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Benefits Your team: As the Social Media Marketer, you will be a part of the local Columbus Market team (made up of 2 Social Media Marketers and a remote Sales team responsible for landing the amazing restaurant partnerships we have) and the Social Media Marketing team (all SMM in different markets + VP of Marketing.
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Charleys is seeking a one-of-a-kind creative storyteller to join our Marketing team as the Specialist, Social Media Content Producer (Video, Photo, & Graphics). In this role, you will create high-quality videos, photography, motion graphics, and static assets for use across our social media and digital channels.
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This position reports to the Manager, Social Media Content Strategy & Partnerships. SPECIALIST, SOCIAL MEDIA CONTENT PRODUCER (Video, Photo, & Graphics) Familiarity with best practices and content creation for developing effective videos for social media platforms, including Tik-Tok, Instagram, YouTube, etc.
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Lutheran Social Services of Central Ohio is currently seeking an LPN: Licensed Practical Nurse or RN: Registered Nurse for Kensington Place in Columbus, Ohio. Kensington Place offers beautiful, comfortable and secure Senior Living options including Independent Living, Assisted Living and Memory Care. The ideal candidate will share Our Mission: Creating a better world by serving people in need.
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Proficiency in editing photos and videos for various social media platforms (Instagram, Facebook, YouTube, TikTok, LinkedIn, Pinterest) Serves as a key partner to Social Media Specialist in developing monthly content calendars to ensure a healthy mix of visual storytelling content and platform specific assets; will also serve as a back-up to Social Media Specialist on occasion.
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This includes managing breaking news coverage, special project content, franchise support and directing digital strategy for 10TV.COM as well as our app, social media, SEO, OTT/streaming, push alerts, voice platforms, newsletter and more.
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Experience measuring various channels including Websites, TV, CTV, Online Video, Paid Search, Social Media, Affiliate, Display, Native, and Email Marketing. Own partnerships with analytic partners such as media attribution solutions, media buying agencies, AB Testing, or personalization software, and other third parties to vet and ensure their methodologies are correct and provide value to Safelite.
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Current and unrestricted clinical license in the State of Ohio as Registered Nurse (RN) or licensed social worker (LSW, LISW) is required. Current and unrestricted clinical license in the State of Ohio as a licensed social worker (LSW, LISW) is required.
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You would be responsible for learning and handling company payroll functions and marketing research, social media management, contract management, etc. Mr. Rooter and Mr. Electric are looking for a candidate to fill a hybrid position in the Accounting/Payroll and Advertising department.
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By focusing on increasing access to evidence-based care pathways and addressing social determinants of health, Monogram has emerged as an industry leader in championing greater health equity and improving health outcomes for individuals with chronic kidney and end-stage renal disease.
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Hospitality & Entertainment is bringing it's first Draftkings Sports & Social to the Columbus area (opening Summer 2024). Draftkings Sports & Social will deliver an immersive sports entertainment and dining experience.
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College of Engineering – Bachelor of Science in Aviation College of Arts & Sciences – Bachelor of Arts in Social Sciences: Air Transportation Fisher College of Business – Bachelor of Science in Business Administration: Aviation Management.
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Possesses a Bachelor's Degree in social work, counseling, psychology, or a related field; or Registered Nurse (RN), or Licensed Social Worker (LSW). Possesses a Bachelor's Degree in social work, counseling, psychology, or a related field; or Registered Nurse (RN), or Licensed Social Worker (LSW.
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The TL;DR version: We’re hiring a digital communications specialist who plays by our House Rules to support our social media and digital marketing teams. We have a special affinity for mission-driven nonprofits and foundations, as well as for-profit brands that share our commitment to Do Well By Doing Good. We accelerate clients’ growth through smarter communication, specializing in public relations, social media, digital marketing, and data analytics/insights.
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Chick-fil-A is on Forbes Lists for Best Customer Service (2024), Best Brands For Social Impact (2023), Best Employers for Women (2023), America's Best Large Employers (2023), The Halo 100 (2022.
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social media jobs Title: social media director Company: Hobbs Brook in Columbus, OH
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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.
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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.