Career Wisdom: Expert Advice From Top Marketing Leaders

Skills & Expertise

Career Wisdom: Expert Advice From Top Marketing Leaders

Top media pros reveal their secrets to career success

By Mediabistro

The Mediabistro editorial team draws on 25 years of media industry expertise to cover jobs, careers, and trends shaping the industry.

2 min read • Originally published May 17, 2016 / Updated March 19, 2026

By Mediabistro

The Mediabistro editorial team draws on 25 years of media industry expertise to cover jobs, careers, and trends shaping the industry.

2 min read • Originally published May 17, 2016 / Updated March 19, 2026

As you kick off your career, you probably get lots of advice from just about everyone you know. And maybe some from people you don’t know.

But we’re pretty sure none of that counsel stacks up to the pearls of wisdom from these experts who have not only been in your shoes and lived to tell the tale, but have successfully secured top spots among the marketing elite.

Take a load off.

“Your job as an entry-level team member is to take some of the load off your new teammates. If you are not delivering for your teammates, you won’t have to wait for your boss to get mad; your team will likely throw you overboard if you are dead weight.” —Mike Harris, co-founder of Uproar PR

Go confidently in the direction of your dreams, just don’t be a jerk about it.

“Be confident about the things you do well and humble enough to admit when you have no idea what you’re doing. Showing people you know the difference will make them trust your instincts, and your strengths will become your calling card, making you invaluable.” —Alana Yankowitz, publicist at PR DEPT

“Don’t demand authority. Eagerly take responsibility. Relentlessly give credit.” —Seth Godin, marketing expert and author, sethgodin.com

Realize you don’t know everything…yet.

“Be open and fully committed to learning… You’re bound to excel in one area over the others such as media, strategy or client relations, but commit to developing the entire skill set, and success will follow.” —Stacy Berns, founder and president of Berns Communications Group

“I’ve heard this from a few people, but you should always be learning in your job. If you’re not learning, it’s time to move on.” —Mollie Chen, editorial director at Birchbox

“Be endlessly curious. Read blogs daily. Use new platforms that are gaining traction.” —Tom Pettus, EVP, group creative director at Deutsch

Don’t shy away from a challenge.

“If your boss asks if you want to work on a direct marketing account with almost no brand awareness or money, say yes.” —Steve Bassett, Group Creative Director at The Martin Agency

Be yourself—and all these other things, too.

“Be hungry. Be brief. Be aware. Be consistent.” —Sarah Hofsteter, CEO of 360i

Topics:

Climb the Ladder, Skills & Expertise

How to Convince Your Boss to Let You Work From Home

The dos and don'ts of getting past the "on-site only" job requirement

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.

5 min read • Originally published May 19, 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.

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

You’ve spotted an opening on the job board for the perfect full-time or freelance gig, but the position is based miles away. What do you do—apply anyway?

Although most media professionals can do the majority (if not all) of today’s work from a home office simply with a decent Internet connection and a working phone, not every company is open to flexible working solutions. If a listing explicitly states “on-site only” and you don’t live within commuting distance, warns John Poore, a director of staffing services who works with Facebook, don’t even waste your time applying, as those companies may have had bad experiences with remote employees. “You’ll spend more of your time on their objections,” he says.

Yet, with a little research and a positive attitude, it is possible to convince a hiring manager that you’re the right person for the job, regardless of your location. Here are some dos and don’ts to help you get past that “in-house” mentality.

DO: Assess your own candidacy

Taking time to see if you’re a match for the position is important, because then you can build your elevator pitch around it. “For the best candidate, companies will become flexible,” Poore notes.

But that entails proving you are the best, so it’s important to consider a few things before pressing forward: Are you set up to work from home with regard to equipment, space, privacy and self-motivation? Do you have systems in place to track time spent on projects? If you’re trying to convince an employer to embrace a new arrangement, the onus is on you to prove that you’re worth it. So, arm yourself with evidence to rebuff any possible objections.

DON’T: Pitch working off-site off the bat

Caroline Ceniza-Levine, a career expert based in New York City, says expressing your desire to work remotely in a cover letter is a huge no-no. “It is potentially a turn-off because it requires the employer to accommodate you,” she says. “Now, it might not be hard to accommodate you, but until you know more about the job and company, you don’t know that so it’s presumptuous on your part.”

Instead, concentrate on impressing the hiring manager with a strong resume highlighting your skills and experience first. Once you’ve secured an initial interview, then you can present your case. “Get the employer to want you, and then figure out all the details to make off-site work good for both of you,” says Ceniza-Levine.

DO: Devise a practical plan

The best time to negotiate is when the employer is interested. Ceniza-Levine advises media professionals put themselves in the employer’s shoes and come up with a logistical plan on how telecommuting will work. “How you will communicate with the team, do you need any special equipment or access, how you still stay connected to the office culture…” she notes.

Let the company know during that first interview that you want a flexible work option. If you wait until a second or third interview, the company could feel like they’ve been misled, Poore adds.

“When you think about the ability to work remotely, it’s all built on trust,” he notes. So, once you make that connection, let the person know upfront that you are interested in flexible work and demonstrate that you can save the company time and money by doing so.

DON’T: Make it all about you

When pitching your proposal, be open to what will work best for the company as well. A good idea is to ask if other employees have flexible working arrangements and how they operate. You may be able to state that you can emulate an already-successful model, so the company doesn’t feel like it’s creating a new platform just for you.

Another tip is seeing how your potential superiors like to communicate. If they prefer conference calls to email, offer to accommodate their preference. They may want a daily check-in via Skype, email or IM, or require that you be available for in-person meetings. You want to show that you’re open to developing the working relationship and that your plan is just a starting point that can be fine-tuned if necessary.

“Build your strategy around what makes it easy for your manager and colleagues,” says Ceniza-Levine. “This is what keeps resentments at bay… when people don’t have to accommodate your off-site work habits, they won’t mind.”

Poore says that offering to discount your rate is another appealing approach for many companies. “You have to be willing to have a trade off as well,” he adds.

DO: Offer to put in face time, if you can

Again, an ability to come into the office when you’re needed can really help you land the gig. Many companies want to see and interact with the people they’re paying. After they know who you are, they may be able to offer a virtual work option.

That’s worked for Alisha Miranda, a freelance writer and social media manager who has telecommuted from her home in Brooklyn with teams in Manhattan. One strategy she has used to convince clients that she can be a valuable member of a team is by offering to attend monthly meetings in person or via conference calls. In her case, most of her clients have been close enough to make an occasional meeting doable.

She has successfully interviewed for full-time positions in the past and persuaded the company to take her on in a freelance, telecommuting capacity. “It’s about proving yourself as a valuable asset and negotiating shorter-term gigs,” she says.

DON’T: Get too comfortable

We talked about sweetening the deal and building trust; a great way to do so during your pitch is to offer a two-week trial period. Give the company the option to reconvene later to determine the long-term potential of your flexible work agreement, Poore says.

But make sure to put the agreement—and any metrics that will gauge your success—in writing. You can come back in two weeks and say things are going great, but the employer may want to see a list of projects completed, the time it took and how you saved them time and money. So, include quantifiable results in any reports you create on your progress. And if the employer says it’s not working out, stop the sales pitch right there. You don’t want to beg for work or be an inconvenience.

DO: Have strong references handy

Poore says that another way to get the gig is to demonstrate that a flexible arrangement has worked for you (and other organizations) in the past. The best way to do that is to get previous clients to highlight your competencies and your ability to work under little direction. “Once that first project is under the belt, it makes it easier to do that again,” Poore adds.

Topics:

Weekend Job Search Week 10: Research Your Interviewer Like a Pro

The Weekend Job Search Assignment #10: Do your research to ace the interview—and land the job

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 May 27, 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.

3 min read • Originally published May 27, 2016 / Updated March 19, 2026

Welcome to week 10 of The Weekend Job Search, our ongoing series that breaks the whole job-search process into 13 totally doable to-do items.

Last week, you had a mock interview with a friend or family member, and with any luck did a lot to anticipate any tricky questions, and allay your jitters.

This week, to really impress hiring managers and stand out against the competition, you’re going to really get to know the company and position you’re interviewing for by doing your research. And if there’s no interview on the calendar, no worries—you’ll just use a company you’re targeting for this exercise.

The Weekend Job Search Assignment #10

Research the Company and Interviewer

Every time you go into an interview, you have to remind yourself there are at least three other candidates vying for that same position, all working just as hard as you to impress the hiring manager and land the gig.

And while most candidates spend a great deal of time formulating the perfect responses to questions, many forget to do the most important prep—learning everything they can about the company and the people who are interviewing them. And that’s how you will show them up.

Let’s start today—and remember, if you have no interview on the horizon, use a company you’re targeting for this exercise.

1. Start with the basics.

The best place to kick off your research is with the “About Us” page. Right now, take notes on things such as:

Number of years in business
Number and location of offices
The client roster (if it’s an ad agency)
Type of work the team you’re applying for does
The company’s mission statement

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.

2. Dig into company news, reviews and people.

Make notes on what you find on the Web and the company blog about recent news stories about the company. Did it recently win an award? Merge with another company? Hire a new vp or creative director? Anything you can mention or congratulate people on will go a long way.

Search LinkedIn for the hiring manager, as well as for people who have or had the role to which you’re applying. Check out their backgrounds and how they describe their roles. Use this information to get a better picture of the position and the person you’ll be interviewing with.

Who knows? Maybe you and the hiring manager both went to the same college, or have volunteered at the same organization. Even a small connection can help to break down barriers and foster better connections in the interview.

3. Develop smart questions.

During the interview, the hiring manager is going to eventually say, “Do you have any questions for me?” This is where you knock their socks off with your well-researched information.

Use your notes to formulate three questions; these should spark conversation with the interviewer, but also demonstrate that you took the time to research the company.

Let’s say you found out the company recently won Clio’s Independent Agency of the Year award. You might say, “Congratulations on winning the Clio award; how has this high-profile award affected business?”

Or, if you discovered the hiring manager is also Inbound Certified, you might say, “I noticed you’re also Hubspot Inbound Certified; how much of what you learned is implemented in your team’s marketing?”

And that’s week 10!

Next week, we’ll work on telling your story, otherwise known as your elevator pitch.

Start from the beginning: #WeekendJobSearch Assignment #1

Share your progress on Twitter: #WeekendJobSearch

Topics:

What Hiring Managers Really Want in Today’s Marketers

Nail these skills if you want to be desirable to employers

@MollyFolse

Molly Folse is a marketing leader with 20 years of experience in content strategy and social media, currently serving as Director of Content and Creative at Protective Life. She has led award-winning content and digital campaigns across financial services, higher education, travel, and consumer brands.

3 min read • Originally published May 31, 2016 / Updated March 19, 2026

Find entry-level content-marketing jobs

@MollyFolse

Molly Folse is a marketing leader with 20 years of experience in content strategy and social media, currently serving as Director of Content and Creative at Protective Life. She has led award-winning content and digital campaigns across financial services, higher education, travel, and consumer brands.

3 min read • Originally published May 31, 2016 / Updated March 19, 2026

We’ve all been there. You walk into an interview feeling on top of the world. You know you have mad skills. But then the questions start and all that confidence disappears faster than that selfie on Snapchat.

While dressing the part, making eye contact and being a team player still count, the increased focus on everything digital has forced new marketers to up their game. Take the guesswork out of your next marketing interview—here are five skills hiring managers want to see.

1. Social Media Prowess

Social media pervades all areas of marketing. It’s not enough to have a personal Instagram account (unless you’ve done something really interesting with it, like getting 100,000 people to follow your dog). No matter your role, you should have in-depth knowledge of all the major platforms—Facebook, Instagram, Twitter, Pinterest, LinkedIn and, yes, even Snapchat and other emerging apps, like Kik.

“The ones that really know [social media] inside out, it makes them valuable for these companies,” says Hilary O’Keefe, senior communications manager at Core77 Design Awards.

2. Solid Communication Skills

Good communication skills never go out of style, even as people spend more and more time with machines. Hiring managers look for people who can deliver messages to consumers and effectively communicate with their coworkers in new and traditional ways.

“Learn your own communication style and the style of those around you,” says 360i CEO Sarah Hofstetter. “It will foster greater self-awareness and improved collaboration and productivity—inside and outside of the office.”

Being a good communicator doesn’t just mean being comfortable speaking to others. It also means being able to clearly express yourself in writing.

Says Hofstetter: “Crisp writing skills are essential for roles across an agency.”

3. Above-Average Agility

Marketing is fast-paced, always on and ever-changing. New marketers need to follow suit by being quick on their feet and able to jump from one task to another without missing a beat. These days, marketers are often asked to fail fast, revise quickly and test often.

This can be a hard pill to swallow, especially for the perfectionists out there. But coming up with an example of how you can be flexible on the fly can mean the difference between getting hired and getting left behind.

4. Technical Ability

We’ve moved beyond Microsoft Office being a special skill. Way beyond.

“Especially in media,” says Mark Herschberg, CTO at Flashpoint, “if you stay tied to old technologies, you’ll go the way of the printing press.”

Hiring managers want to know that a candidate can quickly master the tools and software marketers may use for things like social media management, updating website content, keyword research and media monitoring. Bonus points if you stay ahead of the game and can identify new technologies to solve problems.

5. Proven Results

You need to show hiring managers you’re a numbers person, even if you chose a field in communications simply to avoid having to do math.

“Things are becoming more measured and focused on the return on investment,” says Simon Yi, growth marketing lead at Reserve.

Even people in more creative marketing roles like content development have to track results of their efforts in order to regularly revise their approach and prove their value. Wow your interviewer by asking questions about key metrics. Have you ever helped a company get leads at an event or increase their Facebook followers? Be sure to mention that, too.

Topics:

Journalism Advice

How to Actually Land a Job Through Social Media

This marketing pro used her social presence to land an agency gigs; here’s how she made it happen

@MollyFolse

Molly Folse is a marketing leader with 20 years of experience in content strategy and social media, currently serving as Director of Content and Creative at Protective Life. She has led award-winning content and digital campaigns across financial services, higher education, travel, and consumer brands.

3 min read • Originally published June 2, 2016 / Updated March 19, 2026

@MollyFolse

Molly Folse is a marketing leader with 20 years of experience in content strategy and social media, currently serving as Director of Content and Creative at Protective Life. She has led award-winning content and digital campaigns across financial services, higher education, travel, and consumer brands.

3 min read • Originally published June 2, 2016 / Updated March 19, 2026

You’ve no doubt heard about social media gaffes—inappropriate newsjacking, personal posts ending up on company accounts—that get marketing professionals fired. But what do people do on social media that can help them get hired?

According to Pew Research Center, more than one in 10 social media users say information they’ve posted on social media has helped them get a job. A separate study by Jobvite revealed that 93 percent of recruiters look at a candidate’s social accounts, and 42 percent have reconsidered a candidate, both positively and negatively, based on what they found.

For Suzanne Marlatt, an early job with a leading marketing agency began with a simple tweet. She had followed Edelman’s global strategy director David Armano for over a year, but hadn’t engaged with him beyond an occasional fave or reply. Until one of those replies led to an interview for a community manager position with Edelman Digital.

“It started with one witty reply, and a few days later I had a job offer,” Marlatt says.

During her in-person interview, Armano mentioned Marlatt’s Twitter account and anecdotes from her blog. (It’s now defunct, but you can check out her current efforts at Being Brauns.) Her social media and digital footprint had made an impression.

“Even though I knew my blog was public and out there for everyone to see, I really didn’t consider that my writing style and topic choices would help me get a job,” Marlatt says. “I blogged for my own personal enjoyment. To employers, blogging showed that I had passions outside the cubicle, and I could build an audience around the things I loved.”

When Marlatt recently took a new position as a senior strategist with social media software company Spredfast, she turned to social media in a different way.

“When my dream job popped up, I researched—just some light social media stalking—all the team members to learn their backgrounds and understand a little more about how they ended up at Spredfast,” she says. “To take it a step further, I looked at hashtags used most frequently by their employees to see how they share company stories and experiences on social.”

If you’re in marketing, advertising or any related field, your social media presence is a critical part of the job search equation. Just as you would update your resume, you should make updates to your social media channels to make sure they are the best representation of you and your objectives.

Keep these five things in mind when using social media to land a job:

1. Network, even when you aren’t job-hunting.
2. Strike up conversations; you never know where they may lead.
3. Post content that showcases your abilities, and do it often.
4. Research potential employers to see how they use social media.
5. Be yourself, and you’ll attract opportunities that fit.

Ultimately, you aren’t using social media effectively if you turn on your social channels exclusively to look for jobs and hit up your network only when you need something from them.

“Social media can be a powerful tool during a job search but only if it’s used authentically,” Marlatt says. “Social is ‘always on,’ so you should keep your networks engaged before, during and after a job search.”

Topics:

Weekend Job Search Week 11: Nail Your Elevator Pitch

The Weekend Job Search Assignment #11: Get to the point and impress your interviewer with a carefully constructed personal story

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 June 3, 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.

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

Welcome to week 11 of The Weekend Job Search, our ongoing series that breaks the whole job-search process into 13 totally doable to-do items.

Last week, you got to know the company and position you’re interviewing—or hoping to interview with—by doing your research.

This week, you’re going to develop a job-landing response to the holy grail of interview questions: “So, tell me about yourself.”

This open-ended stumper is one of the most common interview questions and can leave some job seekers speechless. Fortunately, there’s a way to nail your response and start your interview out in the best light possible: with an elevator pitch, a quick, compelling career story that can be told in the time it takes to ride with someone from the lobby to their floor.

The Weekend Job Search Assignment #11

Compose Your Story/Elevator Pitch

The good news? Developing your pitch is relatively simple: You want to express what you do in your current role, how you contribute, and where you’d like to be and why.

Keep it short, around 30 to 45 seconds, and targeted to the role and company to which you’re applying. If you can organically fit your accomplishments into your story, so much the better.

1. Develop your story.

Right now, take a few minutes to write out a draft of your elevator pitch. Need some help getting started? Use our Mad Libs–style cheat sheet below:

Currently, I’m working/studying as a [job/education description], where I [briefly explain what you do, listing transferable skills to the job you’re applying for, if possible].

One of my greatest strengths is my ability to [list your greatest workplace strength and possibly have it lead into a recent workplace accomplishment].

Now, I’m looking to [explain the direction you’re looking to go]. The opportunity to [something that excites you about the role] really drew me into this role as I believe/my goal is/because [back up why the role excites you].

Let’s see that played out in an example:

Currently, I’m working as a social media manager, where I curate content, analyze the effectiveness of posts and develop social media campaigns for our clients.”

One of my greatest strengths is my ability to stay on top of digital trends. Just recently, I developed a campaign inspired by a trending topic and upped our Twitter followers by 25 percent, while increasing engagement by over 35 percent.

Now, I’m looking to take my skills in social and expand into a marketing strategy role. The opportunity to develop social- and content-heavy marketing campaigns, as your company does so well, drew me into this role.

I believe there is a strong need for campaigns that, while also targeting traditional channels, work hard to build and nurture a brand’s online community.

2. Edit your pitch.

Whether you used our template or developed your pitch from scratch, a short pitch can always using some trimming.

Use a timer and read your pitch. If it goes over 60 seconds, see what you can do to shorten it. Ask yourself: Am I showing my transferable skills? Is it clear I developed this pitch specifically for this interview (is it targeted)? Does it make me stand apart from the competition?

If needed, make your revisions now.

3. Practice aloud.

You don’t want it to be spoken for the first time in the interview. Practice saying your pitch aloud and really get it down.

Speaking at a casual pace, make sure you’re not going over time. And remember to smile!

And that’s week 11!

Next week, you’ll learn a new skill to add your resume—from the privacy of your apartment, at a coffee shop or even at a park with Wi-Fi!

Start from the beginning: #WeekendJobSearch Assignment #1

Share your progress on Twitter: #WeekendJobSearch

Topics:

Skills & Expertise

#MBJobChat: Building a Social Video Content Strategy

Get a crash course in social video content during our Twitter #MBJobChat

By Franny Goldberg

1 min read • Originally published June 6, 2016 / Updated March 19, 2026

By Franny Goldberg

1 min read • Originally published June 6, 2016 / Updated March 19, 2026

Everywhere you look, there is a new video platform popping up. The popularity of Periscope, Facebook Live and Snapchat proves social video is here to stay.

So for all you marketers and media professionals, how does the emergence of social video fit into your marketing strategy?

Get the answer to this question and more by joining us on Thursday, June 9 at 2 p.m. ET/11 a.m. PT for our next Twitter chat!

Social media strategist KiKi L’Italien and your fellow media pros will break down the strategy, skills, equipment and platforms you need to successfully market your brand using social video content.

And there’s more! Halfway through our #MBJobChat, join L’Italien and Mediabistro for a Facebook Live stream on Mediabistro’s Facebook page. Make sure to like us ahead of time so you can get in on the stream seamlessly!

Who: @Mediabistro, @kikilitalien and YOU
What: #MBJobChat
Where: twitter.com/mediabistro
When: Thursday, June 9, 2 p.m. ET/11 a.m. PT

Topics:

Climb the Ladder, Skills & Expertise

Social Media Dos and Don’ts Every Job Seeker Must Know

Here’s the next step after deleting the party pics from Facebook, Twitter and Instagram

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 June 8, 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.

3 min read • Originally published June 8, 2016 / Updated March 19, 2026

If you’re looking for a job in media, you probably know you have to clear your social media accounts of anything that would raise a hiring manager’s eyebrows. Deleting the party pics and political rants are a great start, but there’s more work to be done.

We talked to Talia Williams, a CNN recruiting manager, to find out what you should be doing more of, and what to avoid, on your social profiles when job hunting—or any time for that matter.

Don’t Do This

Display a Lack of Judgment: Recruiters check your social sites for your ability to make judgment calls on what’s appropriate content to create, like and share.

“Overtly political, wildly inappropriate [content] or anything else that suggests you might not have the judgment to know where to draw the line,” says Williams, can raise major red flags for a recruiter.

Talk Negatively About Your Boss: If you’re looking for a place to vent about your workday, keep it offline. “Believe it or not,” says Williams, “I’ve also seen people post negative things about their boss, teammates or company. Not good.”

Employers want to know they can trust you to uphold the company’s brand inside and outside of work, so posting negative information not only hurts your company, it portrays you as someone unable to make good judgment calls. And in case you didn’t know this was an actual issue, just Google “lost my job because of Twitter” and you’ll see what we’re talking about.

The next time you think about sharing your opinion, make sure it’s about something related to your industry or your passions, rather than how you feel about the upcoming elections, your radical view on a current policy issue, your boss or anything else that starts with, “You might unfriend me for posting this, but…”

Do This

Engage With Your Industry: The main thing recruiters look for when scoping out potential candidates is their level of activity on social media, Williams says. “It’s an easy way for us to see you as multidimensional person, rather than just a resume,” she adds.

This doesn’t mean you have to be posting, liking and retweeting everything you read about digital media. “It’s not about being prolific, it’s about showing that you’re interested,” Williams says.

If you’re engaged with your industry, Williams says, “it helps to show you as someone who is curious, who cares and who wants to be doing this.”

Demonstrate Your Best Qualities: Along with liking and sharing content, another thing recruiters look for is how you show your perspective on content, news and events. Especially in media, where it’s important to be able to conduct messaging in a mature and sensible style, your social profiles are great platforms to show off this skill to potential employers. With your social posts, it’s important to, as Williams puts it, “be the person you’d be in front of your future boss.”

Take some time to engage with companies and brands that you admire, maybe sharing or liking a post every day or so, or when you read something compelling enough to share.

And when developing your post’s content, think about how you want to write it. Ask yourself: Does this demonstrate my ability to share news in a balanced and thoughtful way?

Get Started: If you’re looking to up your social media presence into something recruiters are looking for, Williams shares a couple of easy steps to getting started.

Get your feet wet by sharing industry news that interests you. You don’t need to overdo this; it’s all about showing you’re interested in the field.

Next, start following media professionals whose careers you admire. “Take note of what they are doing and how they are engaging,” says Williams. “Learn from it and then develop your own social style.”

Topics: