In today's competitive job market, making a lasting impression during your job interview is crucial to securing your dream position. With a plethora of highly qualified candidates vying for the same opportunities, employers are increasingly seeking candidates who can not only demonstrate their technical skills and experience but also exude a positive attitude, professionalism, and a genuine passion for the role. By following these Job Interview Tips for Success, you can effectively showcase your qualifications, demonstrate your enthusiasm, and leave a positive and memorable impression on your potential employer, significantly increasing your chances of landing your dream job.

1) Attitude – demonstrate that you really want the job and will be brilliant at it!

  • When there is little to choose from between well-qualified candidates, the one demonstrating the best attitude wins every time.

2)    Professionalism – be politely early for your interview, well prepared and appropriately dressed/presented.

  • If you’re late for your interview, you’re immediately at a massive disadvantage, especially if you don’t apologise immediately and offer a rock-solid excuse.
  • Understand the culture of the company you are seeing to make sure you are a good fit.

3)    Knowledge – know all about the company you’re applying to, who you are meeting and everything there is to know about the vacant job.

  • Knowledge is power and gives you a big advantage in an interview as well as confidence.

4)    Ideas – come armed with ideas to demonstrate your ability to deliver in the position you’re going for.

  • Think about how you would excel in the job remit presented to you. How to overcome challenges within the market you operate and the market your clients operate within. Demonstrate vision as well as ability.

5)    Prove it – Have examples of your achievements front of mind so you can back up any claims made on your CV/application.

  • This gives your claims of success more credibility and endorses your trustworthiness.

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Photo by RF._.studio: https://www.pexels.com/photo/photo-of-women-at-the-meeting-3811082/

Photo by RF._.studio

The media plays a powerful role in shaping our perceptions of the world. It influences our understanding of different cultures, identities, and experiences. When the media is diverse and inclusive, it reflects the reality of our world and helps us to see ourselves and others in a more accurate and positive light.

Why diversity in media matters

There are many reasons why diversity in media matters. Here are just a few:
  • Representation: When people see themselves represented in the media, it can help them to feel seen, heard, and valued. This is especially important for marginalised groups who are often underrepresented or stereotyped in the media.
  • Education: The media can be a powerful tool for education and awareness. When we see stories and experiences that are different from our own, it can help us to learn and grow.
  • Empathy: The media can help us to develop empathy and understanding for others. When we see the world through the eyes of people who are different from us, it can help us to connect with them on a deeper level.
  • Accuracy: The media should reflect the reality of our world, which is a diverse and inclusive place. When the media is not diverse, it can perpetuate stereotypes and misinformation.

Success stories

There are many examples of media companies and organisations in the UK that are committed to diversity and inclusion. Here are just a few success stories:
  • The BBC: The BBC has a long history of commitment to diversity and inclusion. In 2020, the BBC set a target of having 50% of its workforce from underrepresented groups by 2028.
  • Channel 4: Channel 4 is known for its diverse and inclusive programming. In 2021, Channel 4 launched a new strategy to increase the representation of underrepresented groups on and off-screen.
  • Media Trust: Media Trust is a non-profit organisation that works to increase diversity and inclusion in the media industry. The Media Trust offers training and mentorship programs for journalists and media professionals from underrepresented groups.

Tips for recruiting a more diverse workforce

If you are looking to recruit a more diverse workforce, here are a few tips:
  • Review your hiring practices. Make sure that your hiring practices are fair and unbiased. Avoid using language or criteria that could disadvantage certain groups.
  • Partner with diversity and inclusion organisations. Many organisations can help you to recruit and retain a more diverse workforce.
  • Create a welcoming and inclusive workplace. Make sure that your workplace is a place where everyone feels welcome and respected. This means creating an environment where people of all backgrounds can thrive.


Diversity and inclusion in media is important for many reasons. It helps to ensure that everyone is represented, that we are all educated about different cultures and experiences, and that we can all develop empathy and understanding for others. There are many media companies and organisations in the UK that are committed to diversity and inclusion, and there are many things that you can do to recruit a more diverse workforce.

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Ever had your manager suggest you “raise your profile” as it will be good for your career development? Well, they’re right! The good news is that it’s now easier than ever to do just that. Once upon a time you had to woo journalists and have an ongoing relationship with them in order to get any column inches in the trade press. You were also at their mercy as to what they wrote about you! There are now dozens of appropriate sites you can post your opinions on and they’re all hungry for decent copy. The media explosion we’ve witnessed in recent years means there are now more relevant areas of interest for you to discuss. Pick a topic, write an article, send it out, and then get your network to fan the flames. The most important thing to ensure happens is that a few influential, senior people known to you get on board and like/comment/share your work. Just ask them, it’s no big deal. The most obvious starting point is probably Linked In. It’s great when you see a well-written topic posted here as much of the feed is invariably little more than wallpaper. Your manager will be the first to like/comment on your article, which propels it straight to the core audience you want to reach. The spin-off potential here is huge, rapid, and utterly effortless. But why stop there? You’ve written your article, now edit it down and post it on X. Once you’ve done that you can continue to post your work on any relevant sites you fancy. If you want to go down the trade-press route, that’s pretty straightforward too, you’ll find contact details of editors and such on their websites. Remember that you will need to offer them exclusivity and the first airing of your work to get any traction. Old news doesn’t cut it!   Best of luck!

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Figure 1: Photo by Cottonbro Studio

In today's rapidly evolving technological landscape, Artificial Intelligence (AI) has emerged as a transformative force in the world of media agencies. This article explores the advantages and disadvantages of integrating AI into media agency operations and provides best practices to make the most of this technology while maintaining high standards of service and ethics.

Pros of Using AI in Media Agencies

  • Increased Efficiency and Productivity: AI-powered automation streamlines repetitive tasks, such as ad placement and optimisation, allowing media professionals in agencies to focus on more strategic aspects of their campaigns. This boosts overall productivity and ensures that tasks are completed faster and with greater precision.
  • Data-Driven Insights: AI can rapidly analyse vast amounts of audience data, providing valuable insights that inform media buying decisions for agencies. This data-driven approach enables media agencies to make informed choices, optimise ad placements, and anticipate market trends for better ad targeting on behalf of their clients.
  • Enhanced Audience Targeting: AI-driven algorithms can identify specific audience segments and tailor ad placements accordingly, leading to more relevant ad campaigns for agency clients. This increases the chances of conversion, ultimately enhancing customer engagement and brand success.
  • Cost Savings: AI can optimise media spending by identifying the most cost-effective ad placements and channels for agencies. This helps media agencies reduce unnecessary expenses and maximise their client's return on investment, improving the value they provide.
  • Competitive Advantage: Leveraging AI can give media agencies a competitive edge by enabling them to deliver more effective ad campaigns and better-targeted content on behalf of their clients. This can attract more advertisers and contribute to the agency's success.

Cons of Using AI in Media Agencies

  • Initial Implementation Costs: Integrating AI into media agency processes often requires a substantial upfront investment in technology, training, and infrastructure, which may pose financial challenges for smaller agencies.
  • Data Privacy and Security Concerns: Handling sensitive user data for ad targeting purposes may expose media agencies to data privacy and cybersecurity risks. Ensuring proper data protection measures and compliance with regulations like GDPR is essential to maintain client trust.
  • Over-Automation: Overreliance on AI in ad campaign management can sometimes lead to a loss of the personal touch and creativity that human professionals bring to the industry, potentially affecting the quality of ad campaigns and client relationships.
  • Ethical and Bias Issues: AI systems can inherit biases present in their training data, leading to discriminatory or unethical ad targeting. Media agencies must actively monitor and mitigate biases to ensure fair and ethical advertising practices on behalf of their clients.

Best Practices for Media Agencies Leveraging AI

  • Define Clear Objectives: Clearly define media buying and selling objectives for agency clients, such as targeting specific audience segments or optimising ad spending, to ensure that AI aligns with their overall strategy.
  • Invest in Data Quality: High-quality data is essential for effective AI-driven ad targeting. Ensure that data sources are reliable, accurate, and compliant with privacy regulations to maintain client trust.
  • Continuous Learning: Stay up-to-date with the latest AI advancements and trends in media buying and selling. Encourage ongoing training for your agency team to make the most of AI technologies.
  • Human-AI Collaboration: Foster a collaborative environment where AI complements human expertise rather than replacing it. Human professionals can provide the creativity and nuanced decision-making that AI may lack, enhancing the agency's value proposition.
Incorporating these best practices into media agency processes can help professionals harness the power of AI to maximise the effectiveness of their clients' ad campaigns, improve audience targeting, and maintain ethical and privacy standards in the industry. This approach will help media agencies stay competitive and thrive in the evolving media landscape while providing exceptional service to their clients.

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Pretty much every company in the advertising industry has adopted the hybrid working model and it seems to work well, but there is undoubtedly a desire for companies to get people back in the office more. The fully remote office worker is now largely extinct. Next, how to get people working in a physically collaborative environment as much as possible because it’s proven to be good for morale, creativity, efficiency, and business in general. The industry average appears to be 3 days a week in the office, but some companies still offer just 2. Some of the major agencies like the7stars and Adam & Eve have shifted to 4. Getting your workforce back en masse on a Friday is still a long way off, but we’re definitely heading in the right direction. Companies need to have faith in their workforce and the appeal of their company to retain them. If people are staying only because they get a 2-day in-office working week, they’re probably not the right people to be leading the company forward. It’s certainly not a career-boosting stance to stipulate “only 2-days in the office for me please”! A more flexible working model is unquestionably a good thing, and that’s what we’re looking at now and going forward. A fair and reasonable commitment from all members of the team is not a big ask in return.

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In today's competitive job market, being well-prepared for an interview is crucial for success, especially for professionals seeking opportunities in media agencies. With the ever-evolving landscape of advertising and marketing, it's essential to showcase your skills, knowledge, and adaptability to stand out from the crowd. To help you ace your next media agency interview, here are five essential tips to consider during your preparation.  

1. Research the Industry:

Before your interview, dedicate time to research the media agency industry thoroughly. Familiarize yourself with current trends, industry challenges, and emerging technologies. Stay updated on the latest marketing strategies, advertising platforms, and industry news. This research will not only demonstrate your passion for the field but also equip you with valuable insights to discuss during the interview.  

2. Understand the Agency:

Delve deep into the media agency you're interviewing with. Study their portfolio of clients, notable campaigns, and industry reputation. Gain a clear understanding of their target market, unique selling points, and competitive advantage. This knowledge will allow you to showcase your alignment with the agency's values, expertise, and overall business goals.  

3. Highlight Relevant Skills and Experience:

Prepare a comprehensive list of your relevant skills, experiences, and achievements in media agency work. Showcase your expertise in areas such as media planning, campaign management, client communication, data analysis, and performance optimization. Be prepared to provide specific examples that illustrate your contributions to successful campaigns and client satisfaction.  

4. Stay Updated on Industry Tools and Technologies:

Media agencies rely on various tools and technologies to streamline their processes and deliver results. Make sure you are familiar with industry-standard software, advertising platforms, and analytics tools. Stay updated on emerging technologies and programmatic advertising. Demonstrate your ability to adapt and learn new tools quickly, emphasising your technical proficiency and its potential impact on the agency's success.  

5. Prepare for Behavioural and Case Study Questions:

In addition to technical knowledge, be prepared to answer behavioural and case study questions that evaluate your problem-solving skills, teamwork abilities, and strategic thinking. Practice responding to scenarios that test your ability to manage client expectations, overcome campaign challenges, and deliver effective solutions. Showcase your adaptability, creativity, and critical thinking skills through these responses.   Thorough preparation is essential for making a lasting impression during your media agency interview. By researching the industry and the agency, highlighting relevant skills and experiences, staying updated on industry tools and technologies, and practising behavioural and case study questions, you will be well-equipped to demonstrate your expertise, passion, and ability to contribute to the success of a media agency. Stay confident, engage with your interviewers, and showcase your unique value proposition. Best of luck with your interview!  

Further viewing:

  For further great, tangible advice on how to prepare for an interview be sure to check out Cass Thompson on YouTube. https://youtu.be/2Tg7u_VNscQ  

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working on a laptop We asked Keith, our founder, why he started dotgap in the first place, and what did he feel needed to be changed in the world of media recruitment - here’s what he had to say… The short and simple answer is that when dotgap launched in 2006, there was no other recruitment agency in London dedicated to servicing the needs of Digital Media Agencies. I founded dotgap with the goal of quickly soaking up the demand from the biggest agencies in the country to source digital media people for them. Given my heritage, I had instant credibility as my previous job was Head of Digital for the then-number one UK media agency Carat. I knew the heads of other UK agencies to establish business with, and I knew how to properly source, scope, and interview candidates for any vacancy they needed to be filled. Over the years, dotgap has changed and evolved, surviving two recessions and a global pandemic, so we must be doing something right! We still work with a range of media agencies, covering pretty much any job discipline they ever have. We work with clients directly as they are in housing media disciplines such as PPC, SEO, Social, and Programmatic. We also work with some media owners/ad-tech companies. The principles of dot-gap and why we are different are as true today as they were when we launched. With my hands-on media agency heritage at senior and activation levels, I understand the pressure points within a media agency and speak your language. I have a thorough understanding of all areas of media, so I am well qualified to engage with any media professional and help them progress their career in their chosen direction. We give informed, impartial advice to employers considering how best to staff up their business. We listen to job seekers at all times! It’s only by understanding what you want from your next job move and helping make it happen that we deliver our true value to you.

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The COVID-19 pandemic has forced many people to work from home, and for many, this has been a positive experience. There are many pros to working from home, including increased productivity, reduced stress, and improved work-life balance. However, there are also some cons to working from home, such as isolation, distractions, and a lack of social interaction.

Pros of Working From Home

  • Increased productivity: Studies have shown that people who work from home are often more productive than those who work in an office. This is because they have fewer distractions and can work in a more comfortable environment. A study by Stanford University found that people who worked from home were 13% more productive than those who worked in an office.
  • Reduced stress: Commuting to and from work can be a major source of stress. Working from home eliminates this stress and can lead to a more relaxed and productive work environment. A study by the University of California, Irvine found that people who worked from home had lower levels of stress and anxiety than those who worked in an office.
  • Improved work-life balance: Working from home allows people to have more control over their work-life balance. They can choose to work when they are most productive and take breaks when they need them. This can lead to a healthier and happier work-life balance. A study by the Society for Human Resource Management found that employees who worked from home were more likely to report being satisfied with their work-life balance.

Cons of Working From Home

  • Isolation: Working from home can lead to feelings of isolation. People who work from home may miss out on the social interaction and camaraderie that comes with working in an office. A study by the University of Melbourne found that people who worked from home were more likely to report feeling isolated and lonely than those who worked in an office.
  • Distractions: Working from home can be more distracting than working in an office. There are many things that can distract people from their work, such as family members, pets, and television. A study by the University of Texas at Austin found that people who worked from home were more likely to be interrupted than those who worked in an office.
  • Lack of social interaction: Working from home can lead to a lack of social interaction. People who work from home may miss out on opportunities to network and socialize with their colleagues. A study by the University of Warwick found that people who worked from home were less likely to report having close friends at work.


There are both pros and cons to working from home. Ultimately, the decision of whether or not to work from home is a personal one. Some people find that the pros outweigh the cons, while others find the opposite. If you are considering working from home, it is important to weigh the factors carefully and make the decision that is best for you.

The Future of Work

The future of work is not about working from home or working in the office. It’s about working in a way that allows you to be your best self. If you are more productive and creative when you work from home, then you should work from home. If you are more productive and creative when you work in the office, then you should work in the office.

The key is to find a way to work that allows us to be our best selves. We can work from home, in the office, or a hybrid of both.

The important thing is to find what works for us and not be afraid to experiment. The future of work is about finding what works best for each individual.

This quote from Simon Sinek is a reminder that the way we work is changing. In the past, we were either required to work in an office or at home. But now, thanks to technology, we have the freedom to choose how we work. We can work from home, in the office, or a hybrid of both.

The key is to find a way to work that allows us to be our best selves. If we are more productive and creative when we work from home, then we should work from home. If we are more productive and creative when we work in the office, then we should work in the office.

The important thing is to find what works for us and not be afraid to experiment. The future of work is about finding what works best for each individual.

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Opportunities for collaboration and networking 

When employees are physically present in the same location, they have more opportunities for impromptu conversations, informal discussions, and networking, which can lead to greater visibility and access to important projects or career advancement opportunities. Remote workers, on the other hand, may miss out on such opportunities due to their physical absence, resulting in reduced visibility and potential exclusion from key discussions or decisions. 

Access to information and resources 

In a physical office, employees may have access to informal channels of communication and information, such as office gossip or hallway conversations, which can provide valuable insights or updates about work-related matters. Remote workers may not have the same level of access to such informal channels, leading to potential information gaps and feeling left out of important conversations or decisions.   

Perceived productivity and commitment 

Workplace proximity bias can also impact how remote workers are perceived in terms of their productivity and commitment. Remote workers may be viewed as less productive or less committed compared to their in-office counterparts, simply because they are not physically present in the office, even if they are delivering the same level of output or even more. This can result in unfair evaluations or biased perceptions about remote workers, leading to reduced opportunities for advancement or rewards. 

Inclusion and team dynamics  

In-office employees may form stronger social connections and bonds through regular face-to-face interactions, which can contribute to a sense of camaraderie and inclusion within the team. Remote workers may feel left out of such social interactions and team dynamics, leading to feelings of isolation or exclusion, which can negatively impact their job satisfaction, engagement, and overall well-being. 

Decision-making and visibility 

Workplace proximity bias can also affect remote workers' visibility in decision-making processes. In informal office settings, important decisions may be made in impromptu meetings or discussions that remote workers may not have access to, resulting in reduced participation and influence in decision-making. This can lead to a lack of recognition for remote workers' contributions and ideas, and they may feel overlooked or undervalued. 

How Does This Cause Stress At Home?

Workplace proximity bias can contribute to increased stress among remote workers in several ways: 

Feeling excluded or isolated  

Remote workers who experience workplace proximity bias may feel excluded or isolated from the team or office culture, which can result in increased stress. Human beings are social creatures, and a sense of belonging and inclusion is important for overall well-being. When remote workers feel left out or disconnected from their in-office counterparts, it can lead to feelings of isolation, loneliness, and heightened stress levels. 

Fear of missing out (FOMO) 

Workplace proximity bias can also create a fear of missing out (FOMO) among remote workers. They may worry that important information or opportunities are being shared in informal office settings from which they are excluded, leading to a sense of anxiety or FOMO. This fear of missing out on critical updates or opportunities can contribute to increased stress as remote workers strive to stay informed and remain relevant despite not being physically present in the office. 

Pressure to prove productivity  

Workplace proximity bias may lead to remote workers feeling pressure to prove their productivity and commitment constantly. As remote workers may be perceived as less productive or less committed due to their physical absence from the office, they may feel the need to constantly demonstrate their value through increased work output or responsiveness. This pressure to prove productivity can result in heightened stress levels as remote workers may feel the need to constantly justify their remote work arrangement and prove themselves in comparison to their in-office counterparts. 

Limited support or resources 

Remote workers may face challenges in accessing support or resources due to workplace proximity bias. In-office employees may have easier access to colleagues, managers, or resources, while remote workers may face additional barriers, such as time zone differences, lack of immediate access to support, or delays in receiving necessary resources. This can create additional stress for remote workers as they navigate these challenges and try to meet their work responsibilities without the same level of support as their in-office counterparts. 

Unclear expectations 

Workplace proximity bias may also contribute to unclear expectations for remote workers. If remote workers are not included in informal office discussions or decisions, they may receive incomplete or ambiguous information about their roles, responsibilities, or expectations. This lack of clarity can result in increased stress as remote workers try to navigate their work without a clear understanding of what is expected of them, leading to a heightened sense of uncertainty and anxiety. 

Stress at home or at work, what can we do?

Overall, workplace proximity bias can have negative effects on remote workers, leading to reduced opportunities. Employers and managers should be aware of this bias and take steps to ensure fair treatment and equal opportunities for all employees, regardless of their physical location. This can include providing remote workers with regular opportunities for engagement, visibility, and inclusion, and evaluating their performance based on objective criteria rather than physical presence.   If you enjoyed this you might also enjoy these from the archives: 10 Ways to Improve Your Workplace For Employees To Reduce Stress And Increase Happiness Stress Nerves and Anxiety: How To Manage Them Before Your Next Interview

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Stress isn’t an individual problem. High turnover and increased absences cost businesses money. Employee retention is important for success – as an employer, you cannot afford to overlook stress and mental health of your employees. This month, stress awareness month, we have been talking about the causes of workplace stress and how to manage it. Today we turn the focus around to employers and look at how they can better look after their employees' well-being at work, specifically with regard to stress.   Read on for more ways to reduce stress for your employees and increase happiness and productivity.  

10 Ways To Reduce Stress In The Workplace

Reduce Stress With Better Communication

  1. Set clear expectations and goals. This will help provide employees with a sense of direction and purpose. Unclear expectations or excessive workload can lead to stress and burnout. Employers can also work with employees to set realistic goals and provide feedback and support to help them achieve those goals.
  2. Lead by example. Consider how you can model healthy work habits, managing your own stress effectively. When leaders prioritize their own well-being and manage stress in a positive way, it sets an example for employees and promotes a healthy work culture. 

Make These Environmental Changes To Reduce Stress

3. Create a supportive work environment by promoting open communication, providing resources for stress management, and encouraging work-life balance. Prioritising employee well-being and promotes a culture of support. 4. Employers can create opportunities for employees to connect with their colleagues, build relationships, and foster a sense of community at work. This can be achieved through team-building activities, social events, or collaborative projects. Social connections can help employees feel supported and reduce workplace stress. Increased remote working can make this more challenging. Managers can help with this by investing in internal messaging tools or  setting up a virtual 'water cooler' space for  people to connect and chat about non-work things. 5. Employers should encourage employees to take regular breaks throughout the day and utilize their paid time off to recharge and relax. Taking breaks and time off can help employees manage stress, prevent burnout, and improve overall well-being.  6. Employers can offer flexible work arrangements, such as remote work options, flexible work hours, or compressed work weeks, to help employees manage their personal and professional responsibilities more effectively, reducing stress related to work-life balance.  7. Promoting a healthy work-life balance, such as avoiding after-hours emails or limiting work-related tasks during weekends or vacations can help employees maintain a healthy balance. This helps with reducing stress related to work overload.  For more about the importance of a work life balance check out How To Maintain Your Work-Life Balance and Feel Good About It.

Provide Adequate Resources

8. Provide resources for mental health support. For example, employers can offer access to mental health resources, to provide employees with confidential support for managing stress or other mental health concerns.  9. Providing training and development opportunities can help employees build their skills and confidence in their roles. This can reduce stress related to feeling overwhelmed or under-skilled at work.  10.Stress management programs such as mindfulness sessions, yoga classes, or other relaxation techniques can help employees manage stress effectively. These programs can be offered during work hours or as part of wellness initiatives. 

Reducing Stress Is A Win Win

There are many ways employers can  better look after their employees' well-being at work. Start by reviewing what you currently have on offer, and asking employees what they would find helpful. By creating a supportive work environment, offering adequate resources, providing flexibility and training opportunities and  encouraging breaks , social connections and time off, employers can help employees manage stress effectively and improve overall well-being in the workplace.  For more articles head to our blog. Don't forget to let us know what you do to help improve wellbeing in your workplace!

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Get in touch

We would love to hear from you if you are either looking for a new job in the digital media industry or if you are looking to find talent and hire people from the digital media industry.

We work mainly with media agencies, advertisers, media owners, marketing agencies. technology companies and creative agencies.

Send us an email and we will respond as soon as possible.

If you want to speak to someone, feel free to call during normal working hours: Monday to Friday 0930 – 1800