Audition Tips For Actors - What to Wear to Win the Job! Wear Blue!

The key word is BLUE.

Why blue? Why a color? Colors are a form of energy. When you communicate, you're expressing ideas through energy-your personality, your voice, your appearance and the COLOR you're wearing! When you appear on camera the lens pick up the energy of that color. Certain colors have more energy and attraction than others. Bright reds and oranges may have a lot of energy but to most people these tones are not very appealing. Red can represent passion but also fire, fear, blood and anger. Dark somber colors-black, evergreen and brown are usually perceived as depressing, cold, sad. Dull shades of gray, navy, and cranberry usually represent the corporate world- serious business. Vibrant and pastel shades are generally the most popular. They're used frequently in nurseries, schools and hospitals, as they are perceived as happy, relaxing and healing.

And guess which shade is the most popular with most people? You guessed it. BLUE. Why? Blue is the color of the sky and water-lakes, oceans, streams. It is the most frequent color used in nature, at least on our planet. Not green. And it represents a positive energy, HAPPINESS. Think about it. Blue skies, blue moon, blue screen, jetblue, TV blue... On any day you'll see more of the color blue than any shade in the rainbow so it's the most universal, the most comfortable. It puts people at ease. Sky blue, French blue, aquamarine, turquoise, and baby blue. These colors are everywhere. Now, you're asking, how does this relate to Acting?

Audition Tips For Actors - What to Wear to Win the Job! Wear Blue!

When you audition on camera the first thing that anyone sees is the color you're wearing. Wear something depressing, annoying or threatening and no matter how brilliant your performance, they are going to be affected by the color first and the performance second, especially when you are auditioning for commercials, daytime/prime time TV or film roles. It's subliminal-first impressions and all that.

If you are portraying a psychopath/murderer, a desperate housewife, an aggressive district attorney or an FBI agent, OK, choose to wear the more aggressive colors. But if you're portraying a professional-a doctor, lawyer, corporate spokesperson or even a happy Mom/Dad, use blue in your ensemble and you'll book more jobs. Strange, but true. Try it!

Years ago when I auditioned a lot for network TV commercials, I had a blouse that I bought very reasonably at the neighborhood boutique. It was my favorite blouse. It was somewhere between sky and french blue, a warm ocean-lake blue. I booked more spots wearing that one top than any other piece of wardrobe I owned. It earned me millions over a decade! In more than a few screen tests for the roles of lawyer, doctor, Mom, I wore the blouse. Did I have a successful career because I wore blue? Yes and no. My audition had to be good and I had to look the part and be the right type as well. But when competing with dozens of other actresses who were all talented, attractive, pleasant, professional with comparable credits, how did I have the edge? Ego says it was my talent. But the final booking factor might have been the blue blouse.

I was even asked, Could I bring that blue blouse as wardrobe for the final shoot? One commercial casting director who had sat in on a final casting session told me that the client had insisted they hire that actress in the blue! So I booked that particular high paying network TV spot. True story.

If you guys want to book a lot more on-camera jobs, get the advice of a color or image consultant. What are your strongest or best colors? What suits your hair coloring and skin tone? There are many shades of blue. Get advice on what hairstyle really sells you and what wardrobe best suits your type. Find out what your type is. Auditioning is an art and every detail is important. Your best bet is finding an experienced Career Coach who's been an actor and can advise you on ALL the above.

FINAL TIP
For on-camera auditions, avoid wearing RED, WHITE and BLACK.

WHITE is a no-no for the camera because it tends to create a green shadow around you and glares! Skin tones are then off- you do not look good!

RED can be exciting and beautiful to wear in person for a special interview/audition or for a gutsy song-dance number but on-camera, it's a disaster! The color may turn beet-red, dark, dried blood red, orange or ugly purply pink fuchsia. No matter what your skin tone-eeek!

BLACK looks like a shadow and literally sucks all the energy from you on camera. (Especially if you have dark skin tones-all the more reason to wear something vibrant so YOU stand out.)

These colors can be great in an actual shoot-a film, commercial or TV series because during a real shoot there's a lighting designer who can add thousands of overhead lights with gels to soften, tone, perfect the look. Or he'll take a whole day to create the mood and make the lighting fabulous. That's why film stars look so good.

But during an audition in a casting director's studio, you usually have one camera and one little light stand with an umbrella reflecting the strong beam. So these 3 colors come out weird making you look, well, less than attractive. You're just shooting yourself in the foot to defy the law of lighting and color. You just won't win or will win very infrequently.

Instead of assuming it's your performance or blaming the casting director's lack of imagination, change your wardrobe and see if you get a different response. I'd be willing to bet on it. You've all heard the classic line, dress the part? Now, just remember, dress the COLOR. First rule of marketing is making YOU, the product, desirable. So how you dress is the wrapping on the product, YOU. Go BLUE!

Meanwhile,
Successful marketing!

Gwyn

Copyright 2008.
Gwyn Gilliss
All rights reserved.

Audition Tips For Actors - What to Wear to Win the Job! Wear Blue!
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Gwyn Gilliss is the Executive Director of TAM, The Actor's Market (www.theactorsmarket.com) a marketing firm for actors. They provide monthly FREE seminars/teleseminars, FREE weekly marketing tips as well as access to top photographers, graphic artists and videographers (www.sizzle-reels.com) who provide every marketing tool an actor needs. Gwyn's acting career spans several decades during which time she appeared on and off-B'way, in classical roles in American Repertory companies in over 18 contract and recurring roles in Daytime/Primetime TV, Films and dozens of network commercials/V.O.'s. As a Career Coach she is available to work One-on-One with actors at all levels.

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Linear Regression Analysis - Centering For Multicollinearity Between Main Effects and Quadratic Term

In Regression Analysis, one of the most common causes of multicollinearity is when predictor variables are multiplied to create an interaction term or a quadratic or higher order terms (X squared, X cubed, etc.).

Why does this happen? When all the X values are positive, higher values produce high products and lower values produce low products. So the product variable is highly correlated with the component variable. I will do a very simple example to clarify. (Actually, if they are all on a negative scale, the same thing would happen, but the correlation would be negative). In a small sample, say you have the following values of a predictor variable X, sorted in ascending order:

2, 4, 4, 5, 6, 7, 7, 8, 8, 8

Linear Regression Analysis - Centering For Multicollinearity Between Main Effects and Quadratic Term

It is clear to you that the relationship between X and Y is not linear, but curved, so you add a quadratic term, X squared (X2), to the model. The values of X squared are:

4, 16, 16, 25, 49, 49, 64, 64, 64

The correlation between X and X2 is .987 - almost perfect.

To remedy this, simply center X at its mean. The mean of X is 5.9. So to center X, I simply create a new variable XCen=X-5.9.

These are the values of XCen:

-3.90, -1.90, -1.90, -.90, .10, 1.10, 1.10, 2.10, 2.10, 2.10

Now, the values of XCen squared are:

15.21, 3.61, 3.61, .81, .01, 1.21, 1.21, 4.41, 4.41, 4.41

The correlation between XCen and XCen2 is -.54-still not 0, but much more manageable. Definitely low enough to not cause severe multicollinearity. This works because the low end of the scale now has large absolute values, so its square becomes large.

If the values of X had been less skewed, this would be a perfectly balanced parabola, and the correlation would be 0.

Linear Regression Analysis - Centering For Multicollinearity Between Main Effects and Quadratic Term
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And now I would like to invite you to learn all about what multicollinearity is, how to diagnose it, and what to do about it in one of my FREE monthly Analysis Factor Teleseminars: "Correlated Predictors in Linear Regression: How to Detect and What to Do about Multicollinearity." Visit Teletraining 1 to get started today.

© 2008 Karen Grace-Martin -- Statistical Consultant and founder of The Analysis Factor

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Helpful Tips For Training New Staff Members

Providing appropriate initial and ongoing training for new staff members is essential, not only in terms of preparing individuals for their new position, but also in retaining them for a longer period of time. Trained staff members are more knowledgeable and possess a diverse array of skills, enabling them to provide quality services that help the organization accomplish its mission. This article provides useful tips for training new staff members.

1. Upon hire, all new staff members should participate in an employee orientation program. Determine who and how many individuals will orient the new staff member. Will it be the new hire's immediate supervisor, a human resources (HR) employee, some other individual (e.g., former employee), or a combination of these individuals? For example, the immediate supervisor may provide specific training regarding the new employee's job duties and responsibilities, while a HR representative may provide a general orientation to the organization's programs and services. Regardless of who conducts the training, an orientation training schedule should be developed for each new employee (e.g., who s/he will meet with, when they will meet, and what will be covered).

2. Develop an employee orientation program that includes, but is not limited to, the following components:

Helpful Tips For Training New Staff Members

a. An overview of the organization, including its mission, vision, programs, services, staff members, board of directors, collaborative relationships, funding sources, etc.

b. An overview of the position's job duties (highlighting all essential functions), responsibilities, and work expectations (e.g., travel, evening and weekend hours).

c. An overview of all employee benefits, including, but not limited to, medical, dental, and vision insurance; short-term and long-term disability insurance; life insurance policy; 401 k plan or other retirement plan; vacation, sick, and other types of leave; and other benefits, if applicable.

d. An overview of the organization's regular and personnel policies and procedures.

e. A tour of the organization's facility and introduction to all staff members.

f. Where the individual's office is, what equipment (with passwords, if needed) is available for him/her to use, and where s/he can access office supplies.

3. After orientation, there is usually training specific to the new employee's probationary period. Training during this period is generally more extensive, as you're trying to bring the employee up to speed, as quickly as possible. The main focus should be on the employee learning and becoming proficient at his/her job, how it relates to the organization's other positions, and how it helps the organization accomplish its mission. The new employee and his/her immediate supervisor should meet at least weekly to ensure the employee is learning and applying the knowledge and skills necessary for ultimate success.

4. As information and technology changes, new ideas and theories emerge, and research findings are made available daily, you'll want to provide opportunities for your staff to increase their knowledge and skills in areas critical to their respective jobs. Thus, an ongoing training program should be developed and implemented. Items to consider for an ongoing training program include:

a. Do you want the training to be conducted internally, by current members, former staff members, or board members? The latter two groups may include individuals who possess expertise in certain areas. You can also invite staff members from other organizations to present at a staff meeting.

b. What external training opportunities are available for your staff? Are there other nonprofit organizations or governmental agencies that provide training that could benefit your staff? Which organizations have workshops or annual conferences that your staff members have attended in the past?

c. Are you taking advantage of all of the different training modalities available today, such as teleclasses, teleseminars, and webinars? Your staff members can easily participate in these training events while remaining in the office, as they only need access to a computer and/or a phone.

d. Are there specific work-related books, e-books, newsletters, journals, magazines, or other publications that you want your staff members to read initially and/or on a regular basis?

e. Do you have a training budget in place for staff that provides ample opportunities for learning and growth? Although many organizations cut training when they are forced to tighten their belts, this may harm the organization in the long run, as their staff will have outdated knowledge and skills. In addition, when staff salaries are low, many employees see training opportunities as a benefit or plus, which could contribute to employee retention.

f. Do you maintain a list of training programs and resources that staff can easily access and review? Responsibility for updating and maintaining this list should be assigned to one employee (e.g., HR representative, training coordinator).

g. Have you developed and implemented an approval process for handling individual requests for training, including the appointment of a staff member (e.g., HR representative, training coordinator) to approve training requests? You want to ensure that all staff members are provided an opportunity for attending training events.

Providing initial and ongoing training to staff members is necessary in order to maintain a qualified pool of employees. The provision of diverse training opportunities can also result in employee retention, as staff members value training, understanding how important it is to keep their knowledge and skills fresh and current. Trained staff are better service providers, helping the organization carry out its mission in a more effective and efficient manner.

Copyright 2009 © Sharon L. Mikrut, All rights reserved.

Helpful Tips For Training New Staff Members
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If you want to make positive changes in your personal and/or professional life, and create the life you desire and deserve, then working with Executive & Life Coach, Sharon L. Mikrut, is the solution. Although her specialty is in partnering with nonprofit executive directors and managers to maximize their resources in a competitive environment, she is passionate about working with all individuals committed to personal and/or professional growth. Visit her website at [http://www.createitcoaching.org] and sign up for her free monthly messages, tidbits, and resource information. In addition, visit her "Nonprofit Professionals" blog at [http://www.createitcoaching.com] Sharon is also available to speak to your group, association or organization.

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