My Experience with the Job Hunt: Part 1

I might seem like some slick career-expert, but I had entered this academic year—warned as the year for job-prowling and networking—entirely clueless. I had gone through the charade of internship-hunting before, but considering every position was for 2-3 months, it all felt much simpler. This was the first time I had experienced the full job process---the 6-person interviews, the carefully worded follows ups, the agonizing waiting game, and the constant ups and downs.

I thought I’d take the time to share a personal job-applying saga. Like so many, the experience was both exhilarating and nerve-wrecking, both inspiring and draining. And it was challenging, every step of the way. But more than anything, it was a tremendous learning experience, one that undoubtedly boosted my confidence and prepared me for what’s left to come.

This particular opportunity---an entry-level position at an online marketing company---came rather unexpectedly. The story harks back to the October Tufts Career Fair, where I had casually handed my resume to a number of attending employers. Eying the piles of resumes stacked on each booth, I hadn’t thought much of it. A few weeks later, I received a surprising email on my phone; my resume had been passed on to the marketing department, and I seemed like a good fit for its two-year rotational program. The hiring process started now.

This particular instance was rare in the sense that I didn’t technically apply. In an unexpected twist, my resume was sent out first, and the opportunity seemed to magically materialize right after. But it goes to show the benefits of just getting your name and resume out there, to as many people as possible. Somebody might just come upon your accomplishment list and present you with an opportunity.

The first step of this process was to complete an analytical exercise, due the following week. It required thinking analytically about online marketing rates and organizing data through excel. It took some time—I think it was my first time using a calculator in four years, embarrassingly—but the exercise soon became less daunting. I filled it out to the best of my ability and emailed it to the HR coordinator.

Soon after, I was asked to have a Skype interview, which would take place in January over winter break. I would meet with two employers for 15 minutes each. As so wisely instructed by Career Services, I researched the company online, parsed through its website, and did some behind-the-scenes employer research on Linkedin. This was my first Skype interview, and I didn’t know what to expect. I was worried about staticky connections, video malfunctions, and my forgetful family barging into my room. I imagined the staff judging me for my green-and-pink flowered wallpaper and stuffed-animal filled bed. Most of all, I was concerned that the employer might not get the same sense of me over a flat, impersonal computer screen.

My first Skype interview—like so many anticipated experiences—was more relaxed than I’d expected. The second employer couldn’t make it, so I talked to just one representative for 20 minutes. He asked me no trick questions, but instead went over my resume, asking me about my experience, interests, and education. I expanded on my relevant work experiences, praying they sounded impressive, and even spoke briefly about my favorite and least favorite classes. Considering it was my first “real” interview in a while, I had no idea how it went. I was delightfully surprised when I received a prompt email a few days later, inviting me to Skype with three more company reps a week later.

By the time next Friday rolled around, I felt more confident sitting in front of my computer. I had further explored the company and its high-tech website, expecting this round to be more challenging and analytical. And it many ways, it was. Each interviewer dived deeper into my background, pushing me to not only describe my experiences, but offer specific examples and scenarios. They wanted to know how I worked, both independently and in a team, and how I thought—creatively, strategically, and analytically. They asked me how I deal with stress, to share my most challenging experience, and to tell of a time I didn’t agree with a partner. I was also asked, surprisingly more than once, to talk about the work experience I found least rewarding. I had prepared a few answers for some thornier questions (eg. tell me about a time you solved a conflict), but many required me to think on my feet.

When I thought I was actually getting this whole Skype-thing, my video malfunctioned on my second interview. But I forced myself not to flip out. After repeatedly apologizing to the hiring coordinator (who could only hear my voice at that point, thank god), I ran out to the living-room and snatched my friend’s computer. And all was fine from there. In fact, the whole thing oddly eased me up, and the two of us had something to joke about (hopelessly unpredictable technology is apparently a good icebreaker).

That night, I was invited into the office for the final-round of the interview process. I would finally meet employers face-to-face, rather through my slowly malfunctioning computer, and I could finally show hirers my real, off-screen personality. I was incredibly excited to have come this far.

How to Land a Media Job: My Takeaways

Last week, I had the opportunity to attend “How to Land a Media Job: Tips for Seniors,” a media panel co-sponsored by Tufts Career Services and the Communications & Media Studies Department. The event featured five panelists, who represented five different media professions: children’s production, advertising, film production, local reporting, and public radio. For those who didn’t attend, I thought I’d share a brief overview the event, the who’s who in the panel, and what I gathered about the state of modern media.

Before I go on, let me introduce the five panelists. They were friendly and personable, combining the serious stuff with colorful anecdotes. And they were honest, unafraid to tell us, point-blank, who they would hire and what it takes to get in the door.

Carol Greenwald: Senior Executive Producer of Children’s Programs at Boston’s WGBH. She manages the production of popular kid’s shows like Arthur and Curious George. (Who doesn’t love Arthur?)

John Davidow: The Executive Editor of New Media at WBUR Radio (and a proud Tufts alum). He oversees the content of WBUR’s hip new website.

Molly Crean: A Junior Recruiter and Internship Coordinator at Arnold Worldwide, responsible for recruiting new and creative talent to the ad-world.
Richard Lodge: Editor-in-Chief of GateHouse Media West and Metro Units, a daily newspaper that covers local community news.

Evan Mark Rimer: Assistant to the President at Anschutz Film Group, a subsidiary of Walden Media. Evan recruits new film projects and oversees film development.

At first, I figured this would be yet another helpful albeit depressing panel about the hopelessness of media. This would be temporarily confirmed by a comical film clip, featuring two cartoon characters discussing journalism. “I want to work for the New York Times,” the first cartoon robotically said. “You will not work for the NY Times,” retorted its pessimistic counterpart. “You will report insignificant stories and get laid off and move to the middle of Kansas”. (Okay, totally not the real dialogue, but you get the jist.)

The ominous mood was set. But as the event went on, and as each panelist opened up about his or her colorful media jobs, we all relaxed. What I took away instead was a much more complicated view of the industry. Media is struggling, yes, but it’s also rapidly transforming, now more than ever looking to recruit new talent.

So, the question we all want to know: what does it take to land a media job? The panelists first emphasized the importance of relevant internship and work experience. Prior experience shows that you are capable of handling professional media tasks and can thrive in fast-paced work culture. Interestingly enough, Carol also stressed prior employment, whether at your local supermarket or DQ. As she put it bluntly, employers like seeing that you know what it means to have a job.

In the vein of digitalization, the panelists—Richard particularly—said they love those with a versatile skill set. They are always eager to fill, “what’s not there”. So if you have a penchant for say, photography or slide-show making, or perhaps HTML coding, make this clear! Even if you aren’t too comfortable with digital tools, there’s still plenty of time to learn. Also, it’s always a plus to be familiar with social media and online news sites. Yes, they’re ultra-experienced, but these media veterans want to learn too. As Richard said, “I want you to teach me something new.”

The employers also touted writing as the most important skill for media success. Even more than your GPA, your clips prove that you have knack for clearly and concisely relaying information. So what to do now? Write, write, write. Publish news stories. Blog (even if it’s about your love life). Tweet. Force your friends to follow you. As these panelists stressed, we should do all what we can to cultivate our writing voice and just publicize ourselves. And it’s good practice while we work towards the days when we’ll see our byline in some glossy magazine.

Of course, the panel couldn’t end without discussing the all-too-important networking process. Each panelist encouraged us to cultivate as many connections as possible—particularly key for breaking into media, which essentially thrives on networking. In this block of time before the actual job-applying season (most media jobs have a 2-3 week turnaround period) the best thing we can do is establish a large web of contacts, which we should continue to build and build. The larger our networking pool, the higher the likelihood of being nudged toward a job.

But say you don’t have a readily accessible pool of media contacts to schmooze with. The reporter attendees, particular Richard, encouraged the die-hard journalists to try cold-calling newsroom. Isn’t that what journalism is about, anyway? Of course, it’s important to do your research—to know who exactly you’re speaking with and to plan a smart, well-planned pitch. You never know where just one phone call could lead.

The final take-away - for me at least? If you love everything media, just go for it. The panelists were honest about some of the less-than-promising trends. But beyond this, they conveyed a rare passion for their current careers and a staunch dedication to exploring its exciting future. It’s this love for communicating information—the writing, the reading, the filming, the reporting—that makes these challenges and budget-cuts well-worth it. As proud members of this next online-savvy generation, we’re the ones media is depending on.