Marketing & Creative Jobs in Canada Blog

Top 10 Entry Level Designer Jobs

[image source]

What are the best entry-level designer jobs?

If you have a keen eye for design, you can thrive in almost any industry your curiosity or passions take you. Organizations are constantly hiring designers in manufacturing, marketing, web design, product engineering, and much more.

Entry-level designers typically earn between $35,000 to $45,000 per year, depending on their company, location, job title, and experience. Climb the ladder and rack up experience, and you may be on your way to a six-figure income later in your career (woo!).

But before you can earn the big bucks, you have to start your journey on the ground floor. So today, we’ll be highlighting the top 10 entry-level designer jobs you can choose from.

Learning how to hold yourself accountable for your career goals starts with an honest assessment of your abilities. Then you can flex your creative muscles in the right direction.

Are You Actually Qualified For an Entry Level Designer Job?

Employers hiring for these roles are looking for recent grads, people switching careers, and candidates without a ton of experience. You’ll make an excellent fit if:

You Know the Fundamentals of Good Design

Designers must have an innate understanding of visual design elements, such as color theory, typography, layout, and composition.

Further, you have to know when it’s most effective to use each element while incorporating traditional principles of design (i.e., unity, balance, emphasis, scale, contrast, and rhythm).

You may have learned these design principles in art school or at university, or you may be self-taught. As long as you can demonstrate your understanding of creative expression as it relates to an organization’s or client’s goals, you’ll succeed in this career path.

You’re Comfortable Working Solo and Collaborating with a Team

Design jobs are a mix of independent work and collaborative teamwork. 

Entry-level designers typically follow the lead of more experienced teammates and help out with concepts and sketches, product development, testing, and other tasks.

You may be able to work from home, but you’ll still need to brainstorm ideas, communicate your concepts and progress, and hear and implement feedback to meet your team’s objectives. 

Your collaboration and communication skills will also be called upon when working with outside departments, such as marketing, advertising, or engineering.

So if you’re not already familiar with task and project management tools (like Trello, Asana, or Basecamp) or communication apps (like Slack, Zoom, and Skype), add these to your to-do list.   

Deadlines Don’t Scare You

The world of design operates on tight deadlines. You must be capable of handling multiple projects simultaneously and know how to prioritize the most critical tasks. 

Managing all these moving parts to deliver on time takes exceptional organizational skills, time management, and strict discipline (with minimal supervision).

You’re Familiar with Creative Design Tools

In our guide on 9 Design Skills You Need Before Looking for a Career in Design, we highlighted the most in-demand talents top employers are looking for. So how many do you have?

[image source]

Candidates with the most valuable skills will stand out from the competition. It also helps to gain proficiency with creative design tools and software like:

  • Adobe Creative Suite (Photoshop, InDesign, and Illustrator)
  • Adobe After Effects and Adobe Premiere
  • Canva
  • Figma
  • HTML, CSS, JavaScript
  • Keynote and PowerPoint

Want to boost your chances of receiving a call back for an interview? 

Expand your skill set to include other disciplines, such as advertising, marketing, copywriting, branding, illustration, 2D animation, or 3D rendering. The more value you can provide to employers, the higher your chances of landing your dream role. 

The Top 10 Entry Level Designer Jobs

To find designer jobs that aren’t out of your league, look for keywords in the job title or description such as:

  • Entry-level
  • Junior
  • Assistant 
  • Specialist
  • Associate 
  • Staff

These synonyms all mean the same thing: that you don’t have much experience, but you’re hoping to get your start. Any one of these top designer jobs should have entry-level positions:

1. Graphic Designer

Graphic designers use their knowledge of color, shapes, fonts, and print design to create stunning visuals. 

Your work may appear in print or digital format. And your daily tasks may include designing company brochures, corporate reports, promotional materials, digital newsletters, brand logos, and more. 

You’ll need to come up with fresh new ideas and creative designs that are scalable for various platforms and audiences.

After spending one to three years in a junior graphic designer position, your career path progresses to Graphic Designer > Senior Graphic Designer > Art Director > Creative Director. 

2. UX Designer

UX design is all about the overall feel of a product’s user experience. 

People in this role create both physical and digital products that consumers interact with. This could be anything from a new espresso machine to a smartphone app or online checkout process.

You’ll need to design, develop, and debug your work to ensure it’s not only functional, but easy and enjoyable to use. Then you must run usability tests and iterate based on feedback. 

So UX is less focused on graphic visuals and leans more on the side of thoughtful design and engineering.

[image source]

While UX designers optimize a product’s overall experience and effectiveness, UI designers work on how digital product interfaces look, feel, and function.

3. UI Designer

UI designers operate mainly in the digital product world and develop intuitive, interactive interfaces.

An interface is the point of interaction between digital devices and the users operating them. Think: a touch screen on a washing machine or new smartphone. Everything a user sees and interacts with falls under the user interface.

So UI designers consider the aesthetics and interactivity of their products, ensuring all design elements work cohesively and intuitively to guide and delight users through their interfaces.

This means you’ll need to create and iterate icons, buttons, drop-down menus, typography, color schemes, and spacing in your responsive designs.

4. Brand Designer

Brand designers help companies develop, create, and grow their public-facing brand presence. You’ll establish visual brand consistency everywhere consumers interact with the company, whether online or in-person.

So your daily tasks may include designing brand logos, websites, landing pages, presentations, trade show signs, product images, brand swag, marketing campaigns, and more. 

Your goal is to keep the visuals on-brand and evolving according to consumer trends.

5. Web Designer / Developer 

The responsibility of a web designer or web developer is pretty self-explanatory: you create and maintain awesome websites for organizations.

Web developers must create sites that showcase the brand’s aesthetic while following user-centric web design principles and best practices.

[image source]

You’ll need to convert your page mockups into functioning sites using HTML, CSS, JavaScript, JQuery, etc., to ensure your designs work on different browsers, devices, and platforms.

A typical workday in this role may include designing, monitoring, and updating site structure, wireframes, information architecture, landing pages, content areas, website analytics, site performance, compliance, and more. 

6. Consumer Packaged Goods (CPG) Designer

CPG companies can range from toy manufacturers to health food purveyors. As a designer for one, you’ll develop and help produce the packages that drive consumers to take an interest and purchase these products.

Junior CPG designers work with Design Managers to communicate product features with your package art and copy. You’ll also be expected to listen to the advice/criticism from focus groups and market feedback, and update accordingly. 

7. Digital Content Creator or Digital Media Specialist

Digital media designers are responsible for creating on-brand graphics, images, and visuals in a company’s digital media campaign. 

Your goal will be maintaining visual consistency and quality across the organization’s website, social channels, marketing outreach, media and press releases, online recruiting efforts, etc.

 

[image source]

So you may be designing social media content, such as infographics, animated GIFs, memes, multi-frame carousels and stories, charts, pins, or site banners. You could also work on email designs, eBooks and whitepapers, or presentations.

8. Marketing Designer

Marketing designers are responsible for creating attention-grabbing, scroll-stopping digital advertising. Their designs must generate engagement and lead the way for companies to score high conversion rates.

In this role, you’ll mainly create content or develop ads that get clicks on Facebook, Instagram, AdWords, Bing Ads, YouTube, Twitter, LinkedIn, Pinterest, Snapchat, and more.

So succeeding in this role means you not only have killer design instincts, but also know the psychology of conversion, conversion design, how copywriting and design work best together, and other marketing best practices.

Psst! Learn these secrets for using your social media accounts to land a job in design next!

9. Product Designer

Staff product designers partner with product managers, tech leads, and engineering teams to generate solutions to customer problems either with physical products or software.

You’ll collaborate with UX researchers to find the best user-centric designs that combine functionality with the brand’s personality. Then you’ll journey from idea to prototype to user testing and finally production.

[image source]

However, you’ll need to be comfortable hearing and using feedback to iterate new and improved versions of your designs.

10. Interior Designer

Interior designers create physical spaces that blend function with aesthetics. You’ll look at projects in the context of what the space needs to provide for the people living or working there. 

So you may intern as a corporate interior designer creating productive workspaces. Or you could venture into healthcare design to come up with uplifting patient rooms. Many entry-level designers choose to work with residential designers and flippers.

You’ll typically need a bachelor’s degree in Interior Design or Architecture to land a role at a big design firm. Many interior designers are also proficient in creative design and modeling software such as:

  • Adobe CS Suite
  • AutoCAD
  • Revit
  • SketchUp
  • Lumion
  • Grasshopper
  • Rhino

Now that you have a better idea of the types of entry-level designer jobs out there, it’s time to get to work!

To Land an Entry-Level Designer Job…

Stop letting imposter syndrome hold you back from the design job of your dreams. Though you may not have as much experience as other candidates in your industry, you can show hiring teams you have the creativity, passion, and desire to surpass all expectations.

Most design job ads say you must submit an online portfolio along with your cover letter, resume, and job application. So learn how to create a portfolio that stands out ASAP.

Next, you’ll want to show off your inventive side with an imaginative resume. Use these 13 creative resume templates as inspiration to get rid of your boring resume today.

Finally, make sure to check Fresh Gigs for the best design positions daily. You never know when your dream role will show up on our job board. So don’t miss it when it does!

13 Creative Resume Examples That’ll Help You Land Your Dream Job

[Image Source]

Are you tired of sending out dozens of resumes and never hearing back?

The problem may not be you; it could be your resume.

With hiring teams receiving hundreds of applications per job ad, it takes more effort to stand out and get noticed these days.

So if you’re still using an outdated resume layout, your resume may not be catching the attention of hiring managers even though you have all the skills and experience they’re looking for.

Fortunately, we’ll help you fix this all-too-common situation in today’s guide. You’ll find a baker’s dozen of easy-to-customize creative resume examples to show off why you’re the perfect candidate.

13 Creative Resume Examples That’ll Help You Land Your Dream Job

Use these creative resume examples as inspiration to update yours sooner rather than later:

1. A Modern Classic

This first resume example elevates the classic resume format. 

The bold pattern on top catches your attention, while the color-blocked white and gray background helps organize what you have to offer. The end result is a clean resume that can be quickly scanned and easily read, which is exactly what you want.

You can even remove the headshot if you don’t have one, and it’ll still look like a winning resume.

2. Bold and Attention-Grabbing

For a bolder approach, this Canva resume template is so eye-catching that no one will be able to miss it even if they tried. Its unique layout is ideal for creative positions where you need to prove you think outside the box.

On top of having a standout layout, the yellow side of the page highlights everything you want potential employers to see and remember about you.

3. Clean and Balanced

This modern resume template neatly organizes everything you have to show off. It uses fun pops of bold colors, which you can customize to suit your personal brand. All those touches make it the perfect balance to help you get noticed without being too much.

4. Well-Rounded Charmer

This graphic resume twist calls for can’t-help-but-get-noticed center circles that draw people in and down the page. Once they’re hooked, they’ll eagerly check out your personal branding statement, skills, and references.

5. Soft and Strong

Don’t let the subtle pink background fool you. 

This effective, creative resume template warms up readers without distracting them. The neatly organized boxes allow you to showcase your best features, while the graphics help highlight your skills.

It has all the components of a memorable, easy-to-read design. And busy hiring managers will appreciate all of it.

6. Millennial Pink Perfection

This creative resume template looks straight out of a magazine or an online editorial. Its picture-perfect design has the right balance of compelling images, fonts, and colors.

You’ll be able to introduce yourself with a personal branding statement at the top, then present your organized list of education and experience. Having your contact info at the bottom gives hiring teams a call to action to schedule you for an interview ASAP. 

7. Keyword-Friendly Organization

This resume template makes an ideal choice when you want applicant tracking systems (ATS) to pick up your resume for specific keywords but don’t want to overstuff them in.

Each red box chunks your information into easily digestible bulleted lists, providing tons of options for cleanly adding job-ad-specific keywords. ATS will give your resume the green light, and hiring teams will quickly see you have the skills to get the job done.

8. First Impressions Are Everything

To really get noticed and make a killer first impression, there’s no better creative resume template than the one pictured above. 

Aligning your headshot and name in the top-third of your resume makes an introduction to hiring teams whose first priority is getting to know you. Your virtual handshake will then lead them to your About Me statement, bulleted list of skills, and all your stellar experience.

It’s well-designed and encourages readers to learn more about you, which definitely helps present yourself as a standout candidate.

9. Resume Or Website?

Reading this creative resume example almost feels like you’re scrolling down a webpage, not a resume. And that’s an awesome perk for web developer positions.

You can tuck away your personal details to the left in your “sidebar” and keep the focus on your education, experience, and skills in the big white section.

The bottom of this resume also has a “footer” that makes it easy for readers to see the best ways to contact you and take the next step (i.e., schedule you for an interview).

Bonus: Creating an online portfolio is one of the best ways to stand out in a crowded market. So if you choose this template, it can perform double-duty by making a fantastic standalone personal page.

10. Highlighter Happy

Another effective, creative resume example is this one with a thick yellow border and little yellow “highlights” to direct readers to each section.

The bright, happy border adds just enough of a creative touch to show off your personality without being distracting. It also subtly brings in and focuses readers on the meat of your resume. And the highlighted sections make it a breeze to jump around to the intel readers care about most. 

Anytime you make it easier for hiring teams to get to your essential details in less time, you’ll boost your chances of landing in the interview pile.

11. Freeze Frame

Using that standout yellow color again, this next resume adds warm, optimistic pops to help it stand out and command attention. It also has two sections — Work Expertise and Core Skills — where you can add in those vital job ad keywords to make the ATS and hiring teams happy. 

12. Fresh Out Of School or Looking for a Career Change

This next creative resume example may not work for everyone, but it’s super beneficial for those with less career experience or those looking to change careers.

That’s because the template emphasizes the candidate and their standout skills while focusing less on previous job duties and responsibilities.

If you’re just getting out of school or want to enter a new industry, you may not want to fill your resume with job details that don’t pertain to the position in which you’re applying.

So you can use this example to show you have work experience and then utilize your cover letter to explain your specific situation and future career goals.

Similarly, if you’ve had the same role at several noteworthy companies, you can just list their names using this format without repeating your probably-identical job duties three or four times.

So despite this template seeming bare-bones, it provides tons of options that may work for you under the right conditions (i.e., you don’t have a lot of experience to showcase).

Psst! Check out these 10 best entry-level digital marketing jobs next!

13. Dark Mode, Dark Horse

A dark horse is a candidate who seemingly comes out of nowhere and unexpectedly becomes the perfect fit for the job. This dark mode creative resume example may do just that for you.

While it may not be for everyone, similar to the last resume example, it certainly will help you get noticed in a good way. After all, how many black-background resumes do you think hiring managers see? Not many. 

So if this resume speaks to your aesthetic or one-of-a-kind personality, go for it!

Final Thoughts on Using These Creative Resume Examples

We hope you found a resume example (or two!) to use as inspiration when revamping your job search documents. Any one of these will help you leap out ahead of the (boring) stack.

And guess what? 

All the creative resume examples we shared today can be used as templates in Canva. We linked each resume template above, so you can just plug in your information and customize each option to suit your style.

Play around with some of these examples today, and you’ll have a creative resume that gets noticed in no time!

Then make sure to check Fresh Gigs for the best tech and creative positions! 

 

6 Good Reasons for Leaving a Job and How to Prepare to Get a New One

[image source]

There are plenty of good reasons for leaving a job, but they’re not all created equally.

So before you hand in that resignation letter, you have to think about how you’re going to answer the dreaded Why did you leave your last position? question during your upcoming job interviews. 

To hiring teams, some reasons may be considered red flags that you’re a “problem” employee. However, other good reasons for leaving a job may actually help you stand out in a crowded market.

Today’s guide will help you see the difference, so you can make the best move for your ultimate career goals.

After all, deciding to leave a job is never a walk in the park — especially if you don’t have a new role lined up. But at least you’ll be confident you’re making the right decision and giving yourself the best possible chance of success.

How are Good Reasons for Leaving a Job Defined?

Let’s define good reasons for leaving a job as any reason that pushes your career development and makes you an attractive candidate to potential employers.

But that’s not to say all your other feelings and motivations for leaving are any less valid.

In our guide on signs you’re ready to quit your job, we shared warning signals that your job is no longer sparking joy and may be harming your health, such as:

  • A toxic work environment
  • Nothing you do ever feeling “good” enough
  • Sunday night stress about going to work on Monday
  • Constantly hitting the snooze button because you’re exhausted 
  • Needing to vent about work issues more often than not
  • Feeling perpetually stressed, overwhelmed, sick, or burned out
  • Being bored at work, easily distracted, and unproductive
  • High levels of apathy and lack of motivation to put your ideas into action or even care what happens

Now, these feelings and thoughts don’t just spring up overnight. In fact, these reasons for leaving a job often arise because you won’t take the plunge and quit. 

You’re probably making decent money and earning stellar benefits. You may be comfortable in your role and close to your coworkers too. But you’re still unsatisfied. 

So you continue to show up to work, and over time, these negative feelings and issues just fester and get worse.

But there’s absolutely no reason for you to do this to yourself or let things get this bad.

When you learn how to clearly explain why you want to leave your job and paint that reason in the best possible light, you’ll know how to move forward successfully.

And you may even strengthen your chances of landing the role of your dreams.

Why Companies Ask Your Reasons for Leaving a Job

Why are you leaving your current job? isn’t a trick question. Hiring teams ask this to gain more intel about:

Whether candidates are parting from their previous/current employer on good terms. If you start badmouthing your boss or disparaging your last company, your potential employer may think you’re just an unprofessional complainer. 

How candidates measure job satisfaction, engagement, and professional growth. If you weren’t getting these out of your last role, will you be able to in this potential position?

[image source]

Your career goals. Hearing about where you’ve been and where you want to go in your career can help hiring teams determine if the role is the right fit for your needs. They don’t want to hire you only for you to leave a month later because the position didn’t match up. 

Whether you’re a loyal team player, or if you run at the first sign of conflict. Organizations want to know that you’ll try everything before quitting and leaving your team high and dry.

So when you really boil it all down, a good reason for leaving opens the door for you to gush about your incredible work ethic, expanding skillset, and long-term career goals. And candidates who can explain these are almost always snatched up fast.

6 Good Reasons for Leaving a Job and How to Prepare to Get a New One

Up next, we’ll outline each good reason for leaving a job, then share a few ideas for how to best explain or reframe them to an interviewer or hiring manager.

Remember, always keep your answers brief. Your reason and explanation don’t have to be any longer than one or two sentences, so resist the urge to dive into all the details.

Instead, focus on these when preparing your answer:

  • What each position/employer taught you
  • What you enjoyed about your previous employer/position 
  • Why the reason is influencing what you’re looking for in a new role
  • Why you’re the best candidate for the job
  • Why you’re excited to transition to this new employer/position 

So with these points in mind, let’s talk good reasons for leaving a job:

1. Company Downturn, Acquisition/Merger, Corporate Restructuring 

When your current employer’s going through a rough patch, the stress and uncertainty surrounding your department or position can feel overwhelming. 

Mergers and acquisitions, corporate restructuring, sweeping layoffs, lost clients, and things of this nature are completely out of your control.

So it only makes sense for you to reassess your place within the organization and where you’d like to be in your career. If that leads you to a new position or employer, that’s just the way the cookie crumbles.

[image source]

To reframe this reason, explain that the company is heading in a different direction than where you see yourself in the next six months, year, or five years.

You can share information about how your job duties evolved and what you enjoyed about them. You can also show off your problem-solving skills by discussing what you did to combat staff shortages, retain clients, and boost morale.

Finish by speaking about why this new company and position make a better fit for you and your long-term goals.

2. Lack of Career Advancement and Growth Opportunities 

Passed over for a promotion one too many times? Hit the growth ceiling in your position? Leaving your employer may be the only way to advance in your career.

To reframe this as a positive, show potential employers that you’re ready and looking for a new challenge.

Explain how you’ve mastered the requirements of your current position and are ready to take on more responsibilities this new role offers.

For example, you could discuss how this new position may provide the opportunity to work on your design skills, whereas your previous/current role was locked into SEO.

You want your potential employer to see that you’re constantly developing your talents and seeking new areas to improve as you grow professionally. Show them tangible reasons why this new position is better matched to your long-term career goals and aspirations.

Candidates who highlight a desire to grow within a company provide extra value to organizations. The more diverse skills they learn, the more of an asset they become.

PS: Before you use this reason to quit, follow the tips in this guide on How To Get Promoted at Work and Know Your Value.

3. You’re Seeking a Career Change to a New Industry

If the opportunities to explore a different career path or go back to school don’t exist within your organization, you may need to leave your current employer to focus on your long-term professional journey.

Learning to hold yourself accountable for your career goals starts now. If you’ve thoroughly researched this new area or profession and see yourself thriving there, go for it!

To reframe this reason, talk about how the position you want would give you the chance to develop new skills, complete digital marketing courses and certifications, or pursue higher education.

After all, you may currently lack the experience the role requires. But if you demonstrate drive, self-discipline, and a high degree of commitment, an employer may take a chance on you.

If there’s room for growth within the organization, make sure your interviewer knows you’re dedicated and keen to climb the ladder as you refine your new skillset. 

4. You Want To Work From Home or Work Flexible Hours

Did your company switch to remote work during the COVID-19 pandemic? If you experienced this way of working, it might be challenging to return to the office.  

After all, you probably loved working flexible hours and sticking to your own personal schedule. Your increased productivity may have boosted your work-life balance. And remote work probably saved you a bit of cash on commuting expenses, work attire, lunches, etc.

So if you’re in this boat, first learn how to ask your boss to work from home. If you follow those tips and still receive a no, you’ll have the green light to start looking for a remote position.

In this case, there’s really no need to reframe your reason for leaving your current employer if you apply for telework. Hiring teams already know candidates are applying for a remote position specifically because they enjoy the flexibility, autonomy, productivity, and other perks of working from home.

[image source]

However, you may need to prove you can handle a fully remote job.

Remote candidates could have years of virtual work experience under their belts. And to compete with them, you’ll need to explain how you prioritized your workload, communicated and collaborated with your team, and thrived when you were working from home.

5. You’re Seeking Better Compensation and Benefits

Many employees are resigning because their salaries haven’t risen as much as their costs of living. If you recently had a child, bought a house, or started taking care of a loved one, your annual raise (if you’re eligible for one) may not be enough to cover your new expenses. 

On the bright side, a position at a different company may give you the best chance of increasing your salary (sometimes by up to 20%!). 

You may also want to look for more inclusive health benefits, unlimited vacation days, or other employee perks (such as a gym membership or childcare stipend) that more progressive companies are offering to lure and retain star employees. 

No one can judge you for these two reasons for leaving.

However, you don’t want hiring teams to think you’re only interested in their role because of the money or benefits. So it’s probably not the best idea to lead with these reasons for leaving.

If you’re in a sales or digital marketing position, for example, you could say that you’re motivated by exceeding your goals. The chance of earning a bonus or higher salary not only excites you, but compels you to go above and beyond what’s expected.

Before you leave a job for this reason, check out these tips for negotiating a higher salary next!

6. You’re No Longer Aligned with the Company Culture, Mission, or Leadership

The best employees believe in their employer’s values and strive hard to embody its company culture. So if you find that you’re no longer in tune with management or their mission/practices, you may feel as if you don’t belong or stop working to your potential.

There’s no reason to explain to hiring teams how you tried (unsuccessfully) to deal with a passive-aggressive coworker constructively. They also don’t need to know that you disliked the new manager the company promoted. 

But you should get across how much believing in company fit matters to you.

The Top 10 Best Entry Level Digital Marketing Jobs in 2021

[Image Source]

Are you trying to find the best entry level digital marketing jobs in Canada?

Or maybe you know you want to work in online marketing, but you’re not sure which specific area suits your skills and personality best.

Have no fear, because today’s guide will give you a roadmap to success!

We’re sharing the best entry level digital marketing jobs of 2021, along with a description of what each role is like, so you can discover the one that’s right for you.

You’ll also find links to job postings in some of these positions to give you a better idea of what employers are looking for in the perfect candidate.

The Top 10 Best Entry Level Digital Marketing Jobs in 2021

Check out these 10 entry level digital marketing job descriptions to narrow down your search and find the role you’ll thrive in:

1. Social Media Specialist

Be honest: do you find yourself on social media more often than not?

This isn’t necessarily a bad thing when it comes to online marketing! As it turns out, you can actually use your love of social media to your advantage.

In the role of social media specialist, you’ll be responsible for building out a company’s social media presence and growing its list of followers.

You’ll also be responsible for creating a content calendar to organize when each social post will launch. Then you’ll help drive followers to your company’s website through compelling posts with strong calls-to-action.

[Image Source]

You’ll also work with other team members in marketing to distribute their content across all their social media channels.

So you may be able to take all that time spent learning the ins and outs of social media and turn it into a job that you enjoy and pays well.

Psst! Learn what to look for when applying for social media jobs here!

2. Community Manager

A community manager overlaps some job responsibilities of a social media specialist, but it also has its own additional tasks that fall under the job description.

For example, on top of developing an editorial calendar and sharing social posts, a community manager is also responsible for engaging a company’s followers.

This means you’ll have to respond to any comments or questions left on your company’s posts. You’ll also work hard to spark conversations and make people feel as if they’re part of your community as you build it.

3. Content Writer

As the name suggests, content writers are responsible for creating written content for companies.

This can include writing blog articles, social media posts, website page content, newsletter and email messages, and even product descriptions.

If you’re someone who enjoys writing, this role could be a perfect fit for you.

4. Content Marketer

If you don’t want to write all day, but you enjoy doing that some of the time, a content marketer position could be a better fit.

In addition to writing, content marketers also manage a company’s overall content strategy.

This might include overseeing the social media and blog post editorial calendars and creating lead-generating campaigns.

[Image Source]

You might even have to manage some of the marketing team, including graphic designers, content writers, and social media specialists.

So this role may require solid leadership and teamwork skills.

5. Digital Marketing Specialist or Strategist

A digital marketing specialist and content marketer seem like similar roles, but there are some key differences.

While a content marketer is more focused on the content, digital marketers are all about the overall marketing strategy.

Not only are they responsible for creating campaigns and managing them, but they must also dive into the analytics and performance reports to see how their efforts can be improved upon.

This might include analyzing and boosting page views, click-through rates, email open rates, and other key performance indicators (KPIs).

So you can think of a digital marketing strategist as someone who optimizes marketing campaigns to improve their performance.

6. Digital Marketing Coordinator

The digital marketing coordinator role is less about optimizing campaigns or even writing them and more about organization and coordination.

So, in this position, you’ll be responsible for planning, executing, and managing all the different moving pieces in marketing to ensure everything runs smoothly and on schedule.

You may also be responsible for managing other team members’ workloads.

You’ll have to communicate the game plan to keep everyone on the same page. Then you’ll need to pay attention to whether they’re accomplishing their tasks or spreading themselves too thin.

7. SEO Specialist

Search engine optimization (SEO) specialists are focused on improving search rankings, so their company comes up first or close to the top of the page in search results.

To do this, you’ll be responsible for finding keywords to target based on market research. You also must ensure that the content on your company’s website is optimized for those keyword targets.

Then, you’ll monitor performance to see what you can improve to rank your company’s content as high up on the search results page as possible.

8. PPC Specialist

Pay-per-click (PPC) specialists are laser-focused on creating ad campaigns on Google and social media sites like Facebook, Instagram, and LinkedIn.

You’ll likely be tasked with setting up and managing the ad campaigns, identifying keywords to target, creating the ads themselves, and overseeing the budget.

[Image Source]

Then, once you launch your ad campaign, you’ll monitor KPIs and make necessary tweaks to improve performance and reduce ad costs.

9. Growth Marketing Assistant

Growth marketing managers are all about helping companies quickly earn more revenue and catapult their expansion. An assistant, or the entry level position, helps support this goal and their efforts.

So you may be responsible for:

  • Collaborating with the team to keep the company’s growth on track

  • Supporting initiatives that drive sales and upsells

  • Handling marketing campaigns to ensure they’re generating sales

  • Managing lead generation programs

  • … and more!

You’ll then report your efforts to the Growth Manager, so they can see what needs to be adjusted. Then you’ll tackle their ideas to do so and report back.

10. Affiliate/Partnership Manager

If you work as an affiliate or partnership manager, you’ll be responsible for finding great people or brands to partner up with to promote your company’s product or service.

For example, if your company sells protein bars, you’ll try to work with fitness influencers, gyms, food bloggers, etc. You’ll send them free protein bar samples, and they’ll share their experience with their followers to expand your company’s reach.

Besides sourcing partnerships, you’ll also coordinate contracts and ensure that the affiliates follow your brand’s guidelines and represent it well.

You’ll keep doing this week after week to boost awareness of your company and drive sales through smart collaborations.

Final Thoughts on These Entry Level Digital Marketing Jobs

After reading the descriptions and core responsibilities for these 10 entry level digital marketing jobs, we hope you have a better idea of which ones might suit your personality and skill level best.

From here, you can work on applying to jobs in those specific categories.

Spruce up your resume to make sure you hit all the qualifications employers are looking for. You may even want to consider signing up for one of the best digital marketing courses and certifications to really stand out!

One last thing to note: Just because these jobs are technically “entry level” doesn’t mean they’re not worth your time.

They can serve as the perfect foundation to set you up for a long and successful career in digital marketing. So give one of these jobs we’ve listed today a shot, and see how far it takes you!

9 Design Skills You Need Before Looking For a Career in Design

[Image Source]

What are the top design skills employers are looking for?

Starting — or even considering starting — a career in design can be exciting and thrilling.

After all, working in this field allows you to use your creative juices every day (and get paid for it!). Building different campaigns throughout the year and partnering with different clients also means no two days are ever exactly the same, which is a refreshing change from a boring desk gig.

However, those kinds of perks mean jobs in design are incredibly competitive.

With so many people drawn to careers in graphic design, product design, UI/UX, web design, and more, you need to be at the top of your game to land your dream role.

And that requires having the right design skills under your belt.

So in this guide, we’ll run through the most in-demand skills hiring teams, recruiters, and the top employers are hoping to find on your resume.

If you have these design skills, you’ll be a step ahead of your competitors. And if you’re lacking a few, you can start working on them ASAP.

9 Design Skills You Need Before Looking For a Career in Design

These nine design skills are essential for anyone hoping to break into this field:

1. Technical Design Skills

Technical design skills refer to understanding basic design principles, such as balance, composition, contrast, etc. They also include knowing how to use modern design tools and software like Adobe Photoshop and Illustrator. 

Having an understanding of fonts and typesetting will also ensure that the messages in your designs are easily read and not ignored.

[Image Source]

Many companies look for candidates with a degree in art or design, which proves they’ve mastered these skills and can hit the ground running once hired. 

However, top companies like Apple and Google are doing away with college degree requirements. With the rise of online classes and YouTube tutorials, anyone can teach themselves these in-demand skills and excel in this field.

So as long as your designs are up to par, your potential boss won’t mind where you got your design skills from. But you do need these critical building blocks on your resume.

2. An Artistic Eye for Design

Even though having technical design skills is a must, you won’t get far if you don’t have an intrinsic eye for what looks good.

A quote from Pablo Picasso goes, “Learn the rules like a pro, so you can break them like an artist.”

Someone with an artistic eye knows what works well together visually, easily identifies what looks off, and creates visuals that convey a powerful message — even if they break a few classic design rules.

So while you may not have an experienced eye for design just yet, you can hone in on this skill and develop it over time. 

Start with the foundations of design and then branch out into modern and experimental takes on these. 

Take a stroll through your local art museum or browse award-winning designs online. Keep a journal (or online collection) of designs you both admire and dislike. Think about what works/doesn’t work to refine your aesthetic. 

3. Plenty of Creativity

Creativity is all about using your design skills and artistic eye to come up with ideas for your client or employer out of thin air.

You may receive a single goal, theme, or jumping-off point to begin your process, or your boss may have minimal input and leave the direction entirely up to you. 

Then you’ll need to brainstorm ways to bring your ideas to life, either solo or during team meetings. You may need to present your thoughts or bounce dozens of ideas off your coworkers to develop the best route to take.

[Image Source]

You always need to be one step ahead of your competition by incorporating trends and creating new ones.

Many people don’t have this type of creative brainpower day in and day out, which is why it’s one of the most in-demand design skills. 

4. The Ability to Design on Demand

On top of thinking creatively quickly, you’ll also need to feel comfortable designing on demand.

Most design jobs won’t give you months to work on or tweak your creations until you think they’re perfect. You’ll need to get used to delivering high-quality work despite super fast turnaround times.

You’ll also find that changes and edits happen often, requiring you to switch gears with new design iterations or completely redesign something you loved.

So if you’re not comfortable designing on demand, a career in this field might not be a good fit. In this case, your design skills may be better used as a relaxing hobby or creative outlet.

5. Strong Communication Skills

You might not consider communication a must-have design skill, but you must effectively communicate to produce designs everyone loves.

First, you have to be a great listener. When your boss or client explains what they’re looking for in a design, you have to know how to translate those words into visuals.

You’ll also need to learn how to communicate your thoughts and articulate your ideas when you present them to clients, teammates, and higher-ups.

Your team may not have your design skills and background. So when you give them a hypothetical mock-up of what you’re thinking, you may need to convince them or provide an understanding of why you chose that direction for your work.

6. The Ability to Take Feedback and Constructive Criticism

Strong communication skills also play a big part in how well you receive constructive criticism and handle feedback — which is part of any job in design.

Maybe your team doesn’t get your vision. They may want you to scrap everything you’ve worked so hard on to go in a completely different direction. Or maybe your boss loved your ideas, but your client has a few notes and tweaks you’ll need to make. 

You can’t take this feedback personally.

Instead, you must be open to new ideas and willing to edit and adjust your designs to make everyone happy.

If you don’t like hearing criticism of your work or you’re not open to changing your original ideas, a career in design may not be for you. You may be better suited for the life of an independent artist who sells their work as-is.

7. The Ability to Quickly Pivot 

Another design skill that’s often overlooked is the ability to quickly pivot designs or direction at the drop of a hat.

Edits happen all the time, and you’ll need to not only expect them, but run with them when they land on your desk.

After you finish your initial design, for example, your client may have a better idea they want you to try. So you may need to present another option (or several) before they settle on the final concept or product.

[Image Source]

Being able to quickly and willingly pivot calls on your creativity, your ability to listen to feedback, and your design-on-demand skills.

So if you can do all this, you’ll gain a leg up on your competition and be much more attractive to employers.

8. Organizational and Time Management Skills

Finally, people in design roles must be able to manage themselves and their workloads if they’re ever going to succeed.

While you’ll have some flexibility in the role, you’ll likely find quick deadlines to be the norm. So you’ll need to learn how to keep yourself on track and prioritize tasks.

You also need to be able to keep your work organized as you go through multiple design iterations and revisions. Losing track of where you’re at will only slow you and your team down. 

The good news is that science shows creative people are also the most productive. So if you’re organized and have exceptional time management skills, hiring teams will snatch you up in a second.

Final Thoughts On The Top Design Skills

Having a career in design can be both fun and rewarding. But you need to have these nine key design skills under your belt to get there.

Checking off as many design skills as possible ensures that you attract the right attention from employers, recruiters, and hiring managers. 

Your resume, online design portfolio, and solid interview skills will then help you land a fantastic job in design you can thrive and excel in.

If you’re missing any of these design skills, spend some time building and sharpening them now, so you can snag the perfect design job when you see it.

We know you can do it!

How To Get Promoted At Work and Know Your Value

[image source]

Do you have a game plan for how to get promoted at work? 

You have to be crushing your job duties, for starters. And you have to catch the attention of higher-ups in charge of pushing candidates up the ladder.

So how do you get on their radar and prove you’re a stellar candidate for a new role, title, or position? And what do you do if you’re not getting promoted at work, despite all your hard work?

We’ll cover all these challenges and more in today’s guide. Follow our tips, and you’ll find yourself on the path of upwards success in no time.

How To Get Promoted At Work: 5 Tips To Get Noticed and Prove Your Value

You won’t find advice for how to get promoted at work that forces you to sacrifice a healthy work-life balance here. And we’re not going to tell you to grab your boss’s coffee every day either.

Instead, the following tips will help you become the best version of your professional self. So you’ll either become a prime candidate for a promotion or a leading contender for a new role elsewhere.

You can’t go wrong if you:

1. Clear and Plan Your Career Trajectory with Your Boss

Ideally, it’s best to outline your career path when you first onboard with a new company. Once you learn what’s expected of you in your current role, you can ask what will be required as you move up the hierarchy.

Have no fear if you didn’t get a chance to do this. Just set up a performance meeting with your boss or supervisor now. During this one-on-one:

Tell your boss you’d like to be considered for a promotion, but not like that. If you want to work in a specific position, express this ASAP, especially if it’s in a different department. Otherwise, simply telling your boss you’re ready for a new challenge may be enough. 

Learn what it takes to get a promotion. Find out what you can do to make yourself the best candidate for advancement. Ask your boss for clear guidelines (i.e., a specific certification, more experience, knowledge of using a particular tool, etc.) and how you can exceed expectations.

You can also request feedback about your job performance during this time. See what your boss considers your strengths/weaknesses. Ask how/where/what you can improve. Don’t leave your career up to chance; learn what needs to change to clear your way to the top.

[image source]

Create a highlight reel of your job performance. Keep a notebook or online document of all your biggest accomplishments in this position. Track each key performance indicator (KPI) you helped improve. Mark critical milestones you reached. Record anything boast-worthy.

You’ll use these points as leverage to back up why you deserve a promotion. This intel is also helpful when negotiating a higher salary and when you update your resume.

Schedule a follow-up together one, three, or six months later to discuss your performance again. Take your boss’s advice and track your progress as you work on the tasks set before you.

During your meeting, break out the information you gathered for your highlight reel that proves your value. Try to present this with easy-to-understand visuals. A colorful graph summing up all your achievements (i.e., campaign KPIs, sales revenue, etc.) gives your boss something to remember and impresses at the same time.

2. Take Your Career Skills Up a Notch

Earning a promotion means you’ll need to take on more responsibilities and move into a more vital role in your company. To boost your skill set and stand out from the rest of your peers, it pays to level up your skills.

So think about what your team, boss, and company value most. Consider what the team or company needs. Become a guru in any of these areas, and you raise the value of your own stock and help the company’s success too.

There are almost a million professional certifications you can earn (besides a college degree) to further your career development. So sign up for the best online courses and certifications and skill-up in your free time.

Don’t scoff at lateral moves. Also, shadow more. The more transferable skills you pick up on the job, the greater job mastery you display. And versatile employees become indispensable to companies. 

Learning the ins and outs of other departments gives you a more holistic understanding of your company. It also introduces you to other department heads who may want to snatch you up and promote you.

3. Always Be Up for a Challenge

You’ve proven your solid worth ethic. And you’ve mastered all the responsibilities in your current role. Now you’re ready for more. Here’s how to demonstrate that to your leaders:

Be proactive. Do you spot any inefficiencies that bottleneck your team’s progress? See things that drain productivity, add unnecessary costs, or hinder teammates from reaching their goals?

Create a strategy to solve these issues, and you’ll be a hero. You’ll also demonstrate that you’re a self-starter willing to tackle problems others didn’t even know existed.

Solve client problems ASAP. When you step up to prioritize and resolve issues for your clients, you also help your boss and make the company look good. You’ll earn mega bonus points here.

Be the first to speak up in meetings with intelligent questions and suggestions. Don’t be scared to ask questions about a project’s scope of work, the client’s needs, or the best strategy. Be confident in your creative ideas and solutions even if the rest of the team stays silent.

[image source]

Jump in as a leader. Accept leadership duties of projects, campaigns, or teams even if you weren’t asked to. Put yourself in a visible position to showcase your knowledge and executive decision-making abilities. 

Request “stretch assignments” that go beyond the scope of your current job title. You’ll have first-hand experience on these trial runs to preview what your work life may look like if you do get promoted. Acing these assignments will prove you’re ready for the tasks and workload a promotion brings.

4. Become Everyone’s Favorite Coworker

Would you rather work with someone happy to be there or someone who’s clearly miserable in their role? Happy coworkers radiate happy vibes to the rest of the team. So be easy to work with and:

Make your boss’s life easier. Take notice of little tasks and menial duties that your boss performs. These waste their valuable time and take them away from higher-level jobs. If you could do one of these occasionally, you’ll be a huge help and encourage your boss to trust you more.

Stay cool and calm under pressure. Letting your emotions get the best of you during a stressful situation shows a lack of professionalism and maturity. Leaders who let calmer heads prevail always inspire a better work environment.

So when obstacles arise, keep your mind open to new ideas rather than getting frazzled. And always stay out of office drama/gossip.

Get in the habit of recognizing your team. Leaders take credit when things go wrong and praise others when they go right. So shout-out your coworkers on Slack, via emails, or during your video calls for jobs well done. Your boss and coworkers will see you as an excellent team player.

[image source]

Mentor new team members. Take new hires under your wing and show them the ropes of how your crew collaborates, communicates, and follows internal procedures and corporate protocols. Make them feel welcome and encourage their growth and development (just like a leader would).

Add more fun to team-building. Do you have Slack channels for non-work-related chats with your coworkers? Do you have virtual happy hours or coffee breaks together? What about team retreats? 

Try to be more active in these types of team-building events. And if they’re currently non-existent, see if you can create or organize them in the future. 

Psst! Learn these secrets to improving your relationships with clients, bosses, and head honchos next!

5. Know Your Worth (and Take Your Value Elsewhere)

Finally, if you realize you’re not getting promoted at work despite your effort, it may be time to cut your losses. Not feeling valued is one of the biggest signs you’re ready to quit your job.

So if you’re truly ready to slay bigger giants, don’t stop yourself from looking for more challenging positions that will help you grow in your career and personal development. In fact, sometimes earning a promotion and a salary bump is actually easier when you switch employers. 

The time to hold yourself accountable for your career goals is now.

Create Your Plan For How To Get Promoted At Work Today 

Essentially, getting promoted at work is all about picking up new skills, demonstrating your value, and gaining the attention of higher-ups. So put together an action plan today, follow these tips, and you’ll be well on your way to a new position up the ladder.

If you can’t show your boss why you’re ready for a promotion, don’t hold yourself back from other fantastic opportunities to grow in your career. Get in the habit of checking FreshGigs.ca, a job board specializing in the best marketing, communications, tech, and design jobs in Canada. 

Your future is entirely in your own hands — and we know you got this!

 

How To Deal With A Passive Aggressive Coworker Constructively

[image source]

A passive aggressive coworker is a major drain on your team’s productivity and mood.

Their poor attitude and behavior can create a toxic work environment you dread entering every day. And their negative, snarky comments lower morale, poison the office well, and leave everyone on edge, stressed, and more prone to burnout.

So how do you deal with a passive aggressive coworker constructively? 

Do you ignore it and hope their behavior stops?

In this case, not saying anything may actually come off as condoning their actions, which you definitely don’t want.

To prevent doing or saying something unprofessional you’ll later regret, it helps to understand what may be triggering this type of behavior and how to avoid it. 

So that’s exactly what we’ll shed more light on in today’s guide, starting with:

What is Passive-Aggressive Behavior?

Amy Su, coauthor of Own the Room, told the Harvard Business Review that passive-aggressive behavior is “an unproductive expression of emotions that [a person] can’t share constructively.”

Often, a passive-aggressive coworker will be resistant to their team’s ideas, requests, or actions, but avoid a direct confrontation to explain why. So they’ll give off passive vibes that show their anger, frustration, and displeasure without giving others a chance to work out a better solution.

Common Signs of Passive-Aggressive Behavior At Work

It can be challenging to separate passive-aggressive behavior from someone’s general personality. You can’t change whether someone is just naturally bratty or unprofessional. 

However, you can take steps to turn around passive-aggressive behavior before it has a chance to sour your company culture and damage your work environment.

These are the most common signs of passive-aggressive behavior in the workplace:

 

  • Saying one thing and then doing another (sometimes behind your back).
  • Undermining others to show superiority.
  • Talking over you or others during meetings, or leaving their mic on when they’re not speaking during video calls to do the same virtually.
  • Constantly making excuses. Rather than taking ownership and facing the consequences of their behavior or actions, they make excuses and find scapegoats, be they other people or external circumstances.
  • Procrastination. Sometimes this is passive-aggressive and other times it may just be someone’s work style. A coworker could be dealing with imposter syndrome, time mismanagement, or feel as if they’re taking on more than their fair share of the workload.

[image source]

Some other examples of passive-aggressive behavior at work may also include:

  • Snide remarks and snarky comments
  • Backhanded compliments
  • The Silent Treatment
  • Withholding information
  • Leaving you or others out of meetings
  • Neglecting their share of work
  • Never giving a straight answer
  • Saying “it’s fine” when it’s really not
  • Being dismissive of others’ suggestions

Any one of these actions/behaviors is enough to get your blood boiling. They can also breed hostility and distract everyone from the tasks at hand, lowering the entire team’s ability to deliver.

So What Causes Passive-Aggressive Behavior?

Psychologists have identified a few reasons why someone may become passive-aggressive, such as:

Being unable to communicate about sensitive issues. Sometimes people lack the communication skills necessary to discuss disagreements, especially if they disagree with a team leader or manager. They use passive-aggressive behavior to vent about their negative feelings without technically rocking the boat and speaking up. 

Fear of conflict. Some conflict is necessary in the workplace. It’s why teams brainstorm and bounce ideas around instead of accepting the first suggestion. But some people can’t engage in healthy debate and lack conflict-resolution skills. They fear a discussion escalating into a heated argument, so they just avoid it (but this leads to passive-aggressive behavior, which is actually worse).

Feeling like their ideas or needs are not being heard/considered. When employees don’t feel as if their opinions count or have unmet needs their coworkers or managers ignore, they may take out their general frustration on everyone.

So passive-aggressive behavior may only be the tip of the iceberg, a symptom of a larger issue lurking below the surface. This hostility may be masking feelings of jealousy, anger, disappointment, resentment, and more.

How to Deal with a Passive Aggressive Coworker Constructively

First, don’t ever call out someone for being passive aggressive. This will just blow up in your face and backfire for the entire team.

You don’t want your coworker to feel singled out and attacked. This will put them on the defensive and make them even more angry, frustrated, bitter, etc.

It’s also common for passive-aggressive people to deny that anything’s wrong, then blame you for creating an issue. Experts say using you as a scapegoat helps passive-aggressive people release their pent-up anxiety about whatever the real problem is.

[image source]

These five tips will help you deal with a passive aggressive coworker without losing your cool to improve your work relationships:

1. Don’t Take the Behavior Personally

There are several reasons why someone may be acting passive aggressive, like we mentioned earlier. But, chances are, none of them have to do with you. 

So rather than let your coworker get the best of you and ruin your day, take a deep breath. Actually, take several. Go to your happy place and give yourself a quick meditation to calm down your anxiety and anger and refocus. Remember: this isn’t about or directed to you personally.

By taking yourself out of the situation, you can look at what transpired objectively as an observer. Then you may be able to consider underlying issues that may be responsible for your coworker’s latest outburst and proceed in a healthier manner.

2. Be An Active Listener

When a passive-aggressive coworker makes a snide or sarcastic remark, try not to brush it off. Again, sometimes these comments stem from a feeling of not being heard, not having their ideas validated, not having their feelings considered, etc. 

Instead, ask a follow-up question about what they really mean to get to the root of the issue, such as:

 

  • You made a good point during the meeting. Here’s what I heard you say… 
  • I never considered that angle. Why should we think about a different strategy/goal/etc.?
  • Help me understand the backstory on this… 
  • Let’s talk about the best way to tackle this project from your perspective.
  • That’s true. Have you considered speaking with your [team leader, manager, etc.] about this?

 

[image source]

Now, questions like these will require you to ignore your coworker’s unconstructive delivery and really pay attention to what they’re unable to express (but clearly want to say).

You’ll need a high degree of empathy and emotional intelligence to see the situation from their perspective and get them to open up honestly.

So show them they can trust you and make them feel safe discussing what’s really going on. You may discover they’re actually right about something that would benefit the team, despite not being able to communicate their thoughts or feelings.

Having regular back-and-forths like these may even prevent passive-aggressive behavior from surfacing in the future. 

3. Do This When You Get a Passive-Aggressive Email

Reading a passive-aggressive email is one of the most infuriating work situations. You want to reply in all-caps to get your point across and defend yourself. But you’re smart enough to know that won’t resolve anything.

So try to follow this formula when you get a passive-aggressive email:

Take your time; never reply when you’re angry or raging with emotions. Go back to step 1 and take lots of deep breaths. Find a calm, cool, level-head. Ideally, it’s best to take a walk or talk to someone who makes you smile to distract yourself from losing it. 

Gather the facts when you’re ready to respond. You’ll need to adopt a matter-of-fact tone that’s free of emotion and blame. Make sure you’re all on the same page about the specifics that triggered your coworker’s email.

Try to add specific dates, comments from your project management software, snippets from email threads, sales numbers, analytics and metrics, etc. to address their frustrations and concerns while remaining based in the facts.

Avoid using “you” and switch to “we.” This subtle change depersonalizes the issue so you can get to the heart of the matter. Phrases such as “when we have miscommunication” or “we should find a better way to discuss these issues” are much more disarming than blaming someone for their mistakes.

Write several drafts and keep proofreading your email before sending it. Give yourself time between versions to ensure there’s absolutely nothing emotional or triggering. End it by saying you’d be happy to discuss the situation further to clear up potential issues moving forward.

CC others on your reply. A passive aggressive coworker may be less likely to say something nasty when others on the thread may hold them accountable for their comments. 

4. Build and Reinforce Healthy Communication Norms

Everyone slips into passive-aggressive behavior occasionally. So it helps to create a communication policy that gives everyone a chance to express themselves in a healthy, professional manner.

In a psychologically safe workplace, healthy, constructive discussions and group problem-solving strengthen the entire team’s dynamics.

[image source]

So you and your team should agree to use:

 

  • Honest, direct communication standards. The lines of communication should be respectful, free-flowing, and productive. Set this expectation, and welcome feedback during meetings without repercussion to show you mean it. You can even create an open-door policy (that extends to your email inbox and Slack messages) to give teammates the chance to speak up one-on-one.
  • Anonymous feedback channels. If team members disagree about something, but don’t have the courage to discuss it face-to-face just yet, set up an anonymous avenue for anyone to bring up concerns. Do your best to address these ASAP before passive-aggressive behavior has a chance to surface. 

 

Once these measures are in place, everyone should feel confident to voice their thoughts and feelings. Then, be sure to hold employees accountable for behavior or actions that go against these policies.

5. Keep Good Records If the Behavior Persists

Some people will always be passive-aggressive jerks. It’s just their nature, and you’ll never be able to change that. But if it starts affecting your work, you may need to take the issue to your team leaders, manager, or HR.

You have every right to be happy and respected in the workplace. Under no circumstances should you have to deal with energy vampires draining your productivity.

So if you’ve tried all the other tips in today’s guide, and you feel like you’re not getting anywhere, make sure to keep detailed records of what you’ve been dealing with. Track specific behaviors, actions, conversations, memos after meetings, etc.

Share these examples with your immediate supervisor before escalating it to your higher-ups. You could also ask your boss to work from home to minimize contact with your coworker and be more productive.

The Takeaway On How To Deal with a Passive Aggressive Coworker

These five tips should help you communicate with a passive aggressive coworker constructively to improve your team’s morale. It can be tricky to get to the heart of their frustrations, but you should have more confidence to go about this like the awesome professional you are.

Remember, don’t take these outbursts personally. Be an active listener and always keep your cool when responding to negative comments or emails. Then, try to reinforce healthy communication practices to prevent passive-aggressive behavior from rearing its ugly head in the future. 

If the situation persists and your higher-ups refuse to address it, you may want to start looking for a new job in a less toxic workplace.

How To Ask Your Boss To Work From Home

[image]

The COVID-19 pandemic gave employers and employees a glimpse at what it may be like to work remotely full time. And while some employees fully embraced the work-from-home (WFH) life, others were climbing the walls and couldn’t wait to get back to the office.

As more businesses start returning to “normal” operations, you may be mulling over how to ask your boss to work from home permanently. After all, who wants to deal with a stressful commute, restricting schedule, or distracting coworkers interrupting your flow state?

So if your company hasn’t pitched the idea of flexible work arrangements, it may be time to advocate them for yourself.

Don’t worry; you’re not going to get fired for asking to work remotely, especially when you follow the tips in today’s guide.

How To Ask Your Boss To Work From Home

Follow these 5 tips to boost your chances of getting the green light to work remotely:

1. Brainstorm All The Reasons You Want To Work From Home

Grab a notebook and start brain-dumping all the reasons you’d rather clock in virtually.

Is your grueling commute a major drain on your motivation? Are you more productive during “off” business hours? Do you have to take care of kids or relatives?

List all the reasons the call to work from home is so alluring. Then, circle back to frame these in a way that not only benefits you, but your boss, team, and company. For example:

  • My commute is an hour long, and I could be spending that time productively on the clock from home instead of wasting time in traffic.

  • I have more focus between the hours of X and Y, which is when the office is typically closed. I could be working from home and accomplishing more for the team during that time.

  • Our clients on the west coast frequently call/email when our east coast team is already clocked out. I could attend these meetings from home with a split schedule and give the team a headstart on their to-dos for the following day.

Try not to focus on the perks of working from home that strictly benefit you. Your boss and the company won’t care that you like rolling out of bed and working in your PJs. But they may pay more attention to your request when they hear about how much more productive you’ll be.

2. Think About How Your Working From Home Will Affect Your Team

If you’re the first employee attempting to work remotely, your boss may not want to risk removing you from the well-oiled machine. So you must anticipate and prepare for how this change will affect your coworkers and your team’s daily operations.

[image]

Write down concrete answers for:

  • Your ideal work from home hours/days

  • How you’ll track your work hours

  • How you’ll set and manage priorities and expectations from home

  • Whether you can be flexible and still meet in the office as-needed

  • When you’ll be available to your coworkers and how they can reach you during work days (via Slack, email, video calls, etc.)

  • How you’ll attend meetings and collaboration sessions

  • How often you plan to touch base (once daily, AM and PM, weekly calls, etc.)

  • How you plan to supervise from afar (if applicable)

  • How you’ll keep your manager in the loop (and vice versa)

  • Which equipment/remote software/apps you’ll use to get your work done

  • Whether you’ll need a VPN or other security measures to keep your work secure off the company network

  • What happens if you encounter problems at home and can’t work there

  • How you’ll continue to interact socially with your team (i.e., attending happy hours, joining volunteer events, etc.)

  • How you’ll continue to exemplify your company culture

Once you have these details outlined, your boss doesn’t have to do any of the legwork to ensure you’re set up for success. You’ve taken the initiative to prepare a cohesive gameplan, making you appear confident in your ability to work remotely.

3. Gather All Your Supporting Evidence

Your managers may have a hard time trusting that you’ll get your work done away from their watchful eye. So it’s best to gather some hard evidence to back up your case.

If you’ve been working from home, you may have stats to compare your productivity in-house vs. from your home office.

For example, did you finish your coding tasks 25% sooner when you weren’t distracted by your coworkers? Did you land a new client by being available off-hours? Did you increase ROI for your marketing campaigns because you were fully immersed in the data?

Jot down any major wins you noticed when you were WFH to use as supporting evidence for why you can handle this new work style. You can also gather:

  • Performance reviews during your WFH time

  • Glowing emails from happy clients

  • Positive feedback or recommendations from coworkers about your work ethic

If you weren’t keeping track of these, you might need to run a little test to snag this data. Call out sick during the week (preferably on a day that’s not too hectic) and work remotely. Keep track of your time working, answer all the emails/messages your team sends, and do all your regular tasks as if you were already a remote employee.

[image]

Take notes of all that you accomplished and whether you could have done as much in-house. At the very least, clue your boss into your emails/messages/project updates so they can see you’re being productive even though you’re technically “out sick.”

In the end, your performance should speak for itself.

So if you routinely hand in work late, never respond to Slack messages, or need your coworkers to make excuses to clients about your mistakes, convincing your boss to let you leave the confines of your cubicle may be an uphill battle.

However, if your performance reviews show you’re a natural self-starter, never late on deadlines and deliverables, and communicate effectively even when you’re out of the office, they’ll have more trust in your ability to work from home.

4. Arrange An In-Person Meeting To Pop The Question

You could certainly send an email to your boss with your WFH request and all the evidence proving it’s a wise idea. But it’s better to go the extra mile and schedule a one-on-one meeting to discuss all the ins and outs face-to-face.

Let your boss know you’d like to have a conversation about improving your work environment and increasing your productivity. Give them your available times to chat and sign off by saying you’re looking forward to your discussion.

When you get a meeting time on the schedule, it’s best to create an agenda for how you’d like the conversation to go. This will help you stay on track and show you’re laser-focused on your intentions.

Your meeting agenda may look something like:

Opening statement: I’d like to work remotely to give my full attention to my responsibilities and dive into deep work during my most productive hours of the day.

Go back to the reasons you outlined in step 1 to come up with your own statement that reflects why it’s in your company’s best interest to let you work from home.

Evidence sharing: Over the past X months I’ve been working remotely, I’ve been able to take early morning career development classes, increased sales by X%, and came up with X creative strategies to improve ROI for my campaigns. I attribute these achievements to a flexible schedule, lack of wasted hours commuting, and greater focus from home.

Here’s where you’ll want to share all the evidence you gathered in step 3. Whip out the metrics you recorded to prove your higher productivity levels, happier clients, key performance indicators (KPIs), error-free work, etc.

[image]

WFH goals and gameplan: If you allow me to work from home, I plan to exceed my [sales, coding, marketing, etc.] goals by X% this quarter, onboard X new clients, tackle X new projects, etc. In my proposed Work From Home Plan, I outlined [go through all the strategies you considered during step 2].

Once you walk your boss through your plan, they’ll see that you’ve thought of everything for them. Stress that you believe you can perform at a much higher level from home, which will benefit your team and the company.

Suggest a trial run: If you’d like to test this strategy before committing to a permanent work from home arrangement, we can track my performance for one [week, month, quarter] and regroup to discuss what may need tweaking. There’s no pressure to continue if it’s not in the team’s/company’s best interest.

If your boss is one of those I have to see it to believe types, they may not give you the green light until they see you’re a productive remote employee firsthand. A trial run gives you the chance to iron out the kinks in your plan and prove it’s beneficial for everyone involved.

Ask for an evaluation of your performance during that time. And make sure to keep meticulous records about everything you accomplished.

Closing: Are there any questions I can answer for you or concerns I haven’t addressed?

Give your boss time to soak in all the details of your proposal, and reassure them that they don’t need to make a decision immediately. Chances are, they weren’t expecting your request and may need time to consider all the potential pros and cons.

5. Prepare For Pushback

Even if you have a solid, convincing argument for why you should be allowed to work from home, you should also anticipate negative responses. Prepare to answer these ahead of time, and your manager will see that you’ve thought through every possible objection.

The most common negative reactions include:

  • No one else is working remotely; why should you?

  • How will I know you’ll be available?

  • What if I need something handled urgently?

  • How will I know you’re actually working?

  • What if everyone wants to work remotely after you start doing so?

Your remote work plan should outline answers to all these, so go back and explain them in greater detail if they failed to land the first time.

And if others want to join your remote work experiment, tell your boss you can be the guinea pig to prove it either works or doesn’t. Show them why remote work is a perk to keep employees happy and productive, or attract other candidates to the company, making it worth the trial run.

Still a No-Go? Consider Looking For a New Remote Position

Many companies saw the benefit of allowing their teams to work from home during the COVID-19 pandemic, and they’ve continued this trend. If your boss doesn’t let you work remotely, there are tons of 100% remote positions you may want to chase instead.

FreshGigs.ca is a job board that specializes in the best marketing, communications, tech, and design jobs in Canada. And many of these fantastic positions are remote!

So if you’re jazzed about the idea of never stepping into an office again, don’t hold yourself back from realizing this goal. Find your next dream job now!

 

What to Look For When Applying for Social Media Jobs

[Photo by Jopwell from Pexels]

If you’re looking for social media jobs, you may be surprised to learn just how many different roles fall under this category.

From managing content calendars to working with paid ads, social media jobs cover many different skills, backgrounds, and career goals. 

So how do you know which ones you’ll be perfect for? 

You could apply to any and all jobs in this category, though that will certainly eat up a large chunk of your time, energy, and resources. Or you could work smarter by narrowing down the right roles from those that may not be the best fit.

If this process sounds too overwhelming, don’t worry. We got you.

Just run through this quick checklist of things to look for before you submit an application, and you’ll save time and laser-focus your job search simultaneously.

6 Things to Look for When Applying for Social Media Jobs

The goal of every social media job ad is to get a ton of applicants excited and interested in the position. Then hiring teams can pick a handful of candidates to interview before selecting the perfect fit.

However, you’ll need to break out your fine-toothed comb to scope out whether each position is really the best fit for your experience, personality, and career goals.

Here’s our six-step process for acing this challenge:

1. Check Out the Social Media Tasks You’d Be Responsible For

Social media jobs include a wide range of responsibilities. That’s why it’s important to look past the job title and beeline straight to the job expectations. 

If you can’t handle or want to deal with the day-to-day requirements, it’s best to know sooner than later.

So would you be managing a company’s social media channels? Planning the content calendar and deciding when posts go live? Running social media paid ads?

Or would you be responsible for creating the content itself while you work under a Social Media Director?

You can see why it’s crucial to look closely and carefully at the job responsibilities, especially since they can vary so much.

As this social media job ad shows, sometimes you’ll be required to do all these tasks (and more!):

Here’s a general idea of the most common social media responsibilities you may find on a job ad:

  1. Content creation
  2. Scheduling and management of posts
  3. Paid advertising
  4. Campaign strategies
  5. Analytics
  6. Promotion

Make a list of all the tasks you have experience with, those you’d like to learn more about, and those you really don’t want to perform day in and day out. This will give you a better idea of which social media jobs you can cross off your list or pursue.

2. See Which Platforms You’ll Be Expected to Know and Use

It’s smart to check out all the social media platforms each company uses. Some companies may favor Twitter and Facebook, while others route most of their spending to Instagram, TikTok, or Snapchat.

You’ll not only want to be familiar with each platform the company uses, but know the best practices for how to optimize your efforts. After all, you’ll likely be responsible for growing these audiences and engaging with them.

It’s typical for a social media job ad to list each platform the company favors. However, it’s still a good idea to check their current social media presence anyway (more on this next!).

So add all the social media platforms you enjoy using and have success optimizing to your notes. Then see which job ads match your preferences and experience.

3. Scope Out Their Current Social Media Presence

Take a look at the company’s social media channels to determine what they’re doing right and what they could be doing better.

Do they need to post more often? Grow their follower list? Engage in a more meaningful way? 

What about the voice and tone of their posts? Is it authoritative and educational or topical and funny?

What types of content do they most often post? Blog articles, trending news stories, gifs and videos?

You’ll need to consider all of these points and see if this is something you can handle doing more of or upgrading to improve their outreach.

So jot down some notes on what you find and use these points in your cover letter and interview. The company will be impressed that you took the time to do so, and they may be more open to hearing your great ideas and feedback.

4. Look at the Skills and Experience You’ll Need to Do the Job Right

Once you know more about the role’s responsibilities and the platforms you’ll be working on, you’ll want to dive deeper into what’s expected within these.

Again, look to the job ad to see if you’ll need to:

  • Plan out a content calendar and schedule posts in advance
  • Come up with engaging content and themes
  • Upload and post content with images, videos, links, etc.
  • Manage internal team members or give direction to remote teams
  • Respond to comments, send out surveys, or host contests
  • Create a system for content edits and refreshes
  • Solicit guest contributor opportunities 
  • Monetize posts

While some of these tasks require an eye for creative details, others may demand managerial experience, light coding skills, sales, and even marketing.

You’ll need to look for details like these in the job ad to make sure you understand what’s expected of someone in this position.

At this stage, you should also check how many years of experience the company is looking for. You’ll want to make sure your experience and knowledge base matches this. And if it doesn’t line up exactly, you’ll need to go the extra mile to prove you have the skills they’re in need of.

5. Check the Company’s Culture and What They’re About

A company’s culture will have a huge impact on whether you feel included and aligned with the rest of your team for a purpose. 

So take a peek at the company’s “About Us” or “Mission” to make sure it fits with your personality and your career goals.

You should notice these details on the company’s social media job ad, but if not, head over to their website to sleuth out these vital details.

If these are too formal/ informal for your personality, don’t mesh with your values, or seem inauthentic, this company may not be the right fit despite checking all the other boxes uncovered earlier.

6. Note the Company’s Location and Their Proposed Salary

Finally, look at the details of the job ad that aren’t necessarily highlighted as much as the others, such as location and salary.

Is this company expecting their candidate to work in-house or remote?

If it’s an in-house position, is it close to where you live? If not, can you easily commute? Would you be willing to relocate? What about if they can’t help pay for relocation expenses?

Consider these details before you submit your resume.

Next comes the salary, additional compensation, and employee benefits offered. 

Many companies will leave off a salary completely or propose an ideal salary range in their job ads to create a more inclusive hiring process. If you see one listed, make sure it’s in line with what you’re looking to earn.

Even if it’s not, don’t get discouraged. You can always try to negotiate a higher salary when the time comes.

Don’t forget to consider additional employee perks, such as a gym membership, childcare stipend, stock options, etc., when deciding on a fair compensation range for the position.

Add all these details to your notes, and you may see clear pros and cons to applying for each position sooner. 

Final Thoughts on What to Look for When Applying to Social Media Jobs

While it may be exciting to search for social media jobs, you still need to do your due diligence to make sure the jobs you’re eyeing are the right fit.

A mismatch in company culture, job requirements, or compensation can throw a wrench into the spokes of your goals and career ideals.

So take this checklist along anytime you’re job searching online to ensure promising positions and companies actually match up to what you’re looking for, and you’ll be in excellent shape.

Check out current openings for social media jobs in Canada by visiting this link now!

 

5 Tips on Negotiating a Higher Digital Marketing Salary

[Image Source]

If you’ve landed on this guide, chances are you’re trying to figure out how to negotiate a higher digital marketing salary before accepting your next job offer, which is a smart move.

Many people find salary negotiations intimidating and overwhelming, but it doesn’t have to be that way.

As long as you do your research, prepare ahead of time, and ask for a realistic figure, you should have no trouble proving you deserve a higher rate.

So that’s exactly what the five tips in this guide will help you do.

5 Tips on Negotiating a Higher Digital Marketing Salary

Follow this roadmap to put yourself in the best possible position to negotiate a higher salary with confidence:

1. Tackle Your Foundational Homework First

Before you can ask for or negotiate a better salary, you’ll need to have all your ducks in a row. 

Though it’s important to be able to sell a potential employer on your expert skills and prove your value, a strong, compelling negotiation strategy is always based on facts.

That means you’ll need to consider the going rates for digital marketing salaries in your area, how your previous role’s salary factors into this new one, and the responsibilities you’ll have in this new position.

Having this intel on hand will back up your reasons for asking for a higher salary figure. It shows you’re not simply throwing out a random number and hoping the company accepts it.

[Image Source]

So, long before you enter the interview phase, make sure you have the answers to these questions thought out and on paper:

  1. What is your current salary? While this won’t necessarily translate to your new role, it can help you start to narrow down a salary range you’re comfortable accepting.
  2. What are the current going rates for digital marketers in your area? Again, this isn’t a guarantee that you’ll make this amount, but it’s helpful to know to help strengthen your case.
  3. What will your responsibilities include for that salary amount? You may not know the exact details of your day-to-day duties until your interview, but you can get a better idea by carefully reading the job ad to see what’s expected of someone in this role.
  4. What do you need to earn to live comfortably and pay your bills? Once again, this is not a guaranteed salary to ask for. However, it can help you gauge whether the salary you’re being offered is one you can actually live on.

Try not to rush through these questions or answer them using guesstimations. Spend the time to do your research here, and it will go a long way to strengthen your case.

When a hiring manager sees that you’ve done your homework, they’ll be more inclined to listen to what you have to say during the negotiation phase of your interview process versus assuming you just picked a random number.

2. Understand the Responsibilities of the Role

As mentioned above, you must know the ins and outs of your new role before committing to a salary figure. 

You can (and should) comb through the job ad for specifics like your responsibilities and whether you’ll be managing others. Then, make it a point to finalize these details in your interview.

Try to ask questions such as:

  1. Can you describe my potential workload on an average day?
  2. What will I be responsible for? Managing a team or just my tasks?
  3. How will I be assessed for performance reviews? How often will those happen?
  4. How many projects will I be responsible for each week? Each month?
  5. What do those projects entail, including the tasks at hand?

Learning factors like the amount of work you’ll be responsible for, whether you’ll be in charge of a team, or face tight deadlines can help you narrow down a salary that feels fair.

So write down as many questions as you need to determine this, and don’t be shy about asking them during your interview.

3. Head Into Your Interview Overprepared

If you want to negotiate a higher salary, it pays to go the extra mile and take preparations for your interview to the next level.

So on top of answering basic interview questions, such as why you’d be a good fit and how your previous experience can help you in this new role, think about how you’ll discuss the value you’ll provide this company.

Do you think you can grow their social media following? Generate more leads? Cut down their marketing expenses?

These are just a few hot buttons for most marketing teams, and they’re the ones you’ll want to consider and expand on first.

To prove you can accomplish these tasks, you should create a digital portfolio of your experience.

This should include tangible examples of how you’ve helped companies in the past and how your experiences prepared you to crush KPIs (key performance indicators) in this new role.

Once hiring teams see your value, they’ll have an easier time justifying a higher salary figure. This evidence will eliminate many unknowns and make them even more eager and excited to have you on their team.

Pro tip: You should bring your digital portfolio to your interview and plan on describing aspects of it during your presentation. 

To avoid the potential for technical glitches, it’s also wise to send over a copy to the hiring manager ahead of time. And you may even want to have a physical copy as a backup, just in case.

4. Do Not Ask About Salary First

Hiring experts say you should never be the first to ask about salary. But sometimes you can’t avoid the question, especially if they ask it first.

So how do you answer the dreaded, What do you currently make, and what were you expecting for this position?

Unfortunately, this puts you on the spot to answer the question before knowing what the position might pay. And you may reply with a number that’s lower than what they planned to offer.

That’s why you’ll need to think strategically here.

[Image Source]

In this case, you can mention what you made before but also add that you’ve considered this position in great detail and feel that a range between $XX and $YY is more appropriate. This could include your current salary, or it could be over that value.

The point is that your previous salary shouldn’t always translate to what you should make in a new role. 

You’ll have a better idea of this number because you’ve taken our first tip to heart and did your research ahead of time, which is why we stressed doing your homework before anything else.

And by giving a salary range, you won’t pigeonhole yourself into one set number that could be above or below what they were thinking.

5. Ask the Right Questions to Negotiate a Higher Salary

If they give you an offer with a salary figure that’s lower than you were expecting or need to make, you can then start negotiating.

You’ll want to ask further questions and use the research you uncovered in tip #1 to bridge the gap between both numbers.

Consider asking questions like:

  1. How did you come up with this salary figure? “Based on my research, it’s a little lower than the going average, so I’d like to understand where you are coming from to get a better gauge.”
  2. What other benefits will come with this salary? Healthcare costs, 401k plans, childcare or wellness stipends, and paid vacations should also be factored in as part of the salary amount.
  3. Can you tell me more about the responsibilities of the role? Maybe there are fewer responsibilities than your previous role, which could justify a lower rate.
  4. Are there performance reviews that could lead to increases in pay or bonuses? Again, this could increase your base salary and should be factored in. So, taking that straight salary figure at face value may not be advisable until you know these important details.
  5. What do you need from me to show that the salary I’m requesting is warranted? Maybe you need to prove your value a bit more, acquire a specific certification, etc. before they can sign off on the higher pay. It doesn’t hurt to ask this.

From there, let the hiring manager know that you’ve done your homework and you were looking for a figure closer to [state the exact amount]. At this time, you can get specific about what you’re hoping to make, and they can go back to their team to see if they can afford it.

By this point, you’ve given them a comprehensive understanding of the type of experience you bring to the table. And you have the research to back up the salary figure you’re requesting.

With everything done to prove your case, you just have to wait and see if they can find it in their budget to pay you more. And, if they can’t, it’s up to you to decide if the position is worth it.

You may be able to take a lower salary now with the contingency that you’ll “prove your value” on the job and hopefully negotiate an increase during your first performance review.

Final Thoughts on Negotiating a Higher Digital Marketing Salary

While the thought of negotiating for a higher salary can be overwhelming and intimidating, it doesn’t have to be when you follow the five tips we shared today.

This roadmap ensures your request for a higher digital marketing salary is backed by research and your proven experience, which will be hard for hiring teams to ignore.

In the end, it will be your decision whether you accept the offer, but at least you’ll be in a better position to get the most money out of the role. And if you decide it’s not the right fit, you can start the process again with more negotiating experience and confidence under your belt.

There’s always a fresh batch of digital marketing jobs posted on Fresh Gigs if this one’s not for you. Come see!