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We Are Aspire is a leading recruitment company specialising in Data, Research & Insight, Digital, Interim, Media, Marketing, Sales and Events recruitment solutions. We Are Aspire is a leading recruitment company specialising in Data, Research & Insight, Digital, Interim, Media, Marketing, Sales and Events recruitment solutions.
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This is an exciting opportunity to work with one of the UK's top 5 B2B agencies, specialising in PR, content, digital marketing, and social media. Monitor social media channels, draft effective copy, and support crisis response efforts.
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Proficiency in digital marketing channels including SEO, SEM, email marketing, and social media advertising. This role will include the creation of assets, including graphic design and video elements, and the successful candidate must be well-versed in this space and have a current portfolio of visual content creation that aligns with their digital marketing campaigns.
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To accommodate our continued growth and success, Nour Private Wealth (NPW) is seeking a talented and versatile individual to join our team as a Digital Media Specialist. Staying up-to-date with industry trends and best practices in digital media to continually improve our digital presence.
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Assist in developing and executing the company's digital strategy, with a focus on leveraging social media marketing to engage customers and attract top talent. Some experience in CRM software (e.g., Salesforce, HubSpot) and other digital marketing tools.
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Our retail/eCommerce client is looking to add a Digital Marketing Specialist to their team! Knowledge of SEO, SEM, and other digital marketing channels is a plus. Develop and execute paid social media campaigns across platforms on Facebook Ads.
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The individual who is hired will sell and manage our multi-media marketing solutions including radio, digital and event sales to local small and medium-sized businesses. A demonstrated application and success in selling Search Engine Marketing (SEM), Search Engine Optimization (SEO), Target Display, OTT/CTV, social media, Email Marketing, Chat, Website Development, and others.
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Proficiency in digital marketing tools and platforms, including social media management tools, email marketing software, and website content management systems. Create marketing content and execute distribution across various channels including social media, digital websites, presentations, newsletters, advertising.
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Plan and execute regional marketing strategies across multiple channels including digital, print, email, event and social media; driving retail foot traffic and direct to consumer leads.
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You will have worked with clients to plan, build and run digital marketing campaigns across organic and paid search, social media and content marketing channels. Want to work for a disruptive digital marketing agency in the heart of London.
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The Marketing Strategy & Operations team leads International Product marketing strategy, marketing planning and operations for the Digital Media Marketing Organization.
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Reporting to the Digital Marketing and Communications Manager, the Content Creator is a creative storyteller who shares a passion for telling compelling visual stories of our brand, products, and people.
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Working closely with our agency partners and internal teams, this person will help lead the digital marketing strategy for paid media and manage everything from campaign setups through to execution and reporting.
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Content management/production experience demonstrating knowledge of digital, print and media. Your role will be leading and managing the day-to-day implementation of integrated marketing campaigns (both on and offline) across our client portfolio and agency teams.
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We offer our clients analyst and influencer relations, content, digital marketing, media relations, events and stunt management, internal communications, and research and insights services.
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FEATURED BLOG POSTS
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
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.