Archive for the ‘Employment’ Category


Five tips when interviewing for a digital job

On the hunt for a digital job? Keep these five pieces of advice in mind.

Research, and then research again
Search the company you’re interviewing with on all social platforms and compile a study guide. Research key players and learn the backstory of your interviewer (if you know their name). Reach out to friends and colleagues in digital media who can provide you with a few questions they’ve been asked or have asked interviewees. Rehearse your answers so you’re not struggling with an “Ummm” when across the table from a potential future employer.

Bring hard numbers
Managed social accounts and web platforms in a previous role? Have your audience numbers handy with examples of how you grew it. Hiring managers want tangible evidence that you know what you’re doing and have experience with assessing analytics and drawing conclusions.

Know the latest trends/updates
Not familiar with Facebook’s latest newsfeed update? Unfamiliar with how news orgs are using Snapchat to connect with audience? Get on it! Hiring managers want to see how you’ll problem solve ever-changing issues in the digital space. Subscribe to a daily media newsletter to keep up with new tools and media community updates. Prepare ideas about how you would implement emerging social media platforms and how the solution would affect day to day workload etc.

Walk the walk
 Make sure your personal social media sites convey your commitment and passion for digital. This means keeping personal matters to a low roar and engaging with other journalists etc. The last thing a hiring manager wants to see is an account that hasn’t been used in months (years, ahh!) or an account that’s simply retweets. Share info about projects you’re working on, conferences/training your attending and your take on media trends. Twitter is a prime way to research a media company and even get to know the person you’ll be hiring with. Keep your bio up to date, your icon photo professional and link to a portfolio site.

Always send a note
 I get it, you’re applying for a digital job so your mind might default to sending an electronic thank you note. Do that within the first few hours after the interview but don’t stop there. Grab a professional thank you note (leave the dogs with clown suits on for another day) and craft a short message in your most legible handwriting. Reference a couple key points from the meeting and graciously thank the interviewer for his or her time. Send the note that same day.

Brandi is co-chair of social and interactives for SPJ Digital. 

Women Who Lead: Newsroom and Beyond

As a young girl, I didn’t idolize Princess Diana; I didn’t know who Audrey Hepburn was until my freshman year of high school; Barbie was just a logo on a box in my basement, not my inspiration.

Crazy as it sounds, I wanted to be Jesse Owens: the fastest man in the world.

Growing up with one younger brother, I spent most of my childhood playing catch in the backyard, ranking and rooting for football teams, and–of course–competing in neighborhood, Olympic-esque sprint races.

It didn’t really occur to me that I should want to be like a traditional lady–calm, composed, reserved–until much later in my adolescence. From a very early age, I was encouraged to fight for my place in the starting lineup, to prove that I could be just as agile and able as my male counterparts, both on the field and in the classroom. My parents encouraged me to stand up for myself, and I sure didn’t back down just because I was a girl.

Much of that same assertiveness (some may call it bossyness) has carried over into my adult life. There’s nothing in this world that seems impossible or unattainable purely because I am woman. With practice, preparation, and devotion, I truly believe there’s nothing I cannot achieve.

I bring this up because I want to encourage women of all ages to assert themselves in their careers, whether it be in the newsroom or in their careers beyond.

Last week, I attended a panel of journalism professionals to celebrate media entrepreneurship in this ever-evolving field. And only one of those panelists was a female.

But she didn’t shy away from her fellow panelists. In fact, she herself–dressed in a crisp white blazer and killer stilettos–encouraged all of the young women in the audience to fight for gender diversity in their own newsrooms.

Echoing Sheryl Sandberg’s “Lean In” message, Bo Hee Kim challenged us to speak up for our own accomplishments and ideas, to demand equal opportunities in the newsroom, in order to provide more complete news coverage for an audience that’s both male and female.

And I admired this about Bo. For her to come into a college setting and express that she still faces gender bias in the 21st century was kind of alarming to me. She admitted that the bias appears on a much smaller scale than in the early 1900s, but the subtleness is still there.

Perhaps that’s the most important message I took away from #CommWeek15 at Ohio University’s Scripps College of Communication. Women have received more respect and attention in the workforce since the dawn of the women’s movement, but we’re still years away from being equal contributors in the workforce–especially in the newsroom.

When will it not be excited gossip for a woman to earn a top-tier position as an editor or business executive? When will gender bias not be a revolutionary court case, but merely an action we as a society cease to participate in?

I hope to live in a world where a woman can be commended on her accomplishments, regardless of if she wears a necklace and shiny pears. A woman’s ideas should be celebrated because she is a forward-thinker, a visionary, and someone who is insanely intelligent–not just because she is a woman.

Bethany N. Bella is studying at Strategic Communications and Environmental Political Science at Ohio University’s E.W. Scripps School of Journalism. Connect with her on Twitter @bethanynbella or browse her work at bethanybella.com.

The views expressed in this blog post are that of the author’s, and do not necessarily reflect the views of the SPJ Digital executive, the board and staff of the Society of Professional Journalists, or its members.

 

Should Students Pursue Journalism?

A headline from HuffPost Media this week stopped me in my Twitter-prowling tracks: “Employment Rates Are Improving For Everyone But Journalism Majors.”

My first reaction was to cringe. I’ve always considered myself capable of well-reasoned decisions. Prone to follow the logical path, I have a reputation of calculated intelligence.

So why was the most important decision of my academic career – to pursue an undergraduate degree in journalism – singled out as a seemingly embarrassing career choice?

It’s true: the odds aren’t exactly in my favor when it comes to a predictable job market in journalism.

With the decline of print newspapers and the surge in freemium, online news models, journalists must now enter the market with a secured internship or a potential job offering in mind – or risk getting swallowed up in the sea of unemployment.

Journalists-in-training like me are learning not only the basics of inverted pyramid structure and AP Style nuances but also the importance of networking and social connections. Because no matter how well a journalist can write, the business has become a who-knows-who arena of opportunities.

Eat or be eaten, as they say.

But despite these unfavorable odds of security and market prospects in the field of journalism, I couldn’t be more firm in my resolve to continue my journalism education.

Journalists are the gatekeepers of information – independent seekers of truth.

We ask the questions bubbling inside the human head.  We are animals of curiosity with a desire to inform, to educate, and to entertain our audiences.  We don’t just tell you what you want to know, but we tell you what you need to know.

My advice to young journalists: decide for yourself if this profession is merely a hobby or a lifelong devotion.

If you’re looking for a passive, ‘9-to-5’ work schedule, I’d suggest taking a different path. Those guarantees aren’t likely to come in a typical journalism job description.

But if you value the ability of language to shape and transform a community, stick with it.  Dream up a destination. Carve out a goal. Give yourself a concrete reason for persisting in this evolving and unpredictable craft.

Take the responsibility of finding and discovering the truth of our world into your hands. Own it. Embrace it.

I am proud to call myself a truth-seeking journalist. What could be a more honorable job description than that?

Bethany N. Bella is a multimedia journalist studying at Ohio University’s E.W. Scripps School of Journalism. Connect with her on Twitter @bnbjourno or browse her work at bethanybella.com

The views expressed in this blog post are that of the author’s, and do not necessarily reflect the views of the SPJ Digital executive, the board and staff of the Society of Professional Journalists, or its members.

Throw away your résumé

Find a Job keyboardFile this under “W” for “wake-up call.”

This week, online clothing retailer Zappos gave job seekers a kick in the pants by announcing it now prefers social networking to résumé reading when it chooses hires.

That means instead of sifting through millions of digital missives to find qualified candidates, Zappos will opt for tools that allow it to talk directly with potential hires — social media among them — and hear their responses before even thinking of reading a résumé.

Why the change?

“The problem is, our recruiters are too damn busy,” wrote Zappos senior HR manager Mike Bailen in a post on ERE.net. “Too busy to build real relationships, too busy to WOW our candidates, and too busy to strategically seek out thought leaders, innovators, and entrepreneurs who will advance our business and drive our culture forward.”

Zappos last year had about 31,000 job applicants, of which only 1.5 percent of them were hired. “That’s 30,000 times a recruiter had to click and scan through a résumé and cover letter, 30,000 times a rejection template had to be sent, and 30,000 missed opportunities on doing something more meaningful,” Bailen said. Meanwhile, good-fit candidates are trampled by the crowd and may think the company has wasted their time.

So, instead of sending résumés and cover letters as introductions, Zappos prefers prospects first join one of its social networks to get to know the company better, then pursue any further interest by becoming a Zappos Insider, where visitors can strike up conversations with Zappos’s employees and managers about corporate culture.

Zappos’s idea of hiring based on relationships instead of résumés is not new to the marketplace, but this particular approach has a whiff of innovation to it, so it’s wise to think other companies will consider similar approaches — at least in theory.

Sure, it’s time-consuming to sift résumés, and keyword sifting ignores personality and character. But shifting a chunk of the hiring burden to employees and trying to establish personal relationships with applicants at the outset eats up even more of the clock.

Furthermore, the process has a privacy issue; Zappos expects some Insider dialog to take place in public.

“My guess is that Zappos will have thousands of inquiries. Some of them will be from people who are very needy and want to keep checking in,” Peter Cappelli of the Wharton Center for Human Resources told E-Commerce Times. “If the recruiters don’t have time to do that, will the regular employees? How are they going to get their work done?”

To be clear, Zappos isn’t dispensing with résumés entirely. The company still will request a printable version of a prospect’s work history as a marker. Zappos also will employ talent-acquisition technology to sort through desired qualifications and aptitudes in those histories.

But by trying what seems an audacious approach, Zappos serves up a reminder that the way we look for jobs is changing just as fast as the job market itself, and that job hunters should plan to do more than just hand out résumés and cover letters.

____________________

David Sheets is a freelance writer and editor, Region 7 director, and past-president of SPJ’s St. Louis Pro chapter. Reach him by e-mail at dksheets@gmail.com, on Twitter at @DKSheets, on Facebook and LinkedIn.

 

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