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Bachelor's degree in Media Arts, Communications, Broadcast Journalism, Film/Television Production or other related field. We have the only complete audio ad technology stack in the industry for all forms of audio , from on demand to broadcast radio, digital streaming radio and podcasting, which bring data, targeting and attribution to all forms of audio at an unparalleled scale.
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Audacy, Inc. (NYSE: AUD; OTC: AUDA) is a leading multi-platform audio content and entertainment company with the countrys best collection of local music, news and sports brands, a premium podcast creator, major event producer, and digital innovator.
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Becomes facetious with digital-asset management and client regulatory systems for timely, accurate workflow, and learns to manage internal 6Ds workflow; understanding briefs and timelines, and delivery accurate work on deadline.
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Candidate must demonstrate professional experience in digital content management, social media marketing, and planning and marketing events, workshops, and webinars. Bachelor's degree in Marketing, Communications, Public Relations, or Journalism is preferred.
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JOB SUMMARY – As a member of the strategic m arketing t eam, the Senior manager, marketing c opywrit ing will write and edit copy for a variety of projects ( including but not limited to ad copy (print and digital) , sales collateral , web site content , video scripts, annual reports and marketing collateral, nurture/drip campaigns, social media posts ), working closely with the strategic marketing management and design teams to brainstorm ideas, create concepts, and develop messaging.
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Bachelor's degree in Communications, Journalism, Marketing, or related fields preferred. Assist in maintaining and updating digital platforms, ensuring consistency in messaging and branding.
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Job DetailsJob Location Atlanta Headquarters - Atlanta, GAJob Category LegalDescription Disclaimer: This role is a certified officer of the court and requires advanced stenographic training and should not be confused for a journalism or creative writing role.
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1-3 years prior experience in a digital sales role including podcast and/or custom digital content. WBUR is Boston's NPR and a public media leader, producing exceptional journalism on-air, online, on-demand, and in real life.
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Requirements: Requires a Bachelors degree in English, Journalism, Digital Media Communications, Public Relations, or related degree field with related work experience. Support SwRI’s external communications efforts, to include writing press releases targeting the technical trades, writing and editing technical copy for use in promotional print and digital publications, and other duties.
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Faculty member must possess a willingness to teach in person and/or be certified to teach online.
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CBS News and Stations is dedicated to providing the highest quality journalism under standards it pioneered and continues to set in today's digital age. Launched in November 2014 as CBSN, the CBS News Streaming Network is available on 30 digital platforms and apps, as well as CBSNews.com and Paramount.
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The Digital Producer leads the transition from broadcast focused newsrooms to multi-platform newsrooms through active daily example; providing training in methods, processes and tactics; as well as in creating/editing original content beyond that which is produced for on-air.
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Provide leadership in the development of all communications materials, including website content, marketing collateral, and digital communications, ensuring their alignment with Homeward's brand strategy.
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Other platforms include ABC News Live, the network's 24/7 streaming channel; ABC News Studios, a premium, narrative nonfiction original production house; ABC News Digital, comprised of a diverse audience of more than 53 million monthly average users; ABC Audio, the premier source for radio news and industry-leading podcasts; FiveThirtyEight, renowned data journalism organization; and NewsOne, the affiliate news service.
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Location: GAtlanta Job Title: Multi-Platform Producer Position Overview Cox Media Group (CMG) is looking for a Multi-Platform Producer who will work with a 24-7 team to monitor, gather, and create news content for use on all media platforms—TV, digital website, mobile applications, and social media.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.