6 SEO Skills That Will Help You Land Your Next Media Job

Go to the top of search results, and the resume pile, with these tips

McLean Robbins is a luxury travel editor, marketing leader, and adjunct faculty member at Georgetown University with two decades of bylines in Forbes Travel Guide, Robb Report, and Washingtonian. She is the founder of Lily Pond Luxury, a Condé Nast Top Travel Specialist agency, and previously served as VP of Marketing at MBO Partners.

4 min read • Originally published February 23, 2016 / Updated March 19, 2026

By McLean Robbins

McLean Robbins is a luxury travel editor, marketing leader, and adjunct faculty member at Georgetown University with two decades of bylines in Forbes Travel Guide, Robb Report, and Washingtonian. She is the founder of Lily Pond Luxury, a Condé Nast Top Travel Specialist agency, and previously served as VP of Marketing at MBO Partners.

4 min read • Originally published February 23, 2016 / Updated March 19, 2026

If you’re looking for a job in today’s competitive marketplace, it’s important to start with a stellar resume, but you’ll also want to take advantage of SEO (search engine optimization) to make sure you stand out from the crowd—and that potential employers find you and your mad skill set.

Try these six foolproof techniques to maximize your visibility online.

1. Launch a Personal Website to “Own” Your Space Online

One of the main values of search engine optimization (essentially, making sure your web presence appears high on a search engine’s list of results), is being able to “own” your real estate online.

For most people, a personal website (try for yourname.com) will be the start to owning the #1 search result for your name—with positive content created about you, by you, ready to wow a potential employer.

2. Do Your Keyword Research

A key component of any SEO’s job is keyword research. Apply those same skills to your job hunt. Sure, you’re a “marketing manager” now, but does that title really convey what you hope to do?

You could also consider jobs in content marketing, marketing automation, product marketing, B2B marketing, ecommerce marketing or something else. Titles differ per company, and you often need to go a bit farther afield than your current title to find exactly what you’re looking for.

For example, as a senior content professional, I might search titles like director of content strategy, director of digital strategy, director of digital content, editorial director and more—modifying the “director” level to include similar career levels like “principal” or “vice president” and even “senior manager.”

Small firms are more likely to have VPs with similar experience, where some large firms have senior managers with 15 to 20 years of professional expertise. Being more open to the title, and more refined on the corporate fit, job duties and salary can often be of service in your hunt.

3. Create a Personal Headline

What do you want to be? No, this isn’t a New Age–y “vision” exercise. Sites like LinkedIn offer you the ability to create a personal “headline” that describes not just the job you currently have, but the skills you have that you’ll take to your next job.

Think of it this way: What would I want to Google to find someone like … me?

You might be an “Experienced B2B Public Relations Executive” or a “Front End Drupal Developer.” Back up that headline to optimize particular sections of your website, and take those keywords into your resume and your social profiles as well. (My SEO writing course shows these techniques in more depth.)

4. Optimize (and Clean Up) Your Space Online

Beyond your personal website, your social handles are often the top results when someone searches your name. If you use these handles professionally and effectively, this can be a great way to further brand yourself in the industry.

Take full advantage of the built-in optimization on Facebook, Twitter and LinkedIn, customizing your profile URL with your name and adding links to your personal site.

Of course, regular publication of job-related content can’t hurt either. (And, while you’re at it, check out these great ways social media can help you land a job.)

5. Weave Your Key Terms Into Your Resume and Cover Letter

Now that you’ve written your personal headline, you probably have a pretty good idea of what you want people to Google to find you. Are those key terms in your resume?

Many jobs use resume-parsing software, similar to the way search engines comb content, and if you are missing the terms they’re seeking, you’ll never make it past the computer and onto a key HR professional’s desk for review.

I’m not talking about words like “innovative” or “visionary.” Skip the corporate buzzwords and go straight to the skills: If you work with a marketing automation software like Pardot, include the brand name. Have analytics experience? Say so, in detail. If you’re looking for a job in content marketing and that title isn’t part of your job description, you can still convey your experience in your detailed description of duties or cover letter.

6. Use Those SEO Skills in Reverse to Research a Company

The same techniques you’ve applied to your resume can be used in reverse as well. Do a search for the hiring manager’s name online and pull up their LinkedIn profile before speaking. Did you attend similar colleges or have connections in common? Can you find information about the company online that can help you prep for the job—or a potential red flag that might warn you away?

You can also use similar queries to find jobs posted online through company websites that may not appear on job boards.

McLean Robbins is a content strategist, copywriter, digital consultant and instructor of Mediabistro’s Online Course SEO Writing. Find her at mcleanrobbins.com.

Topics:

Climb the Ladder, Skills & Expertise

Job Search

How to Read Between the Lines of Any Job Posting

What "help wanted" really means

By Joel Schwartzberg

Joel Schwartzberg is a workplace communications coach, speechwriter, and bestselling author whose books include "Get to the Point!" and "The Language of Leadership," with articles published in Harvard Business Review, Fast Company, and Newsweek. He brings over two decades of senior communications and editorial leadership experience at organizations including the ASPCA, PBS, and Time Inc.

6 min read • Originally published February 25, 2016 / Updated March 19, 2026

By Joel Schwartzberg

Joel Schwartzberg is a workplace communications coach, speechwriter, and bestselling author whose books include "Get to the Point!" and "The Language of Leadership," with articles published in Harvard Business Review, Fast Company, and Newsweek. He brings over two decades of senior communications and editorial leadership experience at organizations including the ASPCA, PBS, and Time Inc.

6 min read • Originally published February 25, 2016 / Updated March 19, 2026

At first glance, a job posting may seem simple—there’s a description, a list of required skills, necessary qualifications and not much more. Well maybe, maybe not.

Often between those lines are clues that reveal if the opportunity is truly right for you, or if it’s a mismatch in the making. You may also discover valuable insight that could give you an advantage when you apply.

So how do you start using your job description X-ray vision? Let these workplace experts answer your questions about what “help wanted” really means.

Can I apply if I lack experience?

If you’ve had two years of experience and the job calls for three to five, don’t let it stop you from applying. In such a case, says Rita Friedman, a certified career coach at PhillyCareerCoach.com, “The employer is probably just not looking to train someone from scratch. With the right confidence and solid understanding of the position, a more junior candidate could easily win them over.”

If you have much more experience than the job calls for, however, it could be a sign to move on. “The employer will probably assume a senior person would grow bored quickly, and the employer isn’t looking to meet the salary requirements an experienced worker ought to have,” she says.

Also take note if the “years of experience” refers to specific roles. “Some jobs require seven to 10 years of industry experience, while others will require seven to 10 years’ experience in a specific job function or role,” career advice expert and spokesperson Amanda Augustine of TopResume. “Identifying which type of experience is required will help you determine if the role is right for you.”

How much does the job title matter?

Most experts say it’s not a good idea to infer anything—good or bad—from a job’s official title. “A job title can be indicative of the level of responsibility—or not,” said Friedman.

“Small upstart companies often grant bigger titles than other employees have in equivalent roles at larger, established companies.” For this reason, “it’s often more effective to look for keywords in the descriptions instead of job titles,” says Friedman.

Augustine advises to take job titles “with a grain of salt… A director title at one company may translate to a vice president position in another.” To accurately measure a job’s seniority, pay close attention to the responsibilities and requirements.

“Are you managing teams or departments? What size are the budgets or accounts you’ll be expected to manage? This, along with the number of years of required experience, paints a more vivid picture of the role,” she says.

What does “other duties as assigned” mean?

“Ending job posts with the line ‘other duties as assigned’ often means that the hiring manager doesn’t know exactly what he wants,” says Vance Crowe, founder of Articulate Ventures, a St. Louis–based communications firm. “But these should be signals to job seekers that management will value your willingness to do the less desirable work.”

So, if you interview for a company that leaves ‘job responsibilities’ open-ended, stress your flexibility and openness to do almost anything. If other parts of a job posting seem similarly vague (“good communication skills required”), it’s your opportunity to use your cover letter and interview to define them in a way that leverages your key strengths. (“I am an excellent public speaker and have experience presenting in corporate settings.”)

The language in this posting is really informal. Could that mean anything?

The tone of a job description can be as telling as what it actually says. For example, if you like to have fun at work, look positively on postings that are written cleverly, sound personal or come right out and say “sense of humor preferred.”

“A job posting that’s overly playful may indicate a company that’s seeking younger, more casual workers,” explains Friedman, “whereas a very formal job posting may suggest a workplace that’s never even heard of casual Fridays.”

But be wary of job listings that seem to care deeply about your personality, versus your skills and experience.

“Be cautious about postings that focus disproportionately on personality traits,” says Allison Hemming, CEO of the digital talent agency, The Hired Guns. “Chances are they just canned the last guy, and the traits they listed are ones they wanted him to have, but he didn’t.”

“Alternately, it could mean they’re looking for friends more than workmates,” Hemming adds. “This is especially common for small companies and start-ups.”

What if I don’t have all the required skills?

Phrases like “required” and “must have” usually mean what they say, says Augustine. “While a job description can often include a laundry list of nice-to-have skills, those that are specifically labeled ‘must have’ are just that. If you don’t meet these core requirements for the role, you are wasting your time,” she says.

Timothy J. Tolan, ceo and managing partner at Next Level Interim Search, agrees. “Not having the required ‘must haves’ are typically cause to have a recruiter disqualify the candidate from consideration,” he said. “If a candidate doesn’t have most or all of these requirements it’s usually not a good fit.”

When it comes to “desired” and “preferred” skills (versus “required” and “must have”), not having them may not be showstoppers, but having them can “give you an edge over the competition,” according to Augustine.

Here’s another tip for telling what’s really important: Requirements listed at the top are likely considered most important by the employer. “Things at the bottom may be afterthoughts, or something HR made them include,” says Hemming.

However you assess the various requirements, “ignore anything in a job description at your peril,” says Hemming. “If it’s there, it’s there for a reason. These things are often written by committee, so somewhere along the way, a stakeholder decided that bullet was crucial.”

Perfection is not the point

Although employers would like their candidates to have all the ‘must-haves,’ it’s rare to perfectly match every point on a job listing, so don’t set that as your standard. “These are all aspects they want in the perfect candidate; however, most employers realize this is a dream list and are willing to talk to candidates who do not meet every single qualification,” says career coach and strategist Lisa K. McDonald.

“If a candidate has many, but not all the required skills, and a solid track record, many times the intangibles they possess may be enough to give them a good chance to get an interview,” says Tolan.

Plus, job listings themselves are not perfect, so keep your detective hat on until you make your final decision—or they do. “As you begin to get great at reading job descriptions, you’ll start to see that most companies want to know about you, but don’t tell you nearly enough about them,” says Hemming.

She counsels applicants to “review each job description, ask yourself what’s not there, then write down your questions” because those will be the key questions to ask if and when you get called for an interview.

Now that you’ve got the skills to read between the lines, jump back into your job search, because tops companies are looking for top talent right now.

Topics:

Get Hired, Job Search

Hot Jobs

4 Oscar-Worthy Media Jobs You Can Actually Pursue

The roles in the limelight, and how to get one yourself

By John Lombard

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 February 25, 2016 / Updated March 19, 2026

By John Lombard

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 February 25, 2016 / Updated March 19, 2026

It’s Oscar season, and with several of the nominated movies featuring careers in digital media, we figure it’s our job to show you how to grab one of those careers yourself.

Warning: This article has a few near-spoiler alerts depending on how insanely little you like to know about a movie before seeing it.

And the nominees are…

1. Investigative Journalists in Spotlight

In this ripped-from-the-headlines drama, The Boston Globe’s Spotlight team—a small crew of investigative journalists—work to investigate and uncover dark secrets from Boston’s past. Spotlight stars some of Hollywood’s biggest names such as supporting actor and actress nominees Mark Ruffalo and Rachel McAdams.

This film gives a real feel for the workaday life of an investigative journalist, as the Spotlight team dig deep into a single topic—in this case, allegations against the Catholic church.

Essential skills for becoming an investigative journalist are curiosity, skepticism and the ability to effectively uncover hidden stories through powerful writing. While a journalism degree is always helpful, a course on editorial skills can a give you taste of different roles in the field.

2. Public Relations Director in The Martian

Presumed dead by his crew after a space storm, Mark Watney—played by leading actor nominee Matt Damon—is left behind on Mars, leading to big time media attention.

Luckily, NASA’s rockstar public relations director Annie Montrose, played by Kristen Wiig, schedules hourly press conferences, turning what could have been a giant disaster into a huge PR win for NASA.

Want to become the next Annie Montrose? While a degree in mass communications is a great place to start, public relations is open to professionals from a variety of backgrounds, especially former journalists.

Want to fast-track into the field? Consider taking a course in public relations, or getting an internship in the field, as on-the-job experience is crucial to the field.

3. Screenwriter in Trumbo

Starring lead actor nominee Bryan Cranston as Hollywood screenwriter Dalton Trumbo, this autobiographical drama focuses on the famed post-War Hollywood Blacklist. (And that’s all we’ll say in order to stay somewhat spoiler-free, as promised.)

Much like a Hollywood screenwriter, many of today’s digital media jobs require versatile storytelling skills. Whether you’re an aspiring brand content writer or copywriter, developing a brand or client’s story and communicating it to customers is key. A course on brand writing will help you hone your storytelling skills as you learn to generate a brand’s basic story, mission and positioning statements.

4. Marketing Director in Steve Jobs

This biographical drama opens with Steve Jobs and Steve Wozniak preparing to unveil their first Macintosh in 1984. Supporting actress nominee Kate Winslet portrays an original member of the Apple Computer Macintosh team, Joanna Hoffman.

In real life, Hoffman ran the entirety of the marketing department for Macintosh in its early years, and later ran the international marketing team, bringing the Mac to Europe and Asia markets.

To become a marketing director, you’ve got to start somewhere, often as an intern or junior marketing associate on your way to becoming a marketing manager. Learning and mastering the fundamentals, and the ever-changing trends and technologies, is also vital. A great place to begin: a course on marketing, in which you can learn best practices for digital campaigns or how to tap the power of social media to promote your product.

If one of these careers sounds like a winner to you, then check out Mediabistro’s online courses to take the first step in breaking in. With courses in public relations, digital journalism, digital marketing, brand writing, marketing and more, you’ll have the opportunity to work with top industry professionals as they guide you on your journey to a job so awesome they make Oscar-winning movies about them.

Topics:

Get Hired, Hot Jobs

How to Pitch

How to Pitch Outside Magazine: A Freelancer’s Guide

Editors want fitness and tech pitches with a strong news peg for their outdoorsy readers

By Rani Long

4 min read • Originally published February 26, 2016 / Updated March 19, 2026

By Rani Long

4 min read • Originally published February 26, 2016 / Updated March 19, 2026

Circulation: 675,000
Frequency: Monthly
Special issues: The Outside summer (April) and winter (September) Buyer’s Guides

Background: Started in 1977, the magazine was baptized Mariah before current owner Larry Burke acquired it, marketing it with the more apt — and, thankfully for its readership, more manly — title Outside. Although the magazine has evolved with the years, introducing pop-culture into its pages, Outside remains committed to the topics that have always defined the active lifestyle: exploration, adventure, sports, fitness and environmental issues.

This National Magazine Award-winning publication is looking for smart, news-driven stories that inspire readers to explore the world. This means expedition dispatches and reviews of the latest outdoor gear, though Outside is also looking for pop-culture, technology and fitness stories. The magazine’s audience is 70 percent male, and the average reader is an affluent guy in his late 30s.

Freelancers shouldn’t feel they are trying to write stories just for a guy in Boulder, Colo. though. “The things we celebrate (hiking, climbing, rafting, skiing) are about engaging with the world in a fresh way,” said former senior editor Abe Streep. “The point is to inspire a sense of wonder, and that applies to men and women in New York and Chicago and San Francisco as much as in mountain towns. A lot of our readers live in the cities and want tools that help them escape on their days off.”

What to pitch: Profiles, science, environmental, fitness or gear stories with a strong time peg to the month of publication. (Outside is on a three-month production schedule.) Most of all, Streep said, “news, news, news.”

Most freelancers will break in by pitching stories to the “Dispatches” (front-of-book) or “Bodywork” (fitness) sections. Stories range from 100-word news items to 1,200-word “Bodywork” reports. Science-driven “Bodywork” pitches have a good chance, as do television, technology and pop-culture pitches with news value and a natural Outside angle. Don’t pitch travel roundups without a news peg. “A pitch on the best hikes in the National Parks probably won’t get you far,” said Streep. But travel news that leads to actionable service — say, a story on how the Grand Canyon’s new permitting system for rafters affects readers — is very welcome. News that leads to service is the ideal: new lodges, new technology, new training tools.

The magazine is focusing more and more on its core mission: inspiring adventure. “We’re still looking for pop-culture stories,” said Streep, “but only those that are a natural fit for Outside. Don’t pitch us a profile of a movie star who has gone surfing once or twice in his life. Pitch us a film that uses climbing as a major plotline or a story on how a television show shot in a beautiful location might change that country’s adventure-travel industry.”

Outside is also looking for more tech stories and has recently run pieces on mobile-phone apps for adventurers, athletes who have launched careers with YouTube and electric bikes.

What not to pitch: It’s best not to start with a 5,000-word feature unless you have an extraordinary idea. “Dispatches” is the best way for new writers to break in. Also: Don’t pitch charts.

Online opportunities: Outsideonline.com, which recently underwent a significant redesign, is a robust site that’s updated hourly. Online editor Scott Rosenfield is looking for fast-breaking stories in the same topic areas that the magazine covers. He’s is also looking for timely reported stories, as well as blue sky ideas: recurring columns, photo galleries and video projects.

Percentage freelance-written content: 70 percent
Percentage of freelance submissions accepted: 15-20 percent

Recent freelance stories pitched and published: Mary Catherine O’Connor‘s “Money For Nothing” story about Kickstarter funding in February 2013, and Alex Hutchinson‘s November 2013 story about the side effects of sports supplements.

Etiquette: Send brief, succinct queries by email. Include clips (preferably as URLs) and a quick bio. Expect a response within a couple weeks of sending a query. If you haven’t heard anything by then, it’s okay to follow up.

Lead time: Three to four months
Pay rate: About $1.50 a word for print. Online payment varies depending on the nature of the project.
Payment schedule: On publication
Kill fee: 25 percent
Rights purchased: First North American publication rights and the right to reprint materials on the magazine’s website and in international and tablet editions.

Contact info:
Outside
Outside Plaza
400 Market Street
Santa Fe, New Mexico 87501
(505) 989-7100
FirstInitialLastName@outsidemag.com
www.outsidemag.com

Send pitches to:

Editor at Large Grasyon Schaffer: GSCHAFFER at OUTSIDEMAG dot COM

Editor in Chief Nicole Formosa: NFORMOSA at OUTSIDEMAG dot COM

Assistant Editor Kelsey Lindsey: KLINDSEY at OUTSIDEMAG dot COM

Senior Editor Matt Skenazy: MSKENAZY at OUTSIDEMAG dot COM

Features Editor Gloria Liu: GLIU at OUTSIDEMAG dot COM

Assistant Fitness Editor Abigail Barronian: ABARRONIAN at OUTSIDEMAG dot COM

Senior Editor Erin Riley: ERILEY at OUTSIDEMAG dot COM

NEXT >> How To Pitch: Afar

Topics:

How to Pitch

Managing

5 Budget-Friendly Ways to Reward and Motivate Your Employees

Think money's the only way to motivate? Think again

By Joel Schwartzberg

Joel Schwartzberg is a workplace communications coach, speechwriter, and bestselling author whose books include "Get to the Point!" and "The Language of Leadership," with articles published in Harvard Business Review, Fast Company, and Newsweek. He brings over two decades of senior communications and editorial leadership experience at organizations including the ASPCA, PBS, and Time Inc.

4 min read • Originally published February 26, 2016 / Updated March 19, 2026

By Joel Schwartzberg

Joel Schwartzberg is a workplace communications coach, speechwriter, and bestselling author whose books include "Get to the Point!" and "The Language of Leadership," with articles published in Harvard Business Review, Fast Company, and Newsweek. He brings over two decades of senior communications and editorial leadership experience at organizations including the ASPCA, PBS, and Time Inc.

4 min read • Originally published February 26, 2016 / Updated March 19, 2026

Your staff is a hard-working bunch. And while universally coveted salary increases, bonuses and promotions may be well deserved by some or all, they’re a no-go considering your budget and org chart. Yet, some workplace experts say non-cash, non-promotion rewards have the potential to not only keep your staff’s morale up, but motivate them even more.

“If you want to drive performance, engage employees and drive results, non-cash rewards are the most effective tools in your toolbox,” argues Kimberly Abel-Lanier, vp & general manager of employee engagement solutions at Maritz Motivation Solutions.

Private career strategist and former HR consultant Mark R. Gerlach agrees. “Most studies show that employees don’t actually perform better for more pay, once they have enough to live fairly comfortably,” he says. “So rewarding them in more meaningful ways can lead to higher satisfaction.”

So, what are these “other more meaningful ways?” Below, management specialists share “gift” suggestions for workers who’ve gone out of their way on the job.

1. Recognition

Sometimes, simple recognition is a reward unto itself. “Something all bosses can do that doesn’t cost anything but means the world to people is recognition for their contributions to the organization,” says David Ciccarelli, co-founder of Voices.com. “Our team meets every day to discuss good news and challenges, but also to shine the spotlight on an employee’s accomplishments.”

Jeff Gordon, a former corporate recruiter and current director of marketing at FreedomPop agrees. “Calling out the employee in a good way in a company meeting is always a positive,” he says.

Psychologist Elizabeth R. Lombardo, author of A Happy You: Your Ultimate Prescription for Happiness, recommends “personally acknowledging not only when employees achieve success, but also when they put in extra effort. For example, ‘Brett, I want to thank you for coming into work this weekend to get this project out on time. I know that took time away from your family, and the entire team really appreciates it.'”

These communications can take the form of emails, personal letters or public praise but, in terms of reward value, one-on-one conversations are best.

2. Time

The phrase “time is money” can be taken literally when devising employee rewards. Executive coach and management consultant Kathi Elster, co-author of Mean Girls At Work, recommends “allowing a more flexible schedule” when a staffer deserves a reward. She encourages offering employees a chance to work from home two days a week or going down to a four-day week for a set period of time.

“If your company doesn’t currently offer flextime, consider making it a part of your reward structure,” says Gerlach. “On a monthly or quarterly basis, look back on employee performance; if employees have excelled, allow them a flextime schedule for the following month or quarter.”

3. Gifts

Of course, gifts can make good rewards, so long as you choose and dole them out wisely. Smithson-Abel says employees are motivated most when they’re “empowered to choose their own rewards.” For that reason, she recommends opting for gift cards from crowd-pleasing brands like Starbucks, Target and iTunes.

Anja Schuetz, a people management coach and author of Poker Cards for Managers, cautions that “rewards really only make a difference when they are something that the person really desires.” She points out that an expensive bottle of wine may not mean much to staffers who don’t drink wine.

“The more we know about the people we want to reward, the more meaningfully we can reward them,” she says. “The most meaningful rewards are not expensive; they show that you care. Plus, you’ve just deepened your relationship with that person and invested in their engagement with your team.”

4. Food

Free food is a big deal in an office, especially when it’s earned. Smithson-Abel recommends taking your group out to nearby lunches or dinners after jobs well done. It’s also a good environment to explain in detail why they earned the honor.

Jim Angleton, president of business consultancy Aegis, recommends scheduling a regular catered lunch for senior staff to recognize outstanding efforts. The “senior staff” part is important to put the team’s good deeds on the corporate record.

5. Escape

Sometimes it’s a pleasure just to leave the office.

“Taking your staff outside of your physical workspace for the express purpose of doing something fun will always be well-received—a refreshing escape from the day-to-day,” says David Jacobson, founder of TrivWorks, a corporate team-building consultancy specializing in group trivia games. “So long as the activity is appropriate for your specific group, if you can afford to bring them somewhere and show them an amazing time, your staff will feel rewarded.”

At the end of the day, the best judge of employee rewards is you. You know your staff better than anyone, and you can probably remember a time in your own professional history when you felt deserving of a few corporate yum-yums. The goal is to let good employees know they’re doing good work and motivate them to keep at it.

Looking for a great way to reward you employees? Enroll your team in Mediabistro’s Corporate Training Program. With fully-tailored training in key topics across the media industry like Digital Analytics and Public Speaking, you’ll build out your organization’s skills to successfully compete in today’s market.

Topics:

Climb the Ladder, Managing

Interview Tips

How to Research an Employer Before Your Interview

You got the call back, the date is set, the suit is pressed. Ready for the interview? Think again

By Benjamin Spiegel

3 min read • Originally published February 26, 2016 / Updated March 19, 2026

By Benjamin Spiegel

3 min read • Originally published February 26, 2016 / Updated March 19, 2026

I interview close to 100 candidates annually, and I cannot begin to tell you how many interviews have gone sour because the candidate was not prepared. Most of the time, candidates ask too many questions to which the answers are publicly available—as in, on our website or via a quick Google search. Trust me: Nothing is more frustrating than having to tell our story 100 times to them.

Save your interviewer the frustration, and up your chances of landing the job with one simple solution: When you’re preparing for your interview, do your research!

We live in an age of information and transparency. Unless you have been living under a rock—in which case, please don’t apply—candidates can find a wealth of information about the prospective employer beforehand.

Don’t know where to start? Here are a few suggestions.

1. Learn the Basics

At a bare minimum, you should be able to gather the vital stats on the company you’re meeting with. Finding these should give a snapshot of what the shop is like, and keep you from taking up your precious interview time asking questions you should really already know the answers to.

As soon as you schedule your interview, you should bone up on the following:

Number of years in business
Number of employees
Number and location of offices
In the case of an agency, the client roster (wins and losses)
Type of work that’s done there

These are just the fundamentals. If you really want to ace the interview, use the wealth of publicly available information to get the upper hand.

2. Dig Deeper

Check out the usual social media and web sources, and be thorough.

Don’t stop at the LinkedIn company page. Go further and look at people that hold the same role you are applying for. What’s their background? How are they describing their role?

On Glassdoor, you can find out salaries, interview questions and company reviews. You’ll find negative as well as positive reviews, but you can use the information in negative reviews to identify pain points and challenges—and then bring up your relevant experience on how to meet the challenge.

Most media companies and agencies love to talk about themselves (after all, we are all in marketing). Spend some time going through their social channels—Facebook, Twitter—to look for cool events they do, recent wins and good company news. Anything you can mention or congratulate on will go a long way.

If the employer is part of a holding company, familiarize yourself with the parent company and sister agencies. Understand their role in the network and what it means for your position. And if you are applying to a publicly traded company, make sure you listen to their latest earnings calls. Understand priorities, challenges and investments. This is less relevant for more junior roles, but it never hurts to know.

3. Rehearse Your Talking Points

All this research is great, but you also need to know how to use it. Be creative; don’t just regurgitate what you read. Use it to ask better questions like, “How has the merger with XYZ changed the culture?” or “Congratulations winning XYZ; how has the transition been going?” Ask smart questions that show you understand not only the industry but also the employer’s place in it.

There is nothing wrong with treating an interview like any campaign. Do your research into the audience: What do they want and need, what are their pain points, why would they hire you?

Then create a message and story that appeals to their needs. If you can sell me in an interview, I’ll be confident about your ability to help our clients sell their products.

Benjamin Spiegel is CEO of MMI Agency, Houston.

If you’re ready to hone your interviewing skills, consider getting the help of a pro. Mediabistro’s Career Services offer everything from a mock interview to several sessions of career counseling to tackle interview and networking skills, career transition and more.

Topics:

Get Hired, Interview Tips

Skills & Expertise

7 Things You Can Do Today to Win Over Your Boss

How to take the lead when communicating with your higher-ups

By Joel Schwartzberg

Joel Schwartzberg is a workplace communications coach, speechwriter, and bestselling author whose books include "Get to the Point!" and "The Language of Leadership," with articles published in Harvard Business Review, Fast Company, and Newsweek. He brings over two decades of senior communications and editorial leadership experience at organizations including the ASPCA, PBS, and Time Inc.

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

By Joel Schwartzberg

Joel Schwartzberg is a workplace communications coach, speechwriter, and bestselling author whose books include "Get to the Point!" and "The Language of Leadership," with articles published in Harvard Business Review, Fast Company, and Newsweek. He brings over two decades of senior communications and editorial leadership experience at organizations including the ASPCA, PBS, and Time Inc.

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

You may have only one career, but you have two key jobs. The first is doing whatever you were hired to do. The second—and just as important if you plan on staying—is keeping your boss happy with you, otherwise known as “managing up.”

Being seen by your manager in a positive and productive light will not only make things easier day to day; it may also be a deciding factor when executives are considering promotions or downsizing staff. Below, some workplace experts share the lowdown on successfully managing up.

1. Show Up On Time

You don’t really need an expert telling you this, do you? Getting to work on time will not always earn you points, but consistently showing up late is a sure way to lose them.

Being at the office when needed—and at least visible when not needed—reinforces your dedication and work ethic and builds trust. Why blow something so completely under your control?

2. Listen Up

When in meetings with your manager, your biggest job is not to talk, but to listen. “Managers like to have the floor and go on and on,” says Marian Thier, executive coach and author of Coaching C.L.U.E.S. “Your job is to get to the essence of the message. That can only be done with 100 percent full attention.”

Also, think twice—make that three times—before interrupting your boss. It’s rarely worthwhile to break her line of thought, no matter how brilliant your input is.

3. Ask Good Questions

Asking good questions can be self-rewarding, whether or not you get good answers. “By asking really smart, probing questions, you show interest, grasp of the subject and flattery,” explains Thier.

One good approach is to rephrase your manager’s concern or suggestion back to him and ask if you understood it correctly. But be careful not to ask a question already answered. One response you don’t want to hear from your supervisor is “As I said before…” (Refer back to Tip #2).

4. Keep Your Manager In the Loop

Morgan Norman, VP of marketing at Switch.co and former co-founder and CEO of WorkSimple, says it’s critical for workers to keep their bosses “informed on every goal, including progress, problems and the ultimate outcome of the objective.”

Norman says that soliciting feedback is also key. “This not only makes a manager happier, but also allows them to monitor their workforce better,” he explained.

How do you keep from sharing too much or too often with your manager? Christina T. Schlachter, author of Leading Business Change for Dummies and CEO of the consultancy SheLeads, says it pays to just ask.

“Take the lead in determining communication. Don’t wait for your boss to do it,” Schlachter says. “Ask your manager how often he or she wants to hear from you and in what form.”

5. Be Clear in Meetings

Not every meeting should be a brainstorming session. Before sitting down by yourself or with others in your boss’ presence, plan your thoughts in advance to avoid rambling and to strengthen your position. Thier says your goal is to be “clean, clear, and quick.”

“I once had a boss who told me his job was not to listen to me thinking out loud,” says Thier. “He suggested that I think beforehand and come to him with three clear points.”

In addition to keeping the meeting moving, presenting direct and complete ideas also projects efficiency and smarts. (Note: Your manager can ramble all he wants.)

6. Tell Your Manager What You Need

Managing up doesn’t mean saying yes to every request; that can cause trouble later if you become overwhelmed.

“Communicating requires you to be open about your needs rather than assuming your manager understands what’s going on,” says career coach Deborah Howard, president of Guiding Change Consulting.

“Learn to say, ‘I’ll be happy to work on this project, and I’m also working on these three other projects, so how would you like me to prioritize them?'” Asking for help with prioritization is something managers like, because it really says “I want to do all I can.”

7. Be a Team Player

Your boss probably manages a team, so it helps for you to play nice with your colleagues. Team friction just makes life harder for him. So, offer your help, be polite and resist the urge to gossip.

Often, it’s not the most talented person who rises to the top, but the one who people actually like working with.

Topics:

Climb the Ladder, Skills & Expertise

Managing

Why You Shouldn’t Friend Your Employees on Social Media

Strike a balance between the personal and professional

By Joel Schwartzberg

Joel Schwartzberg is a workplace communications coach, speechwriter, and bestselling author whose books include "Get to the Point!" and "The Language of Leadership," with articles published in Harvard Business Review, Fast Company, and Newsweek. He brings over two decades of senior communications and editorial leadership experience at organizations including the ASPCA, PBS, and Time Inc.

5 min read • Originally published February 29, 2016 / Updated March 19, 2026

By Joel Schwartzberg

Joel Schwartzberg is a workplace communications coach, speechwriter, and bestselling author whose books include "Get to the Point!" and "The Language of Leadership," with articles published in Harvard Business Review, Fast Company, and Newsweek. He brings over two decades of senior communications and editorial leadership experience at organizations including the ASPCA, PBS, and Time Inc.

5 min read • Originally published February 29, 2016 / Updated March 19, 2026

Managing employees isn’t easy, especially when the ink may still be drying on your promotion, but striking just the right interpersonal chord with your staff is crucial for both your fulfillment and theirs.

You want your employees to like you, but also respect you. You want to stand with them, but also have them know where you stand. Yet, the line between boss and buddy can sometimes be hard to detect.

“It’s not uncommon for many new supervisors to cross the line in either direction—they can become too friendly and then can’t discipline, or they can become too strong of an authority figure and turn staff off,” explains executive coach and management consultant Kathi Elster, co-author of Working With You Is Killing Me.

So, how do you foster an honest, trusting relationship with your staff when you’re the one handling their performance evaluations?

Below, workplace experts offer tips that can put you in the best position to both supervise and support your crew.

1. Remember Who’s The Boss

Keep in mind that, in the workplace, it’s more important to be a boss than to be a friend. Being too friendly can jeopardize your authority.

“Attempting to be friends with your employees makes providing feedback and performance appraisals difficult and puts you at risk for claims of favoritism,” says Devora Zack, CEO of Only Connect Consulting, Inc. and author of Managing for People Who Hate Managing.

“Your team needs a leader, not a buddy,” she says. “In the end, they’ll like you more when you focus less on being liked and more on offering guidance and support.”

Suppressing that natural need to be liked is key, says corporate consultant Carlann Fergusson, founder of Propel Forward LLC.

“The trap of wanting to be liked is an easy one for all new supervisors to fall into—and I fell into it myself,” she says.

“But remember that caring is different from wanting to be liked. Caring is non-conditional and applies to every employee.

This will enable the leader to course-correct employees for the good of the team and the company, without letting personal concerns get in the way.”

2. Know Your People

Not needing to be liked doesn’t mean you need to be unlikeable. You can keep your boss hat on and still take your employees to lunch once in a while, or ask how their weekend was.

In fact, getting to know your employees on a personal level—while not getting too personal—has advantages.

Deb Hornell, president of the Chicago-based workplace consultancy Hornell Partners, says a manager needs to “spend time with staff—get to know them and uncover their talents and motivations.”

Author and business consultant Bob Papes says you should put effort into relating with your employees. “Taking an interest is more than just saying good morning.

It’s knowing important things like their birthday, when their child is graduating, sending a sympathy card for a death in the family or, better yet, going to the wake or funeral,” he says.

“This says to the employees you generally care about them as people and not just as employees.”

Still, Papes cautions, know what lines not to cross. “You shouldn’t go out with them and party unless it’s a company event. If you become a personal friend to some of them, it may seriously erode your status as a fair manager or supervisor.”

3. Don’t “Friend” Your Employees

Elster advises managers to “Think ‘friendly,’ not ‘friends.'” But does that include Facebook friends? Though it may seem safe, forming social network attachments with your employees is probably a bad idea.

“Although the requests continue to come in, I try not to accept friend requests from my employees,” says Ayo Hart, founder and managing partner of Dolphin Organics.

“I don’t feel it’s appropriate to see everything going on with my employees, and definitely don’t want the window to my personal world opened to them. I’ve been on both sides of the fence, and I know what’s at risk.”

4. Stay Professional, Not Personal

Anything you wouldn’t reveal online should be off limits in person, as well. “Don’t use your staff to discuss your problems—personal or professional,” says Elster. “And never lose your cool in front of them—they’ll only fear you.”

Donna Flagg, a workplace communications expert and the author of Surviving Dreaded Conversations, agrees with the need to keep things professional.

“Don’t spend office time kibitzing about social life; know what’s appropriate for the environment you’re in,” she says. “‘How was your weekend’ is fine, but locking yourself in a conference room to debrief on a break-up, date or whatever is not. This goes for both parties.”

That discretion applies even more when it comes to sensitive corporate information. “Don’t discuss confidential company information under any circumstances. It doesn’t matter how close you are,” says Flagg. “This is where a clear line must remain intact.”

5. Make Clear and Consistent Decisions

Asserting your role as manager means you need to make clear decisions on a consistent basis and communicate them effectively.

“Be open to ideas but be clear that you will make the final decision. When you do, explain why you made that choice.” says Michelle Tillis Lederman, president of Executive Essentials and author of The 11 Laws of Likeability.

“Keeping the employee in the loop goes a long way to job satisfaction and also shows that you listened and had reasons for making the decision.”

“Over-communicate what you want and need from them,” says Elster. “Always consider their point of view when it comes time to give tough feedback and be prepared to hear what they have to say.”

6. Manage Your Friends as You Do Everyone Else

You already know it’s wrong to play favorites with your friends but, Flagg says, “you don’t have to make apologies for your friendships” either.

“As long as you’re professional and fair, people will come to understand that the friendship is irrelevant in the context of work,” she says.

Just remember that when you’re with these friends amongst other employees—whether at the office or outside—you should give them the same time and attention you give anyone else who reports to you.

Laurie Leiker, freelance corporate trainer and author of Motivating Feedback: Getting the Best from Employees without Tears says that it’s okay to acknowledge friendships, but know where the lines are drawn.

“Your friend will have to understand your responsibility is to the company first, and friends second, if a conflict arises between the two,” she says.

Topics:

Be the Boss, Climb the Ladder, Managing

Skills & Expertise

Why You Didn’t Get Promoted — And How to Succeed Next Time

By not articulating what you want and why you deserve it, it can cost you

By Kristen Fischer

Kristen Fischer is a freelance writer, journalist, and copywriter with over 20 years of experience, currently serving as a health writer for AARP with previous staff roles at WebMD and WW. Her work has appeared in Prevention, Healthline, Woman's Day, Parade, and Writer's Digest, and she is the author of four books.

7 min read • Originally published March 1, 2016 / Updated March 19, 2026

By Kristen Fischer

Kristen Fischer is a freelance writer, journalist, and copywriter with over 20 years of experience, currently serving as a health writer for AARP with previous staff roles at WebMD and WW. Her work has appeared in Prevention, Healthline, Woman's Day, Parade, and Writer's Digest, and she is the author of four books.

7 min read • Originally published March 1, 2016 / Updated March 19, 2026

Let’s say you’ve taken on more duties or sought new challenges that strengthened your employer’s bottom line. Then review time comes and you’re passed over—again. Say what?

Unfortunately, simply doing your job well is not always enough. There are some universal no-no’s that can prevent you from advancing your career.

1. You’re Too Shy

Although being too aggressive is one reason many people don’t get promoted, being too timid is another.

By not articulating what you want and why you deserve it, it can cost you. Even if you are not one to request a promotion, you still want to have a positive standing so when it comes time for things like bonuses, you are a shoe-in for the rewards.

“There is a fine line between over-asserting yourself and therefore annoying people, and being too timid resulting in the appearance of a lack of confidence,” says Sharon Blaivas, founder of ShakeUpMyResume.com, based in New Jersey. “Speak up, make decisions, but be careful not to appear arrogant, reckless or annoying.”

Sandra Lamb, author of How to Write It: A Complete Guide to Everything You’ll Ever Write, agrees. “It’s what people don’t do that results in them being overlooked for promotions. And that basically means they are invisible in their organizations, or are not high-profile enough in their organization, so their name doesn’t come up during promotion discussions.”

She says coming forward with fresh ideas and communicating more with coworkers can help you build up a stronger, more positive reputation. “Always think in terms of value-added in bringing something more to the task at hand,” she adds.

2. You Don’t Have Achievements

One way to get noticed is to make things happen. This can give you some major leverage when it comes to moving up.

“A significant change to media over the past 10 years is that it has become more quantitative,” explains Mark Herschberg, CTO at Flashpoint. “It’s no longer about a good campaign or one liked by the customer… It’s about a campaign that generated $2M in business, or a 5 percent click-through rate, or whatever the measured quantity is.”

He says to pay attention to your numbers and note when you make an accomplishment. Write down the amount of sales you attained or helped to secure, or note the increase of viewers as a result of your contribution. “To get promoted, you need to be known for having concretely achieved something,” he adds.

3. You’re Not Tooting Your Horn in the Right Direction

Let’s say that you are communicating in the office, building a solid basis for career growth. That may not be enough, according to Danielle Forget Shield, the Texas-based author of Exceeds Expectations: Take Control of Your Performance Review.

“We all move along in our careers and expect that others will recognize our efforts and successes. Even if someone is phenomenal at self-promotion, they will only be successful if they are promoting the right successes to the right people,” she notes.

Shield notes that the right person to promote yourself to may not necessarily be your manager because someone else may influence him or her, or your supervisor may not have authority to dole out raises and positional moves.

Darrell W. Gurney, a career coach found at careerguy.com and based in Los Angeles, says some bosses are just too busy to recall all the things you have—and have not—done. This is why it’s important to be aware of your accomplishments and be ready to promote your performance.

“Failing to track each and every one of your own accomplishments doesn’t help you in justifying your promotion or raise when the time comes,” Gurney advises.

Sometimes it’s not even about achievements: You simply need to forge relationships with the right people in order to get ahead.

“Truthfully, performance and execution can get you in the door, but when colleagues, co-workers and executives are able to speak positively to your reputation, your integrity and the manner in which you treat, develop and engage people… that speaks volumes,” adds John Haynes Sr., a life and business coach living in Maryland.

4. You’re a Hot (Emotional) Mess

Another reason for missing out on a promotion—especially a pay increase—may be because you are simply not objective enough. It is nerve-wracking approaching your boss about these things, but you can’t let your emotions take over.

“Asking for a promotion is about making a very logical case for why you are valuable to your company,” notes Avi Karnani, ceo and co-founder of Alice Financial, based in Brooklyn, New York.

He says many people are quick to go into a performance evaluation with statements like, “I feel,” I think” or “I want,” and forget to use hard data that supports industry standards.

So even though it’s okay to say why you feel you deserve something, some quantifiable facts are great for back-up. “Make it logical. Make it data-driven,” Karnani says.

5. Your Body Language Is Off

Even if you’re not a nervous wreck, what’s going on in your head regarding the promotion can certainly be conveyed and may hamper the outcome of your request.

Sharon Sayler, author of What Your Body Says (And How to Master the Message): Inspire, Influence, Build Trust and Create Lasting Business Relationships, says there are a number of body language indicators that can position you in a negative light. This includes breathing too high in the chest, which may indicate you are in danger, angry or nervous.

“Training yourself to breathe completely, low and slow into the whole belly will help you look more intelligent, too—especially if you breathe through your nose,” says Sayler. “Nothing will make you look less intelligent than breathing with your mouth open.”

Even your voice pattern has an impact on how you are perceived. Sayler says combining a friendly, connecting tone with a credible voice is the best choice.

6. You’re Not Up On the New Stuff

In the media world, new skills and technologies change as often as the news does—all the time. That’s why showing that you can quickly and effectively grasp and apply new information is a huge asset if you’re shooting for a promotion.

“Media is going through unprecedented change, and most people are scared and confused,” says Herschberg. “If you can show that you are in front of these changes and can lead the way, you have a future.”

Staying on top of industry trends via websites and magazines can help, as can attending industry events and taking online courses. This shows your company that you are up on the latest happenings.

“Especially in media, if you stay tied to old technologies, you’ll go the way of the printing press,” Herschberg adds.

7. You’re Too Negative

To be blunt, you could just be a Debbie Downer, and that could spell a disaster if you are going for a leg up.

“Nobody gets uplifted by the person always pointing out the problems without the solutions,” notes Frances Cole Jones, New York-based author of The Wow Factor: The 33 Things You Must (and Must Not) Do to Guarantee Your Edge in Today’s Business World.

She says that you may not be a dismal person at all, but if you feel you have been slighted by the company, you may display a negative energy.

The key is to not let it show because companies remember the negative when it comes to rewarding employees. “Take care to vent your frustrations and resentments in such a way that there’s no chance of [them] harming your future,” she advises.

8. You Haven’t Asked For It

Even if you’re not shy about speaking up or showing what you have to offer, you may be missing the mark simply because you’re not being direct.

There are a lot of ways to let your company know that you’re interested in a promotion. Jones says it’s important not to let your boss know you are aware of colleagues’ salary advances. Also, catching your boss off-guard may not bode well to state your case—instead, schedule a meeting or bring it up during your annual performance review.

Finally, know what you’re asking for— in terms of any promotion. “If you don’t know what you want, you could lowball yourself in the pressure of the moment,” says Jones.

There is definitely a lot of pressure when it comes to requesting a salary increase or a move up the corporate ladder. To snag a promotion, make sure you stay professional and polite—and above all, prepared.

Up your exposure at work by being the employee who’s in-the-know on trending skills. Check out Mediabistro’s online courses designed to give you the professional skills and training you need to advance your career.

Topics:

Climb the Ladder, Skills & Expertise

Skills & Expertise

CMS Basics: 3 Key Things Every Media Job Seeker Needs to Know

Even the technologically challenged can master content management systems

By McLean Robbins

McLean Robbins is a luxury travel editor, marketing leader, and adjunct faculty member at Georgetown University with two decades of bylines in Forbes Travel Guide, Robb Report, and Washingtonian. She is the founder of Lily Pond Luxury, a Condé Nast Top Travel Specialist agency, and previously served as VP of Marketing at MBO Partners.

3 min read • Originally published March 1, 2016 / Updated March 19, 2026

By McLean Robbins

McLean Robbins is a luxury travel editor, marketing leader, and adjunct faculty member at Georgetown University with two decades of bylines in Forbes Travel Guide, Robb Report, and Washingtonian. She is the founder of Lily Pond Luxury, a Condé Nast Top Travel Specialist agency, and previously served as VP of Marketing at MBO Partners.

3 min read • Originally published March 1, 2016 / Updated March 19, 2026

In today’s digital world, nearly every media job seeker is expected to know something about content management systems, or CMS for short. Job postings require familiarity with WordPress, Drupal, CQ5 or more as a prerequisite or an almost mandatory “nice to have.”

But you don’t need to be a tech whiz or a developer to ace the interview questions about a CMS. Read below for the essential steps to becoming a content management pro.

Do Your Homework

If you’ve used a content management system before, you know that most have their quirks. Throughout my career as a content strategist (and former magazine editor), I’m almost always asked the question “do you know how to use X CMS” at some point during a job interview.

Sure, I’ve plenty of practice using major systems, but often, I’ll encounter a system I haven’t yet used. If you find yourself in the same situation, pre-empt the question by asking what content management system the company uses during an early stage interview, or inferring this information from the job posting, and do some basic research about the platform to gain familiarity and common points of discussion. You can even gently probe to see if the potential client/employer is happy with their system and discuss system migration experience if applicable.

Talk About Common Experiences

If you’re lucky, you can talk about your content management experience using X or Y system that the client/employer currently has. But when you’re not, you can use your general experience to discuss processes that are similar from CMS to CMS: managing publishing workflow through tools like an editorial calendar, creating dynamic experiences through user-friendly use of text and rich media, using supplemental modules to control factors like SEO.

More often than not, speaking about common publishing experiences, not specific technical skills, assures the interviewer that you are prepared to handle whatever this new CMS throws at us.

Use a CMS to Help You Land a Job

Hopefully, you’re uploading your resume not just onto LinkedIn, but also to your personal website, which is nicely presented and packaged with plenty of portfolio examples, a fleshed-out “about me” page and additional pertinent information, such as a photo and links to your social handles.

Demonstrate that you know how to use basic functions like formatting to separate sections of your resume by using bold text, highlight job changes within a single company via italics or use bullet points to separate out specific experiences. But don’t go overboard. Use of color, multiple fonts and overly stylized resumes (unless you’re hoping to get a career as a graphic designer) are big no-nos.

You’ll also want to use the attachment function to add a link to a .pdf version of your resume, preferably one that doesn’t have your address on it, or, if it does, a link to a .pdf resume behind a password function.

Why? No matter how nicely you present your “story” online, hiring managers often want a traditional resume format to compare you easily to other job seekers, or to send to others within their company for review. Have client work or clips not easily found via URLs online? Make use of that attachment function to showcase your .jpgs, .pdfs, .mp4s and more, as well.

McLean Robbins is a content strategist, copywriter, digital consultant and instructor of Mediabistro’s Content Management class, in which she teaches the ins and outs of various systems, including how to select a CMS that is right for your needs or that of your company or client. Find her at mcleanrobbins.com.

Topics:

Climb the Ladder, Skills & Expertise

1. Launch a Personal Website to “Own” Your Space Online

2. Do Your Keyword Research

3. Create a Personal Headline

4. Optimize (and Clean Up) Your Space Online

5. Weave Your Key Terms Into Your Resume and Cover Letter

6. Use Those SEO Skills in Reverse to Research a Company

Can I apply if I lack experience?

How much does the job title matter?

What does “other duties as assigned” mean?

The language in this posting is really informal. Could that mean anything?

What if I don’t have all the required skills?

Perfection is not the point

1. Investigative Journalists in Spotlight

2. Public Relations Director in The Martian

3. Screenwriter in Trumbo

4. Marketing Director in Steve Jobs

1. Recognition

2. Time

3. Gifts

4. Food

5. Escape

1. Learn the Basics

2. Dig Deeper

3. Rehearse Your Talking Points

1. Show Up On Time

2. Listen Up

3. Ask Good Questions

4. Keep Your Manager In the Loop

5. Be Clear in Meetings

6. Tell Your Manager What You Need

7. Be a Team Player

1. Remember Who’s The Boss

2. Know Your People

3. Don’t “Friend” Your Employees

4. Stay Professional, Not Personal

5. Make Clear and Consistent Decisions

6. Manage Your Friends as You Do Everyone Else

1. You’re Too Shy

2. You Don’t Have Achievements

3. You’re Not Tooting Your Horn in the Right Direction

4. You’re a Hot (Emotional) Mess

5. Your Body Language Is Off

6. You’re Not Up On the New Stuff

7. You’re Too Negative

8. You Haven’t Asked For It

Do Your Homework

Talk About Common Experiences

Use a CMS to Help You Land a Job

Ivan Kumakshov