discovered, so it behooves you to be honest from the get-go. If you're concerned about something in your past, invention is not the answer. Use your cover letter to tell your story, focusing on your strengths and accomplishments and explaining any areas of concern if needed.

2. You have a potty mouth
It's certainly tempting to tell anyone who will listen how big of a (insert expletive here) your current boss is, but a hiring manager for a new job is not that person. A 2009 CareerBuilder survey showed that 44 percent of employers said that talking negatively about current or previous employers was one of the most detrimental mistakes a candidate can make. Find a way to turn those negative things job into positives. If you can't get along with your co-workers, for example, tell the prospective employer that you're looking for a work environment where you feel like you're part of a team and your current position doesn't allow for that kind of atmosphere.

3. You don't show long-term potential
Employers want people in their organization to work their way up, so it's best to show that you want to and can grow with the company. If you were asked where you see yourself in five years and you gave an answer that wasn't related to the position or company you're interviewing with, kiss your chances goodbye. Ask questions like, "What type of career movement do you envision for the most successful candidate in this role?" It shows that you have envisioned your future at the company.

4. You have serious digital dirt
Social networking sites and online searches are the newest way that many employers are checking up on prospective hires. A 2009 CareerBuilder survey showed that 45 percent of employers use social networking sites to research candidates. Thirty-five percent of those employers found content that caused them to dismiss the candidate. Make sure to remove any photos, content or links that can work against you in an employer's eyes.

5. You don't know ... well, anything
In two separate 2009 CareerBuilder surveys, 58 percent of employers said that coming to the interview with no knowledge of the company was a turnoff, and 49 percent said that not asking good questions cost candidates a job offer. Plain and simple, do your homework before an interview. Explore the company online, prepare answers to questions and have someone give you a mock interview. The more prepared you are, the more employers will take you seriously.

6. You acted bored, cocky or disinterested
A little enthusiasm never hurt anyone, especially when it comes to a potential new job. Forty-five percent of employers in a 2009 CareerBuilder survey said that the biggest mistake candidates made in the interview was appearing disinterested and 42 percent said appearing arrogant cost applicants the job. Every business wants to put their most enthusiastic people forward with important clients and customers, so acti
Not Getting Hired? 10 Reasons Why

7. You were a little too personal
Seventeen percent of employers said that candidates who provided too much personal information in the interview essentially blew their chances at the job, according to a 2009 CareerBuilder survey. Not only does personal information offend some people, but anytime you talk about topics such as your hobbies, race, age or religion, you're setting yourself up for bias. Though it's illegal for employers to discriminate against applicants because of any of these factors, some will do so, regardless.

8. You were all dollars, no sense
As a general rule of thumb, you should never bring up salary before the employer does. Doing so is tacky and makes the employer think that you care about the money involved, not about helping the employer succeed. If the topic does arise, however, be honest about your salary history. Employers can verify your salary in a matter of minutes these days, so lying only makes you look bad.

9. You didn't -- or can't -- give examples
Hiring managers want people who can prove that they will increase the organization's revenues, decrease its costs or help it succeed in some way. If all you give to an employer is a bunch of empty words about your accomplishments, you don't demonstrate how you can help the company. In fact, 35 percent of employers said that the most detrimental mistake candidates make is not providing specific examples in the interview. The more you can quantify your work, the better.

10. You don't have enough experience
Managers don't have as much time as they used to to train and mentor new employees. The more experience you have, the more likely you are to hit the ground running without a lot of hand-holding. The best way to show that you know what you're doing is to give the employer concrete examples of your experience in a given job duty.

5 Questions A Job Interviewer Might Ask You

Courtesy ABC News, Tory Johnson

Q1:Tell me About Yourself:

"Tell me about yourself, and by that I mean tell me about your background, your experience and highlight anything you'd like to share and we'll go from there."

This is the most common interview question, and it's the one where so many people get tongue-tied. This isn't your life story, nor should it be too personal. Your answer should reflect your professional side and it should directly tie into the position you're seeking. Sell yourself for his particular job by highlighting that you have the skills the role requires.

Q2: What's your greatest weakness?

"I haven't had a lot of experience with public speaking before large groups, so I don't feel my best when giving big presentations. It's a skill that I'd like to build on so I've enrolled in a course or I'm hoping I'll have a chance to build this skill here."
Another example: "I've had trouble in the past with managing e-mail -- instead of allowing it to manage me and monopolize my time. It's so easy to get distracted by the pressure to respond instantly when e-mails pop into your inbox, but I'm learning that the best time management rules dictate that it's best to check and respond to e-mail at designated times instead of every minute of the day. That's helped me to be far more productive than ever before, and it's a work in progress that I'm constantly aware of."

Q3:What do you know about us?

This question gets at whether you really want to work here -- or if you're looking for any job with any employer. Do you know the bare bones or can you demonstrate a depth of knowledge? Too often candidates don't do the research, or they assume the interviewer shares whatever they need to know about the organization. Wrong.

The best answer will allow you to show off your research -- it'll be clear that you've done your homework because you know the company, its history, the trends impacting the industry in which it operates, and its top competitors. This shows you're very interested in this employer, not just any company.

Q4: What is your five-year plan?

Wrong answers: In your job, on the beach, anywhere but here -- even if that's how you really feel. Or you feel like saying none of us can predict tomorrow; how can we possibly know what's five years ahead of us. Not good either.
Good answers: he answer should reflect growth with that company. "I'd like to become the best sales person in the company and help train other sales leaders. I'd like to be the best science teacher in this school system to enable our classrooms to be used as a model of excellence."

If it's a small company, you may try: "I'd very much like to help build this company's bottom line so I'm able to take advantage of the great opportunities that a growing company has to offer."

Q5: How do you handle high-pressure moments?

This is about problem-solving so be aware. Should demonstrate maturity.
Your answer may reflect a tight deadline you had to meet -- one that was perhaps sprung on you with little notice. Or maybe you've witnessed layoffs and you've had to absorb twice as much work with half the staff.

Maybe your answer will reflect a personal challenge. Did you have to make a big decision about the medical care of a family member? How did you go about weighing the options before making a decision? Have you faced a financial challenge?

No matter what your response, interviewers are looking for how you handle change, how adaptable you are, your thought process, and your decision making skills, especially since you'll be faced with the need to make regular decisions on the job.

5 Questions A Job Interviewer Wants You to Ask

Courtesy ABC News: By TORY JOHNSON

Nikki Gordon, a talent manager at 7-Eleven, says she always likes when a candidate asks simply:

#1"Why is this position vacant?"

You want to know why the position is vacant because it can give you insight into the nature of the job and the culture. Maybe it's newly created because the company is growing. Maybe someone was promoted from within. Both potentially positive signs.

But maybe it's vacant because of high turnover. You don't want to discover on Day One that you're the eighth person in six months to occupy that desk. So if the answer is about turnover, that's a clue to you to probe a bit more. Pam Webster at Enterprise Rent-a-Car says she likes when candidates asks:

#2 "What is the company culture like?"

Company culture means what is it like to work at that company -- the vibe, the atmosphere, the values, the work styles and preferences -- and what it's like to be immersed in that environment every day.

Success isn't only about performing your particular position; it's also about how you fit into that environment. They're sizing you up for cultural fit, and you should be doing the same with them. They want to know what makes you tick and what ticks you off.

And you'll want to know that their culture is one that you feel is conducive to your success. Is it one you'd be proud to be affiliated with every day? Are the company's values aligned with your own?
A great follow-up question to ask is:

#3 "If you could change one thing about the culture, what would it be?" 

This is a polite way of asking what's wrong with this place without actually saying that. And it can give you insight into something you wouldn't have otherwise learned.
One woman told me the answer was, "I'd change the hours -- everyone works 'til 8 p.m. and it's grueling." You need to know that before accepting an offer.

Rich Deosingh from the staffing firm Robert Half says he advises jobseekers to ask:

#4"How are candidates evaluated and what's the measure of success?"

I want everyone to put this on his or her "must ask" list. It's a perfect way to show that your priorities are in the right place. It's all about succeeding in your book. Every manager and every company has a different method of defining success and a different method of evaluating performance.

This line of conversation allows you to showcase your track record of success and it enables you to tout your desire to meet their measurements of success. What manager wouldn't like to have that conversation with an applicant?

Another "must ask" that you should end the interview with is:

#5 "What are the next steps in this process?"

You'll want to know if you'll be expected to interview with others. Is there any kind of testing involved? When will they make a decision? When do they hope to bring someone on board? Is there more information or materials you can provide to support your candidacy? Who will you hear from and when? If you don't hear, when and how should you follow up?

This ensures that you're able to manage your own expectations and it gives you a handle on the company's timeframe, so you don't leave the interview waiting and wondering.

Evan Luza: A Recipient of The Dean's Art Award 2015

Congratulations to Evan Luza!
Evan won 2nd place in this year's Dean's Art Award! There were only 2 winners for this cash award and Evan's work will be on display throughout his senior year in the Dean's office where they have an exhibition gallery set up for the public to visit.There are several more Honorable Mentions from the Senior Class as well to be mentioned in the next post.

Senior Exit Review Essentials: Check List of What You'll Need

Personal “Leave behind” or Self-Promotional Item: 5 Copies for Instructors

One-of-a-kind Self Promotional item for Sr. Exit Review.

5 Copies: 1 copy for each Instructor

           

PDF High Res Images of Work:  5 Complete Sets on DVD 

5 Copies; 1 copy for each Instructor

Personal Branding / Stationery Sets: 5 Copies for Professors

Your Letterhead

Second Page (optional)

Envelope(s)

Business Card (professionally printed. Not inkjet/laser)

Updated resume with logo

5 Copies: 1 copy for each Instructor

Artist Statement:: 5 Copies for Instructors

This is to satisfy University CTW requirement.

10pt Gill Sans/single/stationery. No longer than1.5 pages.

5 Copies: 1 copy for each Instructor

Portfolio Website with a downloadable PDF of resume.

Senior Exit Review

45-minute exit Interviews with your entire Graphic Design faculty.

Paige Taylor, Stan Anderson, Jeff Boortz, Jason Snape, Elizabeth Throop

You should prepare 18-25 items to present during this exit review. These can be

print/mixed media/motion/packaging/freelance/internship work that you wish to

show to your Instructors.

Please rehearse how you wish to present you work during the exit review.

* NOTE: You might be asked to revise work if the Instructors ask you to do so during   or after the Exit Review. You will have ample time to revise work prior to graduation.