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Play a vital role in triaging and executing requests from CSO and CAO, partnering with teams in Brand, Experience, Creative, & Design COE, Content Strategy & Development COE, Media Relations COE, Program Measurement & Business Operations Platform, and Enterprise Communications COE as needed.
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In this role, the successful candidate is an accomplished and organized Marketing & Communications Program Manager Communications Specialist to contribute to the communications efforts for the Chief Scientific Officer (CSO) & Chief Academic Officer (CAO.
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Support the media relations team to coordinate and prepare the CSO, CAO, and relevant team members for public speaking engagements. Bachelor's degree in communications, public relations, or related field.
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You will work closely with the Government Media Specialist, the Public Affairs Officer, and others in the TSC Strategic Communications team, and regularly interface with TSC leadership, faculty, and staff.
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Serve as PRM spokesperson in all media channels (video, television, radio, podcast, and print) and ensure that the public is educated and informed about the work of PRM through strategic and timely use of public relations, media-management, and press releases.
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Five years of experience in a media-related field such as public relations, journalism, advertising, or nonprofit communications. Oversees the Communications Specialist and jointly craft a holistic, top-performing social media strategy engaging audiences across ages, locations, identities, and the spectrum of exposure levels to contemporary art.
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School of Public Health seeks a communications specialist to support leadership and staff of the Center in creating and disseminating materials about the Center, its work, and the work of its faculty, across platforms and formats.
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The Sr. Marketing Communications Specialist works together with the Director of Marketing and Communications to support, write, develop and deploying strategic stakeholder communications to members, educators, students, professional and industry partners, media, legislators and the public.
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The Communications Project Manager (payroll title: Public Information Specialist) is responsible for managing communications projects for the UW Medicine Strategic Communications team.
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General knowledge or education in social media, communications, public relations or marketing. The incumbent must have all the skills required of a Public Affairs/Specialist II. In addition, the incumbent must have thorough knowledge of the program and applicable communications techniques, work autonomously, and exercise sound judgment and discretion in the completion of assignments and projects.
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1) Strategic Communications, 2) Media Relations, 3) Public Relations and Marketing and 4) Multimedia, Publications, and Production. They directly supervise an Assistant Director and Social Media Strategist, and indirectly supervise a Graphic Design / Media Specialist and Web Marketing Specialist, as well as two to four part-time student employees.
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Support Employee Communications, Executive Communications, Media Relations, Public Affairs, and Issues & Crisis Management programs and projects, as needed. · Develop visual assets and multimedia content to highlight our people, strategy and business through corporate news; share key communications initiatives across internal company platforms and external corporate social media channels via compelling storytelling.
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Supports the City Manager’s Office efforts of being the Public Information Officer for the city, oversees the city’s content and messaging for owned media channels including the website, publications, social media accounts, crisis communications and programming for events.
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The Digital Communications Specialist in the Bureau of South and Central Asian Affairs (SCA) Press Office (SCA/PPD Press), reporting to the SCA/PPD Social Media Coordinator and the Spokesperson (Press Unit Chief.
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Liaise with OEA's editorial and visual communications teams to produce multimedia communications materials for social media platforms, websites, events, communications campaigns, and related activities.
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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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.