Recently, we've been talking a lot about how to get jobs, perform well in interviews and utilise moving companies to your advantage. However, given the current economic climate and cost of living crisis, many people are looking for stability and assurance they will be in work and able to pay their bills. Upskilling enables you to strengthen your position, improve your skills and develop new ones. In times of economic trouble, employers may focus on retention and fill job vacancies internally, making it a crucial time to upskill for your career growth. So, whether you are still looking for a new job, or staying where you are, you can secure your position and increase your chances of success by upskilling – in digital, there is no such thing as knowing too much!
Upskilling - How To Do itEffective upskilling involves the combination of internal skills and external resources. Depending on where you work and what your current working situation is, you should be able to use a mix of your company’s training modules as well as your own creativity to your advantage. With so many of us working from home now it can be difficult to leverage company resources in the same way. So, whether you’re aiming to make a move, increase your pay or just make yourself more versatile, here are some of the top ways to upskill remotely, or fit it into your new hybrid working.
#1 Make it a part of your routineIf you are trying to fit in upskilling around working from home, it can be really challenging. By the time you've done your work it can be really hard to stay at your desk and commit to learning. But, here's the thing. If you don't commit to it, you won't do it. Try starting small, half an hour before you start your working day for example, or a quiet hour after your evening meal.
#2 Listen to podcastsThis seems to feature a lot in tips and blogs online and for good reason! There is a wealth of great information out there now, easily accessible and easy to fit in your life. You can listen to a podcast at the gym, on the bus, doing the washing up, or while working. Check out some of these upskilling podcasts as see what you think.
#3 Read industry news and booksWhile many books are available online to listen to know, podcasts aren't for everyone. Try subscribing to industry newsletters or magazines and looking for industry-related books you can enjoy with your coffee.
#4 Try out new technologiesTake the opportunity whenever possible to have a go at new technologies. This might be something you get the chance to do at work or something you need to take on yourself. The truth is, even non-tech roles require a certain amount of technical proficiency in the digital marketing world. There are usually free tutorials for many platforms which aren't too time consuming or labour intensive.
#5 Use online course providersThere are so many courses available online now. Udemy and LinkedIn Learning provide thousands of course options for a reasonable price - LinkedIn offers a one-month free trial. Google Analytics Academy and Codeacademy have free courses available and both provide fantastic insights for those working in digital industries.
#6 Attend virtual eventsEven though we are back out in the world there are still plenty of online events and conferences which allow you to attend from your own home and connect with people around the world. A great way to learn and upskill without leaving the house - saving you time.
Upskilling Is FutureproofingWith virtual options and free courses available, if you are thinking about upskilling for any reason, there really is nothing to stop you. Just don't overload your schedule. Start with small and manageable learning and see what works with your lifestyle. Don't forget to ask your employer if there is something specific related to your role or company you want to learn - they may be able to share excellent resources with you and might even give you time to learn in your working day. For more content like this, head to the dotgap blog!
Obviously, there are a great many factors to consider when you are considering changing jobs. Things like location, pay, company culture and how much you enjoy or don't enjoy your current job are all highly relevant. If you are in a position to change jobs tactically or a new opportunity has presented itself, this article can give you helpful guidance on optimising your moves to help your marketing career! As you progress through your current job, you may notice your interests shift. In the fast-paced world of media, marketing, advertising and digital you may notice your job role shifts too. You can find yourself looking elsewhere for a new challenge or discover a new role you want to follow. To make sure you are changing careers an appropriate number of times to best demonstrate your desire to progress while still assuring recruiters and hiring managers you can commit, read on!
Agency Marketing Careers – Should You Jump Ship?It is a long- held belief in the industry that marketers start on the agency side to build their skills before looking for a more permanent in-house team. It is certainly true that there are enourmous benefits to agency work in regards to building knowledge. You'll work with a variety of clients and potentially be exposed to many different fields and roles. However, this doesn't mean after a time you will complete this journey and be ready to 'settle' elsewhere. It is down to you and the opportunities that arise so ther eis nothing to say this established route is the best. Historical models for career progression don't really fit in the digital marketing world, with new developments, new technology and therefore new roles advancing all the time agencies have a great deal to offer those looking to explore all the industry has to offer. With traditional advice, and that of managers, often being to stay in their departments, hone their craft, and learn to nurture other people’s development you have to wonder if this is really still the best way to learn.
Tactical Moves Can Help You Keep AheadChanging jobs can give you the exposure you get at an agency by letting you work in different roles and industries. This will strengthen your professional experience and ultimately enrich your marketing career. As the digital industry continues to grow, more emphasis is placed on skills specialist possess rather than time in a specific role. Given the fast-evolving nature of digital, many of the most knowledgeable digital marketers have the least work experience as they have come straight from learning new technologies and the most up to date innovations. Many traditional marketers might find they don't have time to learn these new things 'on-the-job. Employees can gain perspective about best practices and a new skill set as they move from one employer to another. A well-thought-out job change can let you learn new skills as part of your day-to-day job and new employee training. It doesn't take a genius to see that job hopping too much can hurt your employability. But it is possible that staying too long in one job can hold you back too! For most jobs, employers will be looking for a balance between commitment and progression so it is not a simple decision to know when to stay and when to move on. Staying too long can look like complacency or lack of motivation and employers might assume you would have difficulty adapting to new situations or different company culture. In short, the number of times you should move depends on your preferences. All employers' requirements are different but a good rule of thumb is at least one to three years. Staying in a role for three years or so can let employers know you are wiling to commit yourself but also that you are up for the chance to learn new things. It suggests an employee who is constantly learning and progressing and ready for the chance to learn new things.
Should I Stay or Should I go: Progressing Your Marketing CareerIf you're happy in your role, there is no reason to move until you feel ready for an opportunity elsewhere. Many people stay in with the same company in similar positions for a long time because they enjoy the role and the company. You should change if feel there is no way to progress further where you are and you are hungry to learn more. Maybe you have a career plan and need to move companies in order to get to the role you are aspiring to. There is no one answer or quick-fix and there is no telling what opportunities might or might not arise in your current place of work - especially if you are with a start-up or rapidly expanding company. Are you ready for your next challenge? Dot-gap has a range of exciting opportunities available now, from entry-level to account director. Get in touch today to make your smart move.
Whether you are job seeking or have been headhunted, you are in a unique position to find out if a workplace is the right fit. This includes checking whether a company truly cares about diversity, equity and inclusivity. An inclusive workplace can look different for everyone. Here's our three tips on how to make sure your potential employer goes further than just ticking boxes.
1. Ask The Right QuestionsTypically, a recruiter should be able to answer most questions you have. They work with the same companies over time and should know their processes and culture well. Think about what's important to you and pick a few key questions to ask. It is always a good idea to follow any phone calls with more detailed questions over email. Here are a few questions to get you started:
- Do you take on school leavers and/or graduates as part of your talent pool development?
- What maternity/paternity cover is offered?
- If you are applying for a remote role, how does the company support inclusivity?
2. Be Specific About Your NeedsWhile you don't need to bare all on your CV, or divulge personal information in your interview if you aren't comfortable, it is important to express your needs to assess whether a company is ready to accommodate you. Consider talking to your recruiter if you are uncomfortable discussing anything at interview.
3. Make ConnectionsCheck Facebook and LinkedIn for any groups or connections you can reach out to prior to any interview. People who currently work at the company or have previously worked at the company will be able to provide you with different insights into the working culture. They might also be able to offer you helpful advice for your interview. Prepare some questions to ask and be candid, you want to find out information from behind the scenes. Try these examples as a jumping off point:
- What do you like/dislike about working at the company. (If they no longer work there, you can ask why they left if it is relevant.)
- How would you describe the company culture?
- How would you describe the work environment?
- What if any activities outside of work do you attend?
Company Culture: Trust Your GutWhat a company has published online, both on their website and social media provides key information on their DE&I policies. But it is important to dig a little deeper. You need to make a judgement on whether it feels authentic or not. Does it make clear, measurable commitments and report on progress? Check out sites such as LinkedIn and Glassdoor for more information on company structure and any potential red flags. Twitter and industry news sites can provide more relevant information on potential employers. Are senior executives leading conversations? Your instincts are usually right. so, don't forget to ask, express, and do your research! For the latest in digital jobs, head to dotgap now.
For a long time, digital industries and media agencies have had a lack of diversity in regard to their employees and senior members. Gender, age and race are the least balanced but this article will also look at LGBQT+ and disabilities to help highlight the problems, progress and areas to work on for a more diverse digital media world. While stats across all industries showed some improvements in these areas over the last decade, unfortunately, and especially in media agencies, this progress was negatively impacted by the Covid-19 pandemic, with stats showing a drop across all areas. For more information, you can check the IPA 2020 Census. This report suggests the pay gap widened too, as did the number of female employees. However, it would be remiss to ignore the latest findings of the same report. Only a year later we can see some improvement and there are some encouraging findings:
- More individuals from a non-white background are holding senior positions, as well as an increase in those holding entry-level and junior roles.
- There has been an increase, albeit a marginal one, of women holding senior roles in media agencies.
Diverse Workforces: Ethnic DiversityAccording to data collected by the Department of Culture, Media and Sport, a sobering 88.8% of employees in the digital sector are from a white ethnic group. What's more, a study entitled 'Black, Qualified and Unemployed' found that BME individuals who graduated with a first degree were twice as likely to be unemployed than white graduates. 2020 was a year of big change in terms of bringing racial discrimination to the foreground of public opinion. The Black Lives Matter Movement was unlike anything seen in decades and was impossible for businesses to ignore. BAME representation has improved in media and advertising agencies in the last few years, there is still more that can be done. There is so much untapped potential out there. It has been suggested that if individuals from BAME backgrounds were able to reach their full career potential through opportunities and progress in the workplace they would add 24 billion to the UK economy with the most diverse companies over 30% more likely to have higher earnings. If you are interested in hearing more, BIMA (British Interactive Media Association) are pushing for more initiatives and accountability around improving diversity. They believe that a diversity index with baseline diversity stats would help everyone to set targets and see how much further it is for the UK sector to go. Head to their website for more information.
Diverse Workforces: Gender DiversityWhen it comes to gender, women are taking up less than 40% of roles. So we need to ask why. Gender imbalance in digital and tech starts all the way back in the UK primary, secondary and higher education systems. Recent estimates have found that 50,000 girls turn away from STEM subjects every year, despite out-performing boys across STEM subjects. Some studies suggest this starts with general misinformation about what school subjects can lead to what roles. For example, there are many outdated preconceptions around STEM (science, technology, engineering and maths) subjects and careers. But we should not forget that non-STEM subjects can lead to digital roles too. Digital, media and tech companies can counter this by doing outreach in schools, giving talks and making sure they are involved in communities in some way. Schools should be communicating career opportunities and pathways to all students. There is still an image of STEM subjects and digital jobs being more masculine which is not helped in male-dominated classrooms and workspaces. Combined with a lack of support, from those teachers or parents who don't understand tech and digital, this can lead to a lack of confidence which sees women perhaps not going for careers they want.
Diverse Workforces: Ageism And DiversityThere is an age divide in the media, advertising and digital industries. It appears the under 25s and over 55s are affected the most. A report from 2020 found that only 7% of those employed by agencies were under 25 and only 6% were over 50. With an average age of 34 in most media agencies, what causes this and what can be done to counter it? The truth is, with a wide age range of employees, you will be able to successfully talk to more consumers, something which is particularly important in the media advertising industries. If creativity and communication is the goal, creating a multi-generational environment can help fuel better solutions. "More than 500% of budgets are targeted at millennials; yet consumers 55+ spend more than double the 18-34s." - Annalie Killian, Sparks & Honey, from this article in The Drum, reminding us that the older generations have more money to spend, so perhaps it is time fore a shift in focus.
Diverse Workforces: LGBTQ+ RepresentationThis is a more positive section of this article, the All In census found the number of employees identifying at LGBTQIA+ is significantly higher in media advertising agencies than the UK population average. The UK average is 3% whereas 10% of those working in agencies identify as LGBTQIA+. However, this census did find that almost 40% of those who identified as LGBTQIA+ felt under-represented at senior levels, compared with only 23% of heterosexual employees. It would be important to examine the reasons why this could be the case in your agency, and be sure to encourage all co-workers to apply for promotions and senior roles regardless of their gender identity or sexual orientation. Research by The Valuable 500 found that out of all the articles discussing diversity published in 2019 and 2020, only three percent referenced disabilities. So, while there is a big conversation around other aspects of diversity, this is one community who are continually side-lined. People with disabilities are the largest and fastest-growing minority group in the world including more than 750 million individuals. Disability inclusion significantly widens the talent pool. Moreover, companies that excel at disability employment and inclusion are likely to experience higher revenue, higher net income, higher economic profit margins and an increased likelihood of outperforming their peers. A related point, taken from another blog post on disability diversity that should encourage all of us to care more about this issue is this: Unlike the other diversity types mentioned in this article, a disability can be developed at any point during your life. You can become disabled at any time so equity and inclusion should be important to all.
Diversity And Inclusion Mean SuccessIn short, being inclusive of gender, age, disability, race and LGBQT+ will give your company a diverse and representative workforce. What this means is that your output will likely be better for your consumer. Bringing as many different ideas and perspectives to the digital table is paramount to inclusive, supportive workplaces and brilliant products/services that are built with all users in mind. Having more diverse teams at every level of development in a digital company means that end products and services can better reflect users and wider society. Creating products free of bias and prejudice cannot be achieved without a diverse creating team.
What Can We Do To Be More Diverse?Within your company, you can make every day, micro-level changes. If we use gender diversity s the example here, you could think about preventing a male-centric groupthink, or encouraging a female colleague to go for a senior position. Something as simple as making space to listen to the concerns of women in the workplace can help to build a respectful, comfortable environment. People from different countries, cultures, religions, genders, sexual orientation, ages and so on must embrace such diversity – not just tolerate it. They need to seek out the opinions of people who may seem foreign to them and think differently from them. They need to bring them into the tents of strategy-making, business process redesign, business model revolution, and skill building. That’s the inclusion part of diversity, and it’s just as important as having a multitude of very different people from very different walks of life. Digital companies have to take the initiative and become pro-active when it comes to diversity. New initiatives nationally and regionally are worth engaging with, as well as looking at your recruitment policies and diversity and inclusion training for current employees. Blind hiring and unconscious bias training for all staff is a great way to start your journey to a truly diverse company. Policies and procedures in the workplace to support diversity, create comfortable workplaces and ensure employees don’t drop out are all well and good but starting at an earlier stage, before candidates get to the workplace is important too. Think about talking to your recruitment agency next time you are hiring. For more blog posts about media agencies, jobseeking and roles, head to dotgap now.
Broaching the subject of a pay rise can feel really awkward. Most people don't like talking about money, particularly us Brits! But if you would like to be paid what you believe you are worth, it's something that's you'll need to get comfortable with; or at least be completely prepared for. So, if you'd like to ask your boss for a pay rise, read on for our 5 must-dos to give yourself the best chance of getting the salary you want.
1. Do Your ResearchYou’ll want to do your homework before you request a pay rise. Calculate your worth based on the current job market – look at equivalent job ads and LinkedIn Salary to get an idea of the market rate, and compare with your current job role and responsibilities. You may also want to take into account any relevant qualification and/or specialist skills you have that make you an asset to the company, as well as your level of experience. Are you working at a higher level with more responsibilities than perhaps you were when you started the role? Think about what you have achieved in the role, and how your achievements have benefited the company (see point 4 for more about this). At this point, you’ll also want to research and consider what is an appropriate pay rise to ask for. 3% is the average increase for 2022 according to the CIPD, but with soaring inflation, you may feel that you deserve more.
2. Timing Is KeyThere are definitely good and bad times to ask for a salary increase. Consider the following before you make your request... When company budgets are set – do you know or can you find out when the budgets for the year are planned? Leaving a request until your yearly review is often too late, so knowing when the most amount of money is in the pot will certainly help. However, you may find that an opportune time to ask is when someone in your team has just left. Your bosses may be nervous about losing someone else, and could be more open to a pay rise to keep you from leaving. When your boss isn’t stressed and busy – if the end of the month is always full on, or they’re working to a tight deadline, consider holding off until things have calmed down. They’ll be much more open to requests when they’re under less pressure.
3. Book A Face-To-Face MeetingAlthough it may feel easier to hide behind an email request, your boss will respect you more for asking for a salary increase in person. If you can’t book a face-to-face meeting, then suggest a video call. Remember, it’s also much easier for them to say no via email too! You may consider warning them in advance of the meeting what you want to talk about, so they can prepare too.
4. Prepare Your CaseWrite a little script of what you want to say in the meeting, including the value you bring to the business, how you love your job, but feel that you are now worth more. Here’s where you can mention some of your achievements that have had an impact on the business – and where possible, these should be quantifiable e.g. the successful media campaign you ran for a client, that led them to increase the budget with your agency. You can also talk about your future plans to demonstrate your pro-activeness. Also consider your delivery here, including your body language. It is still a conversation, rather than a presentation. Sit up straight, make eye contact and speak confidently. Perhaps practise with a friend if you’re feeling particularly nervous.
5. Be Prepared For The AnswerYou need to be prepared for all eventualities. You may be required to take on more responsibility in order to earn the extra salary, or to demonstrate you have the skills to get a pay rise in a few months' time. A good manager will explain what you need to do to develop to become eligible for one if you’re not quite there yet. It may just be a no, and you need to be prepared for that to be the case too. Consider whether there are other ways for you to improve your role if a pay rise isn’t an option. Could you ask for training or negotiate other perks like flexible working? Avoid ultimatums. If it’s a straight no, consider whether it’s a deciding factor as to whether you stay at the company. You may need to consider looking for a new job in order to get the salary you want. dotgap can help you find a new digital marketing or media role. We're a recruitment agency with a difference. Being ex-agency ourselves, we understand you, your industry and the challenges you face. We don't believe in giving you the hard sell. At dotgap, we listen. For current vacancies, visit our jobs page or get in touch today!
This month we’ve been exploring a few of our most sought after and popular digital marketing roles, and the final one in this series is a look at what it takes to work as a media planner. Read on as we take a dive into what skills and experience are required, as well as what salaries to expect in the world of media planning.
What is a Media Planner?Media planners identify which media platforms will best advertise their clients' brands or products to their target audience, and put plans together with the most effective media mix within the budget. They will then coordinate, monitor and evaluate those media campaigns and strategies. Media planners are under constant pressure to identify the right timing for their ad placements, to calculate how much time a plan needs to give clients results, and to manage their client's expectations while giving them the best advice and service.
Expected salary for a media planner
Skills and Personal QualitiesYou'll need to be a creative thinker and effective researcher to develop appropriate media strategies that reach client’s target audiences as effectively as possible. You'll also need excellent organisational skills to develop and execute media plans for several clients simultaneously. Being able to work under pressure is a must, as is great communication skills, as you’ll work closely with clients, media owners and colleagues. Finally, a proficiency with numbers, for analysing campaign effectiveness, and for cost negotiations with media owners is important. As is enthusiasm and a passion for marketing, so that you can persuasively get client buy-in for your proposed media plans.
Qualifications and ExperienceAny degree discipline is acceptable in media planning, although advertising/marketing, management, journalism, psychology, business studies, communications or media studies qualifications can be particularly helpful. You don’t need to have a degree, however - the most relevant work experience is anything that has helped you to develop interpersonal skills, such as work in a customer service or sales role. Internships in media, marketing or advertising agencies give applications an edge and are looked on favourably by employers.
What’s Next?Skills are transferable and there are lots of progression opportunities within this field. You could move to data planning, research, broad or specialist marketing roles - agency or client side. dotgap is a recruitment agency with a difference. We are ex-agency ourselves so we understand you, your industry and the challenges you face. We don't believe in giving you the hard sell. At dotgap, we listen. For current vacancies, visit our jobs page or get in touch today!
Ever wondered what's involved in a programmatic advertising role? This month we're exploring a few of our most sought after and popular digital marketing roles, and number three on our list is a programmatic media manager. Read on as we take a dive into what skills and experience are required, as well as what salaries to expect.
What is Programmatic Media/Advertising?An offshoot of PPC-style digital advertising, programmatic advertising refers to real-time online ad buying to target products directly to specific customers. Also known as programmatic marketing or programmatic media, programmatic advertising uses automated technology as opposed to traditional digital advertising. In a programmatic media role you will work with a multitude of technologies, clients, and suppliers to build campaigns which help your customer target the right people at the right time.
Expected salaryStarting salaries are in the region of £26k - £28k, increasing to around £38k after 2-years and circa £50k after 4 years. An experienced programmatic specialist could see their salary stretch to £100k at Director level, and £140k as Head of Department!
Skills and Personal QualitiesIdeal traits for a Programmatic specialist include being a strong analytical thinker and a numbers-oriented problem solver. You will need curiosity and an entrepreneurial spirit; both open-minded to try new ideas and disciplined in your data analysis. You will need knowledge of multiple paid advertising channels and technologies - you'll need an 'inner geek' and a love for technology to understand the systems, and to speak with confidence about them to colleagues and clients. The ability to work efficiently and prioritise in a fast-paced environment, as well as a high level of accuracy and attention to detail are must-haves. In addition, communication and interpersonal skills are vital for working closely with clients.
Qualifications and ExperienceAs with most jobs, previous experience is expected these days. However, in this field many employers are more interested in problem-solving abilities and cultural fit. Career changers or those from other disciplines can do well - transferrable sales, or technology skills and/or a maths or economic background are best.
What’s Next?This is an environment that promises fluidity, opportunity and the chance to work not only at a fast pace, but one which allows the employee to call the shots on personal development and the rate at which it can happen. The skills you need for this job are transferable so you will find a successful career in programmatic media will hold you in good stead for a career change within digital marketing or even outside of it. Going freelance or consultancy work is also an option for this in-demand specialism. dotgap is a recruitment agency with a difference. We are ex-agency ourselves so we understand you, your industry and the challenges you face. We don't believe in giving you the hard sell. At dotgap, we listen. For current vacancies, visit our jobs page or get in touch today!
This month we’re exploring a few of our most sought after and popular digital marketing roles, taking a dive into what skills and experience are required as well as what salaries to expect. This week we are looking at Pay-Per-Click (PPC) Search Management.
What is a PPC Search Manager?A PPC search manager is responsible for overseeing and managing a company’s overall PPC ad spend. Their job is to plan and optimise the effectiveness of their clients’ online advertising campaigns through the use of tools such as Google Adwords. Remember there is more to PPC than ads in Google search results though. Not only are there more ad tools, this role also involves strategizing and analysing campaigns, as well as handling large budgets.
Expected salaryEntry-level salaries for PPC specialists are between £23,000 and £25,000. Salaries increase after approximately two years’ experience to between £35,000 to £38,000, versus a media industry average of circa £32,000. After five years, you can expect to earn at least £55,000.
Skills and Personal QualitiesIdeal traits for a PPC Manager include being an analytical thinker and a numbers-oriented problem solver. You will need patience and confidence, both open-minded to try new ideas and disciplined in your analysis. Communication skills are important, data analysis skills are a must and you should be able to demonstrate enthusiasm for your industry. This is an expanding industry but it is highly competitive.
Qualifications and ExperienceMost applicants will have a degree, but unlike other roles, there is no requirement for a specific subject – you should be able to demonstrate excellent analytical skills and communicative abilities. It is essential you have knowledge of Microsoft Excel and data manipulation. Due to the highly competitive nature of this industry, you may wish to build experience if you are a new or recent graduate. You can get involved with other digital industries or website development in order to build up your digital skillset.
What’s Next?Skills in this role are highly transferable to a range of industries, including bookkeeping, IT and web development, project management, general marketing strategy and more. If you have experience woring with large budgets – multi-million pounds for example – you could look at managing resources elsewhere too. There is also a fast-growing future for programmatic buying roles in PPC. dotgap is a recruitment agency with a difference. We are ex-agency ourselves so we understand you, your industry and the challenges you face. We don't believe in giving you the hard sell. At dotgap, we listen. For current vacancies, visit our jobs page or get in touch today!
This month we’ll be exploring a few of our most sought after and popular digital marketing roles, taking a dive into what skills and experience are required as well as what salaries to expect. The first one we will look at is a social media manager.
What is a Social Media Manager?Also known as a social media strategist, social media specialist, digital community manager or social media marketing manager, this role comprises of managing an organisation's online presence. They do this by developing a strategy, producing good content, analysing usage data, facilitating customer service and managing projects and campaigns. In short, social media managers communicate with organisations’ customers and clients through social media channels to raise brand awareness, attract new followers and drive sales/conversions. Another common agency (or large organisation) role is that of Paid Social Media Manager. Paid social media is essentially paying to advertise on social media platforms, such as Facebook, Instagram, LinkedIn, Twitter, YouTube, etc. in order to have your content shared with specific new targeted audiences who are likely to be interested. This could either be through “boosting” organic content, or designing unique ads.
Expected SalaryEntry-level salaries for social media managers start at approximately £23K, with paid social media managers earning £35,500 on average. Whereas the most experienced social media managers can earn as much as £61K. The job location and the company itself will also be a factor.
Skills and Personal QualitiesYou should be a natural team player, good at both building and managing relationships. Skills in written and verbal communication, as well as a creative flair are also important. You should also be a keen learner, social is an ever-changing medium with new platforms and technologies constantly emerging and evolving. And importantly, you should be analytical - especially when working on paid social campaigns, as you need to be able to identify when campaigns are performing well and not so well, in order to get the most from your/your client's budget. For more on what qualities employers look for in a social media manager, click here.
Qualifications and ExperienceThis is a competitive field and most employers will be looking for a bachelor's degree in marketing, business communications or similar. Experience in data analysis and customer care will serve you well, along with demonstrable skills in creative communication and efficiency.
What’s Next?There are a lot of great transferable skills from this role, so there are many paths available to the social media manager looking to take their next step. A digital marketing manager oversees all aspects of internet-based marketing including content, email, social, apps and SEO, so they would be directly above a social media manager. dotgap is a recruitment agency with a difference. We are ex-agency ourselves so we understand you, your industry and the challenges you face. We don't believe in giving you the hard sell. At dotgap, we listen. For current vacancies, visit our jobs page or get in touch today!
A second-round interview shows you have met the core job requirements, you have successfully demonstrated you want the job and they are interested in hearing more from you. It is also pretty standard for more competitive roles and it is where the real vetting happens. Make sure you take it seriously. It is a great sign to get a second interview, but it does not confirm getting the job. The company will want to get to know you better and find out which candidates will be the best fit. Read on for our tips on what to expect and how to prepare for your second interview.