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Media Manager Job Description

How to Hire a Media Manager

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Media Manager Job Description

We are recruiting a Media Manager and expect this person to be a confident communication and have great people skills. We expect our Media Manager to possess superb project management and organisational skills with the ability to work comfortably under pressure in a fast-paced environment.

To succeed, Media Managers should demonstrate a wide degree of creativity and latitude with a keen interest in shaping an organisation’s image and values thru appropriate communication to the outside world. Top candidates will display natural leadership qualities with fantastic time management and planning skills.

Media Manager Duties and Responsibilities

  • 3 years of work experience as a Media Manager or similar.
  • Demonstrable experience with building effective media campaigns.
  • Ability to create appropriate content for dissemination via press releases, social media, websites and other distribution channels.
  • Ability to conduct press conferences and briefings.
  • Ability to nurture long-term relationships with key media influencers.
  • Analytical thinker with strong conceptual and research skills.
  • Natural leader who displays strong decision-making and attention to detail.
  • Ability to work under pressure and meet deadlines.
  • Ability to work independently and as part of a team.
  • Excellent interpersonal, communication and public speaking skills.
  • Bachelors degree in Communications/Media or related

Media Manager Skills and Requirements

  • Identify press opportunities thru evolving issues.
  • Develop content for dissemination via press releases, social media, websites and other distribution channels.
  • Ensure that key messages aline with vital business strategies.
  • Serve as the organisation’s media liaison and formal spokesperson.
  • Conduct press conferences and briefings.
  • Scan media marketplace to keep up-to-date on the latest media trends.
  • Monitor online and offline campaigns, and report on results.
  • Negotiate with media channels to close competitive deals.
  • Build and manage the organisation’s social media profile and presence.
  • Promote additional projects to support new product launches.
  • Build long-term relationships with media influencers.
  • Appropriately manage the organisation’s media budget.
  • 3 years of work experience as a Media Manager or similar.
  • Demonstrable experience with building effective media campaigns.
  • Ability to create appropriate content for dissemination via press releases, social media, websites and other distribution channels.
  • Ability to conduct press conferences and briefings.
  • Ability to nurture long-term relationships with key media influencers.
  • Analytical thinker with strong conceptual and research skills.
  • Natural leader who displays strong decision-making and attention to detail.
  • Ability to work under pressure and meet deadlines.
  • Ability to work independently and as part of a team.
  • Excellent interpersonal, communication and public speaking skills.
  • Bachelors degree in Communications/Media or related

Personalising Your Media Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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