Essential Social Media Skills Every Media Professional Needs

Essential Social Media Skills Every Media Professional Needs

Media industry leaders tell what you need to know to up your social skills and stay in demand

John Lombard is a content strategist and writer with over a decade of experience creating interactive and video content for brands like Apple, IBM, and Samsung. He previously worked at Mediabistro and now serves as a Client Strategist at Ceros.

5 min read • Originally published August 10, 2016 / Updated March 19, 2026

John Lombard is a content strategist and writer with over a decade of experience creating interactive and video content for brands like Apple, IBM, and Samsung. He previously worked at Mediabistro and now serves as a Client Strategist at Ceros.

5 min read • Originally published August 10, 2016 / Updated March 19, 2026

It seems almost every day a new Twitter-like platform or social feature emerges, causing all of us to Google, “How do I Periscope?” or “What’s Meerkat?”

To find out what media pros really need to know to be considered up-to-date with social media skills, we talked with industry experts to get the scoop on what you need to know.

So whether you’re a social media professional, a job-seeker searching for a social media job or a media professional looking to leverage social—look no further, we’ve got you covered.

1. Live Engagement

Like it or not, the next big push in social media is live engagement. Think Facebook Live, Snapchat and Periscope. Unlike produced video, where you create brand-approved content before sharing with an audience, live is a whole different can of worms.

“These platforms and others like them differ from what we’ve seen in the past because they disallow excessive refinement and call on brands or celebrities to portray reality as it truly is,” says Brady Donnelly, managing director of digital agency Hungry.

What does this mean for social media professionals? For one, rather than spending time crafting the perfect piece of content, you’ll be finding sources that can safely broadcast messaging to an audience, all while upholding a brand’s image and voice.

2. Social Commerce

As marketers continue to blur the line between content and advertising, it’s important to not only have a strong understanding of social commerce—measurable interaction taken on a social media platform that can influence the purchasing decisions of a consumer, such as clicking a “buy” button on a paid social ad—as it currently stands, but also best practices.

Paul Hughes, director of social media and public relations at The Brandon Agency, says it’s important for social media pros to understand the balance between content and advertising, as well as the need for authenticity. “The audience will quickly get turned off if you just sell sell sell. There are lots of ‘rules’ out there on what that balance should be, but generally, 80% of the time you should NOT be selling, but engaging.”

3. Video Editing

Depending on the size of the social team, video editing and production sometimes becomes partly the job of the social media pro. And as video continues to dominate social, the need for this skill will only grow.

Hughes says basic photography and video editing should be a part of any social media pro’s toolkit. After that, it takes an eye for good production quality. “Not all video or images are created equal. That’s not to say it has to be studio quality video or professional pictures, but that it has to be appropriate and authentic to the audience,” says Hughes.

For Lauren Marfoe, director of digital strategy at Creative Media Marketing, communication and collaboration reign supreme. “It’s more important to have a strong creative vision that you can easily express to others and be willing to work collaboratively with experts in design and editing to help achieve your vision,” says Marfoe.

4. Automation

While automation itself is not a new skill, the act of using it with caution is.

“Automation in social media is a double-edged sword,” says Hughes. While there are times when automation is beneficial, Hughes says most of the time it leaves the user with a less-than-human feeling.

The other automation risk comes when you schedule your posts with a set it and forget mentality. One example Hughes gives is when a hotel schedules a post about great beach weather and it ends up raining on the day of the automated post.

With these common pitfalls becoming more apparent to both users and social media professionals, the challenge now is to continue leveraging automation when possible while working hard to keep the human element intact.

5. Project Management

It wasn’t too long ago that brands simply handed the task of social media to their copywriter. Now, a lot more goes into posts and campaigns.

Aimee Cicero, an agency communication manager at Brownstein Group, says because social has become a primary advertising vehicle, it takes a team to successfully execute a social media strategy.

“You need a team that can handle strategy, creative, copywriting, listening and media buying. Whether you have a team in-house or leverage an agency partner, the ability to project manage becomes paramount,” says Cicero.

6. Budgeting

Just like with any creative campaign, one of the most important skills is understanding how to spend your limited budget in the most effective ways possible.

“Social media professionals need to understand how to manage social budgets to better affect the longevity and targeting of the campaign,” says Adam Baliban, senior digital specialist at CooperKatz & Company, Inc. “They also need to take into account that social media campaigns aren’t an exact science, and you may decide to tweak optimizations mid-campaign depending on how it is performing.”

7. Passion

In a field that’s ever-changing—and that never sleeps—it’s important social media professionals have a true passion for creating the best content, as well as learning how the field is evolving.

And while it may feel as if we can create less-than-stellar content since everything moves so quickly from one trending topic to the next, because nothing ever leaves the internet, “you better really be passionate about what you’re putting out there and making sure it’s the best and most creative work you can do,” Marfoe reminds.

For Chris Dessi, CEO of SilverBack Social and author of Remarkable You, working in this field requires a certain level of social media obsession: “[I]f you’re not fully obsessed with social media, and continuing to learn about this ever-changing landscape, you’ll die. Obsolescence abounds. Platforms, tools, even social networks pop up and disappear. You must be at the tip of the spear at all times.”

Topics:

Data Storytelling: How to Present Metrics That Actually Matter

Keep these key points in mind when sharing performance numbers with the powers that be

By Christopher White

3 min read • Originally published August 16, 2016 / Updated March 19, 2026

By Christopher White

3 min read • Originally published August 16, 2016 / Updated March 19, 2026

If you manage your company’s website or are looking for a job in digital media, you can expect that someday soon, an executive will ask to see some data on how the site is doing.

Because there are many different ways to measure success and failure for a website—and because the person collecting the data is usually not the one presenting it—it can be difficult to articulate what’s actually happening and why it matters.

Here are a few tips to help you translate the data into a compelling story that is sure to impress the higher-ups:

Give Context to Your Metrics

When you’re working with your analytics tool every day, you become an expert in the language of metrics and reports. You know what the difference between a unique visitor and a session is, and you see the daily, weekly and monthly trends.

A report that seems self-explanatory to you may be very confusing or even misleading to someone that isn’t familiar with web analytics. It is your duty to break down the reports you share and explain what is, and what isn’t, included in each view. This includes any filters, segments or anomalies that affect the data.

Clearly define what each metric means and how they relate to each other. Then give context as to what each report means, so that leadership is tracking with you.

Focus Less on the “What” and More on the “So What”

When sharing insights from a report, quantify what has changed. If this information is interesting, your manager will want a short sound bite to share with leadership, and it’s much easier to recall a specific number than it is to relay a lot of contextual information.

But contextual information is equally important. For anyone who is not a subject matter expert in analytics, it will help them understand your story if you couple the quantitative data with the qualitative information.

For example, your company’s website has had a 20% increase in monthly visitors for the past two months, which sounds like great news. But you know that your conversion rate has tanked, and can presume that this new traffic isn’t quality traffic. When you share this data, you’ll need to help management understand what’s actually happening.

Tie Performance to the Bottom Line

Some of the most interesting website data isn’t always headline worthy. Metrics like bounce rate, pages per session and session duration don’t always resonate with management. They can be perceived as the “inside baseball” of website analytics.

To help management understand and celebrate increases in these metrics, talk about the bottom line.

If you know a reduced bounce rate has a direct relationship to conversions, explain that relationship in a way that management would understand. Show the decreased bounce rate alongside the conversion report to demonstrate the relationship visually. You know that all of these small changes snowball into bigger trends that directly impact the business’s bottom line—so help bring that story to light.

Helping management and executive leadership understand what’s happening with the company’s website can both bolster your credibility, and give transparency into your department’s hard work. Take the time to analyze what’s actually happening, then give management the context needed to make decisions and adjust strategies.

Christopher White is a Mediabistro industry expert instructor and director of marketing at MBO Partners.

Topics:

7 Digital Marketing Skills You Need to Land a High-Paying Job

Kill it in SEO, email, social media and writing skills for starters

By Avi Levine

4 min read • Originally published August 22, 2016 / Updated March 19, 2026

By Avi Levine

4 min read • Originally published August 22, 2016 / Updated March 19, 2026

Seven Skills You Need to Land a High-Paying Digital Marketing Job originally published in the AMA’s Marketing News.

There’s a talent gap right now in digital marketing. According to “The Future-Proof Marketer,” a white paper by digital technology training company Grovo, 90% of marketers report suffering from a shortage of digital skills, and only 8% of surveyed companies feel strong in the area of digital marketing.

Here are seven of the most important skills that you need to make yourself a desirable candidate for a digital marketing job:

1. Search engine optimization: Of the companies we looked at for our Digital Professional Institute study, for which my colleagues and I analyzed hundreds of job postings for digital talent, 14% cited SEO as a required skill.

To compete as a candidate for a high-paying digital marketing job, you must have technical SEO skills, including server-side settings, sitemaps and server response codes. Moreover, competitive candidates should have experience using Moz, SEMRush and other tools to identify customers’ search behaviors and the competitive landscape.

2. Pay-per-click: Seven percent of the companies that we looked at in the study listed search engine marketing (SEM) as a required skill for their organizations, and one of the most important and growing facets of SEM is pay-per-click (PPC). In order to demonstrate your abilities in this area, you need to show that you have the research and analytical skills required to create and execute a strong PPC plan that aligns with an overarching marketing strategy.

3. Mobile: To demonstrate value in this area, you need to understand how mobile marketing differs from desktop marketing and communicate why that matters to the rest of the business. Moreover, a digital marketer should have a general familiarity with mobile development in order to best communicate with the design team and create a cohesive mobile marketing strategy that aligns with other online and offline efforts. Get familiar with its vocabulary, including things like SMS marketing and responsive design.

4. Email marketing: You need to be able to do more than send out regular communication. You must be able to optimize your email marketing by crafting a compelling strategy, testing relentlessly and refining content based on what works best. It’s also essential that today’s marketers understand the best ways to develop distribution lists and use email nurturing to create more business opportunities.

5. Social media: Ten percent of the businesses that we looked at in the Digital Professional Institute study cite social media experience as a requirement for applicants, and that doesn’t just mean that they want someone with an active personal Twitter account. Digital marketers need to understand how to develop a strong social media presence to help bolster their brands and further their marketing goals.

6. Content management: SEO, email marketing and social media skills are useless if you don’t back up your technical skills with excellent writing for multiple platforms. The ability to flow easily between writing emails, press releases, website copy, proposals, social posts and even code is key to success in today’s digital marketing field. Make sure that you demonstrate your ability to write across media, and to guide and polish the content of others on your team.

7. Analytics: In our study, a whopping 13% of businesses listed analytics experience as a required skill in their job descriptions. In order to be a truly great digital marketer, you’ll need to not only implement strong inbound and outbound digital strategies but also analyze them regularly and use those insights to constantly improve. If you want to make it in a high-paying digital marketing job, it’s time to make ROI your middle name.

Key Takeaways

To compete as a candidate for a high-paying digital marketing job, you must have technical SEO skills, including server-side settings, sitemaps and server response codes.
SEO, email marketing and social media skills are useless if you don’t back up your technical skills with excellent writing for multiple platforms.
In order to be a truly great digital marketer, you’ll need to not only implement strong inbound and outbound digital strategies, but also analyze them regularly and use those insights to constantly improve.

For a quick introduction to various digital skills, consider the following Mediabistro online courses:

Avi Levine is executive director of the Chicago-based Digital Professional Institute, a training facility for digital marketing professionals.

The American Marketing Association is the pre-eminent force in marketing for best and next practices, thought leadership and valued relationships, across the entire discipline of marketing. Its online publications include posts on industry trends, career advice and more.

Topics:

Interview Tips

Video Interview Tips: Skills You Need to Know to Get Hired

If you have a Skype interview, run through this checklist to move to the next step

By Stacie Garlieb

3 min read • Originally published September 13, 2016 / Updated March 19, 2026

By Stacie Garlieb

3 min read • Originally published September 13, 2016 / Updated March 19, 2026

Video Interview Skills You Need to Know was originally published by the American Marketing Association.

With companies maximizing their budgets in this economy, some job seekers may find themselves being asked to conduct a video interview. This format allows the company to keep HR personnel and hiring managers in the office and still have a personal experience of seeing the candidate answer questions. Here are some best practices to this newer form of interviewing:

Dress for the Interview

Wear a suit or equally appropriate interview attire for your industry and the position you are applying for and be as professional as you would if you were meeting them in person. Having a video interview is a convenience to the interviewer and is not a convenience to you as the candidate. The reality is that you need to still dress for the occasion as if you were going to the corporate headquarters.

Position Yourself in a Room With a Neutral Background

Some candidates will conduct a Skype, WebEx or GoToMeeting interview with their kitchen or bedroom in the background. This could be distracting to the interviewer. Try to find a blank wall that will keep the person focused on what you are saying.

Want even more help on your interview preparation? The counselors with Mediabistro’s Career Services can help you refine your interview skills in a one-on-one session.

Practice With a Friend

Make sure you have functionality with your webcam and the system the employer is using. Don’t wait until 10 minutes before the interview to download WebEx or GoToMeeting or whatever system they use. Ask what program they are using and download it in advance.

Get online with someone you trust to be candid with you and practice your tone and level of speech. This person can also help you determine if there are any other bad habits you may have such as wandering eye contact, overuse of your hands, or unnecessary words like “um” and “you know.”

Check Your Volume

Get a separate microphone if you need to. Some people know that they talk quietly and the interview process is not the time to be the soft-spoken person, especially via computer. Detachable microphones are very affordable and can make the most soft spoken person sound confident and interview appropriate.

Practice Answers to Commonly Asked Questions

Have any supporting documents prepared and in front of you as a reference as well. Candidates that can share information during the interview and then offer to send it to the interviewer will have an advantage during the interview process.

Stacie Garlieb is the owner of Successful Impressions, a career search resources and guidance service.

The American Marketing Association is the pre-eminent force in marketing for best and next practices, thought leadership and valued relationships, across the entire discipline of marketing. Its online publications include posts on industry trends, career advice and more.

Topics:

Get Hired, Interview Tips

Networking

Why Fall Is the Best Season to Network and Find a Job

A marketing pro shares tips on making the most networking in fall

John Lombard is a content strategist and writer with over a decade of experience creating interactive and video content for brands like Apple, IBM, and Samsung. He previously worked at Mediabistro and now serves as a Client Strategist at Ceros.

3 min read • Originally published September 14, 2016 / Updated March 19, 2026

Find a job at a company that truly values diversity on Mediabistro’s job board.

John Lombard is a content strategist and writer with over a decade of experience creating interactive and video content for brands like Apple, IBM, and Samsung. He previously worked at Mediabistro and now serves as a Client Strategist at Ceros.

3 min read • Originally published September 14, 2016 / Updated March 19, 2026

Leaves are starting to turn, the air is crisp and the job boards are filling up with some of the year’s best opportunities. And while fall is a great time to find a job, it’s an even better time to up your networking. So don’t let this season pass you by—here, see why fall should be your season to network and reconnect, and how to do just that.

Why Fall?

While fall is a certainly a great time to look for a job, as those key to the hiring process begin returning from vacations, it’s an even better time to network.

“As the year comes to a close, those making hiring decisions are likely to turn their attention to end-of-year reviews, raises and often budgets will dwindle,” says Shelby Sledge, VP of services at marketing and public relations firm Shelton Interactive. “Fall becomes a great season for networking so that when the new year rolls around and hiring picks up, you’re top-of-mind for a hiring option.”

So, it helps to plan a little more long-term this time of year, working to get your foot in the door with hiring managers for the possibility January hiring.

Up Your Networking

One of the best things you can do this time of year is to get active in your community. This means signing up for events and conferences, and maybe even calling up one of your top companies for an informational interview.

Then, as Sledge says, “make sure you’re taking your ‘face-to-face’ network virtual by connecting with a handful of key people met at an industry event on Twitter or LinkedIn.”

And speaking of social, this is also the perfect time of year to up your networking on sites like LinkedIn—by joining groups and becoming part of the discussion—and on Twitter—by increasing the amount of industry-related news and insights you share.

Check In With Your Network

If you made connections in the past that fell to the wayside, or even jobs you applied to that never panned out, now’s a good time to reconnect.

“I’m often impressed with job seekers who reach out maybe initially to see about a new position and then cleverly stay on the radar in non-pushy ways,” says Sledge.

Sledge talks about a candidate who—after reaching out for an internship when the timing wasn’t right on the employer’s end—did a few things to stay on the radar. “She was savvy to keep in touch by seeking advice in a very authentic way and just generally making me remember our previous conversation,” says Sledge.

And if you’re drawing blanks on how you can reach out to reconnect, Sledge points to a few great ways to do just that:

Ask for advice from someone in your network.
Send an update on where you are in your career.
Send a “this made me think of you” email, where you can share a bit of industry related news or something related to what you and the person discussed previously.

There’s a fine line between being pushy and checking in. To stay safe, just make sure you don’t overwhelm your connections with too many emails or phone calls. And in your communications, Sledge has one simple tip: “Be authentic.”

Topics:

Climb the Ladder, Networking

Job Search

Diversity Jobs in Media: Open Positions and Industry Insights

Most publishers and advertising agencies are overwhelmingly white; these tips can help you discover — and work with — the ones that are trying to diversify their ranks

By Andrea Williams

@AndreaWillWrite

Andrea Williams is an author, journalist, and columnist for The Tennessean with over 16 years of experience in journalism and 20 years in copywriting and communications strategy. Her work spans national outlets and high-traffic digital brands.

4 min read • Originally published September 22, 2016 / Updated March 19, 2026

By Andrea Williams

@AndreaWillWrite

Andrea Williams is an author, journalist, and columnist for The Tennessean with over 16 years of experience in journalism and 20 years in copywriting and communications strategy. Her work spans national outlets and high-traffic digital brands.

4 min read • Originally published September 22, 2016 / Updated March 19, 2026

It didn’t take long for the backlash to begin after the advertisement for Gap Kids—one in which a white girl is pictured resting her arm on a black girl’s head—was released in April. It was racist, said many digital onlookers, because it presented the sole non-white child in the ad as a “prop” for her white peer.

Fast forward a couple months and the American Red Cross was flailing in the deep end, thanks to its pool safety poster that depicted black and brown kids committing nearly all of the “not cool” offenses, while the other, well-behaved children were noticeably white.

Then, in late summer, Good Morning America co-anchor Amy Robach was taken to task for referring to “colored people” during a segment on diversity in Hollywood.

Diversity. It’s the buzzword that never seems to run out of gas, the pat accompaniment to an endless stream of mea culpas. But regardless of your position on the aforementioned affronts, and whether you found them personally offensive, one fact remains true: All of these incidents—and others—could have been avoided if the decision makers at those companies more closely represented the true diversity of our society.

“People from diverse backgrounds will bring creativity [to media organizations] based on their wide range of experiences and socialization,” says Rochelle Ford, professor and chair of the public relations department at the S.I. Newhouse School of Public Communications. “Diversity does include race, ethnicity, sexual orientation and gender, but it also includes different socioeconomic levels, religions and colleges and universities. And not having diversity leads to harmful stereotypes, unintentional offenses and insensitivity, as well as the exclusion important stories that should be told.”

Apparently, many media companies haven’t gotten this memo. According to the 2015 Diversity Baseline Survey by children’s publisher Lee & Low Books, the book publishing industry is nearly 80% white, while The Atlantic asserts that the magazine industry isn’t faring much better. In advertising, a 2008 survey found that blacks made up a paltry 5.8% of all professionals and just 3.2% of managers, and they certainly aren’t the only underrepresented group.

There are always exceptions, though, and those media companies that take diversity seriously are in position to secure the best talent that will continue to drive their inclusive efforts into the future.

So how can you find employers that are working to be a part of the diversity solution and not the problem? Follow these tips:

Attend Career Fairs

In 2009, shortly after the advertising industry’s damning report card was released, The One Club, a nonprofit “dedicated to promoting creative excellence in advertising and design” launched the Here Are All the Black People career fair, to be held in New York on September 30.

As the name suggests, it’s a multicultural fair that gives students, recent grads and other professionals the opportunity to network with top ad agencies, and events like these are a great way to get face time with companies that are serious about diversity.

“Participants have opportunities to interview, network, learn, interact with and gain invaluable knowledge from top creative professionals, as well as attend portfolio-building workshops, portfolio reviews, and participate in our popular live elevator pitch,” says Traecy Smith, The One Club’s director of diversity.

Other diversity-promoting media career fairs include The Center’s LGBT Career Fair and the New York City Bilingual and Diversity Job Fair, presented by Diversity Jobs.

Research Sponsoring Companies

If you can’t attend a job fair, or if you do attend but don’t have the chance to rub elbows with reps from inclusive companies, you can still use diversity events as a jumping off for research.

“Take a look at the Here Are All the Black People website, and you’ll find a whole host of sponsoring agencies who are walking the walk—not just by contributing funds, but by dedicating time to mentor, review portfolios and network,” says Smith. The companies on this year’s roster includes presenting sponsor Verizon, Y&R, Wunderman and Leo Burnett.

Scour LinkedIn

Smith isn’t the only media professional with the word “diversity” in her title. According to a recent Forbes.com article about diversity hiring practices, companies are proving their commitment to inclusion by creating positions that make diversity a key focus—and titling those roles accordingly. The good news? You can typically search for those titles on LinkedIn. “This will provide you with some insight on their background and what experience they might be applying internally within the company when it comes to diversity and inclusion,” says Kathy Chow, executive director of the Asian American Journalists Association.

Check Company Websites

This may seem like a no-brainer, but checking out a company’s website may be one of the best ways to gauge diversity efforts.

“Almost all companies will have their philosophy on how they value diversity and inclusion in the workforce,” says Chow. “Does the company have a diversity council? Does the company have affinity groups such as an Asian Pacific Islander employee group or an LGBT group? Does the company sponsor events such as Chinese New Year parade, etc? Often companies will list the groups or sponsorships they have provided during the year. This list will give you an idea how inclusive they are in their support of the community.”

Topics:

Get Hired, Job Search

Climb the Ladder

Why an English degree is just as important as a STEM major

By Jess Focht

@jessfocht

Jess Focht is a writer and content strategist with 6+ years of experience in media, publishing, and brand storytelling. She has contributed to Insider, Grammarly, and The Creative Independent.

4 min read • Originally published September 27, 2016 / Updated March 19, 2026

By Jess Focht

@jessfocht

Jess Focht is a writer and content strategist with 6+ years of experience in media, publishing, and brand storytelling. She has contributed to Insider, Grammarly, and The Creative Independent.

4 min read • Originally published September 27, 2016 / Updated March 19, 2026

I’m sick of hearing about the “STEM Crisis” in America. Read any report on American education from the past decade, and you’ll see an excessive amount of hand-wringing over the fact that American students are failing to engage fully with the new gods of our modern era: Science, Technology, Engineering, and Math. According to a recent study, America is 27th in the world in math, and 20th in science. ~gasp~

Aside from the fact that grooming all of us young Americans into great Astronauts and Airplane-Builders feels like a remnant of the Cold War Space Race, and aside from all the American exceptionalism that underlies this assumption that we, as a country, should be the best in Science/Technology/Engineering/Math, I take issue with the fact that this emphasis on STEM is making the humanities an afterthought in American education, and that people think you can’t get a job without a STEM major, when, in fact, only half of STEM graduates actually find STEM jobs.

The US Department of Education has done some damage control to assuage the type of rage I’ve displayed above. They assert that liberal arts style education is still relevant. They also continue to push the STEM agenda with programs like Educate to Innovate!

I do not have a STEM degree. I am pursuing an English degree at a liberal arts college. (Quoth the haters: “How useless!” “What are you going to do with that degree? Write? Teach?”)

But I wasn’t always this way.

I’m decent at math and science, and I started out my college career as a Computer Science major, before I decided to opt out of it (I still got a minor). I had a choice between a STEM path and a Humanities one. I chose the humanities, and I don’t regret it at all.

By choosing my English major, I was able to study abroad in Glasgow, UK. With my program of study there, I read Scottish literature in the place where it was written. By reading ancient and modern Scottish texts, I developed a deep understanding of the historical precedence for the Independence Referendum Scotland was voting on at the time. Literature, as much as anything else, helped me gain a sense of Glasgow. I don’t think learning about the Fibonacci Search Technique would have done the same.

Ultimately, I decided to pursue my studies of English over Computer Science because I believe reading, responding to, and creating literature makes me a better person who’s better able to empathize with those around me, and who’s better able to zero in on the heart of any issue presented to me. There’s actually science to back this up.

I preferred my humanities classes at college to my STEM ones because we had discussions in my literature and workshop classes. We debated and created knowledge and opinions about the ideas in our readings and our writings. On the other end of the spectrum, I took a linear algebra class where I was forced to memorize theories and interpret numbers with a narrow matrix-centric lens.

I’m going a little too far. Some math needs to be broken up into bite size, matrixy pieces to make sense. And, at its best, computer science is a highly creative field. What it came down to was that, in English classes, I felt like I was becoming a better citizen of the real (not binary) world. And that’s more important to me than making scientific breakthroughs (although I sincerely hope all people don’t feel this way — we need that cancer cure now).

The STEM jobs just aren’t out there for the picking. And technical or narrowly focused education might not be the best preparation for careers in general — not just STEM careers. According to this report by the Harvard/MIT research pairing of Frank Levy and Richard J. Murnane, nowadays, “the fastest growing occupations involv[e] unstructured problem-solving, working with new information, and non-routine physical activity.” Levy and Murnane also say that the increase in “computerized work” has increased the baseline literacy level needed to be a successful worker.

My study of English definitely helped up my literacy. But, in a more general sense, two of these three skills needed for modern work — ”unstructured problem-solving,” and “working with new information” — are definitely not STEM or humanities specific. My psychoanalytic, feminist analysis of The Country of the Pointed Firs helped me develop these skills just as much as implementing a novel approach to titrating acids (or whatever chemistry majors do).

The “soft” skills gained from a humanities-focused or liberal arts education can be just as valuable as “hard” STEM skills in making productive members of society — in teaching people how to run governments and start companies and build buildings and, yes, write and teach.

Just look at me: I got paid to write this blog post. 🙂

And don’t just listen to me: the speakers on this episode of the TED Radio Hour make some great points about how critical thinking is more important than ever in the age of big data.

Topics:

Candidates, Climb the Ladder

Job Search

8 Warning Signs of a Bad Job Offer

By Bizzy Coy

Bizzy Coy is a freelance copywriter and humorist whose creative writing has appeared in The New Yorker and McSweeney's, and who is the author of "Personal Space." She has received fellowships from Fulbright, MacDowell, and NYSCA/NYFA, and has written for clients including Disney, Condé Nast, and Broadway.

4 min read • Originally published October 3, 2016 / Updated March 19, 2026

By Bizzy Coy

Bizzy Coy is a freelance copywriter and humorist whose creative writing has appeared in The New Yorker and McSweeney's, and who is the author of "Personal Space." She has received fellowships from Fulbright, MacDowell, and NYSCA/NYFA, and has written for clients including Disney, Condé Nast, and Broadway.

4 min read • Originally published October 3, 2016 / Updated March 19, 2026

You found the perfect job listing. You applied. You scored an interview. But something seems… off. Are you dealing with a bad employer? Here are eight warning signs to look out for during your job search.

1. Details are hazy

One of the biggest red flags is lack of concrete information about the job. Maybe the job description is too short. Maybe it’s too long, filled with lots of meaningless industry jargon. Maybe there’s no job description at all. Or, the interviewer is cagey about the details.

“There is a lack of transparency if the interviewer is not able to speak to career development, culture, work life balance, benefits or perks,” says Theresa Vargas, Human Resources Manager for Grant Associates, a workforce development company.

Always be suspicious if you can’t lock down real information.

2. Disorganization reigns

“An unorganized interview process is a red flag,” says Vargas, and it’s often the sign of a disorganized workplace in general.

Let’s say your interview date and time keeps changing. Or your interviewer forgets to show up. Or they lose your application altogether. This is not normal! Imagine what it might be like to work there under similar chaotic circumstances.

Find the right position—and employer for you: Search for your next job on Mediabistro’s job board.

3. Follow-up takes forever

“Your recruiter or HR contact shouldn’t take a long time to follow up during the recruiting process,” says Vargas.

Hiring decisions can take weeks or months, but that’s no excuse for ignoring your phone calls or emails in the meantime. You want to work in a respectful, communicative environment.

4. They’re in a big rush

On the flipside, be leery if the process seems rushed and you’re pushed to commit in a tight time frame. You might hear phrases like “We want you to start this week,” “Our last employee walked out and we need to replace her ASAP,” and “How quickly can you start?”

Don’t get caught in a situation where an employer is looking for any warm body to fill the role instead of the right person to fill the role. Finding the perfect match takes time.

5. Your interview is one-sided

Have you ever had an interview where you can’t get a word in edgewise? They talk about the company, themselves, the weather, but don’t ask you any questions or seem that concerned about your experience or what you’ll bring to the company. That’s a sign of an employer who doesn’t take their hiring decisions seriously.

6. You can’t meet the team

“Not being able to meet with the people you will be working with is concerning,” says Vargas, “because you don’t know if you will be a right fit for the team.”

If the employer doesn’t offer an interview or meet-and-greet with team members, ask them directly if that’s possible. Meeting your colleagues is a crucial part of determining whether you want to take the job.

7. You can’t see the office

Likewise, if the employer doesn’t invite you to interview at or tour their workplace, ask. It may be a simple oversight, or it could mean the business is hiding something.

“Not being able to see the actual working environment could leave you with regrets after accepting the job,” says Vargas. “If you knew in advance that you would be working in a closet, it might change your mind.”

8. They don’t know what they’re looking for

This is a common problem, and it spells trouble. Keep an eye out for an employer who wants one person to do the work of a full team, an employer who doesn’t understand what you do, a salary that doesn’t match the position or a position that seems like it was created in haste.

Also: an employer who says you’ll “figure it out” once you’re on board. No way!

What next?

If you spot any of these red flags, proceed with caution. When in doubt, dig a little deeper. Seek out more information from the employer as well as external sources: workplace review websites, current and previous employees, and a general web search.

And always, always trust your gut. If something feels wrong, better to address it now than committing to a workplace that’s not right for you.

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Get Hired, Job Search

Copy Editor: The Role, Responsibilities, and Breaking in to the Job

If you're a super speller and a great grammarian, and have a killer eye for details, this always-in-demand role could be the one for you

By Jenell Talley

Jenell Talley is a journalist and program analyst with a background spanning media, government, and editorial work. She holds a journalism degree from Howard University and a master's in human resources management from the University of Maryland.

4 min read • Originally published October 3, 2016 / Updated March 19, 2026

By Jenell Talley

Jenell Talley is a journalist and program analyst with a background spanning media, government, and editorial work. She holds a journalism degree from Howard University and a master's in human resources management from the University of Maryland.

4 min read • Originally published October 3, 2016 / Updated March 19, 2026

Are you fanatical about the use or non-use of serial commas? Does misuse of “their,” “they’re,” and “there” drive you insane? Does an article that vacillates between “10” and “ten” make your blood boil? How about channeling that talent into a copy editor job?

We got a few professional copy editors extraordinaire to spill the beans for you on the position. Read what they had to say—we promise you won’t find any mistakes in our write-up.

What exactly does a copy editor do?

Sure, copy editors correct misspellings (it’s “supersede,” not “supercede”) and whip grammar into shape (between you and me, don’t let a writer get away with “between you and I”), but there’s a lot more to it.

These grammar Svengalis are also charged with reviewing content for proper punctuation, usage and syntax; creating and/or updating in-house style rules; fine-tuning structure, tone, and voice; and ensuring clarity, coherence, and logical flow and consistency in words, typography, art, and style.

“Style can include the specifics of any particular publishing company, as well as the type of guide being used, such as the Chicago Manual of Style,” says Ciara Larkin, a senior copy editor in book publishing at Thomson Reuters.

Some copy editors also function as proofreaders, fact-checkers, and even project managers who oversee workflow and communicate with other departments throughout the production process, Larkin says. At some companies, duties include performing rewrites, writing headlines, and reshaping leads.

What skills are required to be a copy editor?
This should go without saying, but what the heck: Know the English language like the back of your hand, says Larkin, who notes proper spelling and grammar are undervalued these days.

There’s no getting around attention to detail, says Jenna Rose Robbins, an editor, writer and web consultant at Siteseeing Media & Web Consulting. “And some people just can’t be taught because it requires a specific type of focus,” she adds. “I know some amazing line editors who are terrible copy editors.”

You need to know Associated Press and/or Chicago style. “This is just something that has to be learned, like memorizing the periodic table of the elements, only in more detail,” Robbins says.

You also need to be curious and crazy organized, says Jennifer Bright Reich, co-founder and editorial director of Momosa Publishing. The ability to meet deadlines is also important.

Who is a copy editor’s boss?
It varies by company, but a copy chief, editor-in-chief, or managing editor is the usual suspect.

What do you need to get ahead in this position?
It takes an undying desire to produce perfect copy to excel at this job. “Copy editing is one of those rare cases where perfectionism is an asset,” Robbins says.

How can you get your foot in the door?
A degree in journalism or English could help, but your knack for the English language is your ace in the hole. “I’ve never heard of anyone getting a copy-editing job based on a degree or certification,” says Robbins. “Almost every copy editor I’ve known has had impeccable grammar skills.” Show yours off by interning, freelancing, or starting your own sharply written, error-free blog.

How the future is shaping up for copy editors

As we wrap up this dive into the world of copy editing, let’s gaze into the crystal ball and explore what the future holds for this meticulous and crucial profession. The world of publishing and content creation is ever-evolving, and so is the role of a copy editor.

In the coming years, the rise of digital media and AI technologies will likely transform how copy editors work, but fear not – this is less about replacement and more about enhancement. For instance, while AI can help with basic spell checks and grammar, the nuanced understanding of context, style, and tone still lies in the human domain. Embracing these tech tools can free up your time for more complex editing tasks where your expertise truly shines.

Moreover, the increasing demand for content across diverse digital platforms presents new opportunities for copy editors. We’re talking about editing for websites, apps, multimedia presentations, and even virtual reality experiences. The core principles of clear, coherent, and engaging content remain the same, but the ways to apply them are multiplying.

For those looking to future-proof their copy editing career, it’s about being adaptable, continuously learning, and expanding your skills beyond traditional boundaries. Stay curious about new publishing platforms, familiarize yourself with basic SEO principles, and maybe dabble in some content strategy. Learn about new immersive technologies and gameplay.

Remember, at its heart, copy editing is about safeguarding the quality of information in an age of information overload. It’s a noble pursuit, and as we step into the future, your role becomes not just about correcting commas and catching typos but also about upholding the integrity and clarity of information in our digital world.

So, keep honing those skills, embrace the changes, and leap into the opportunities that lie ahead. The future of copy editing is bright and needs sharp minds like yours. Now go forth and edit boldly in this brave new world!

Get started in a new copy editor role and others with our media job board.

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