Finding and attracting the qualified candidates to hire is going to be a major challenge for those who need to expand their existing talent puddle of savvy content creators.

Many large companies are going to be dipping into the same market with a limited resource of experienced practitioners. Therefore, I would expect that both salaries and benefits will quickly rise as a result.

My point: if you haven't already started your recruitment outreach, then you're likely already behind your competitor peer group.

Unless you're firing an executive that has a multi-year contract, I have found that it helps to remind the person that we are all "at-will" employees -- you are on a two week contract (that's renewed every two weeks).

Moreover, when you think like a self-employed person who works on two-week contracts, you're less likely to be unprepared to be terminated. Meaning, the firing process is complicated by the fact that employees typically are under the illusion that their relationship with their current employer is something more than what it really is in reality.

It's amazing, to me, that people are still writing books on this topic. Hard to imagine that anything new can be said -- that hasn't already been said, when Tom Peters and others defined the concept of personal branding more than a decade ago.

Here's my own SXSWi synopsis post, Jesse. It's entitled "SXSW 2011: Transmedia Content Marketing" http://bit.ly/fvE7Lz

My recent post SXSWi 2011- Noteworthy Exhibitor Profiles

Jesse, given your description of Zelda I think she would be a perfect fit for the role of a typical account executive at an Ad agency or PR firm. She could "leverage" her acquired list of "friends" and send them regular unsolicited emails until they begged her to stop. Isn't that what shallow people schooled in the bygone era of mass-media do when they discover social media platforms?