Jobs for English Majors

Jobs for English MajorsJobs for English MajorsIf you majored in English in college, are currently studying it now, or have talked about this being your major in the future, no doubt someone has asked you the question what are you going to do with that? Dont let the skepticism get to you. Regardless of whether your concentration was, is, or will be, in literature or writing, there are many options available to you after graduation. English is a versatile major. Here are some of the career choices for which a bachelors degree in English can prepare you Writer or Editor Writers and editors create or evaluate written content for magazines, newspapers, online media, advertisements, television shows, plays, and movies. Your college coursework, especially if your focus is on writing, can prepare you for a career as a novelist, non-fiction author, advertising copywriter, website content provider, blogger, technical writer, screenwriter, or playwright. You may choose instead to become a new spaper or magazine editor, online editor, or book editor. Median Annual Salary (2017)$61,820 Number of People Employed (2016)131,000 Projected Job Growth (2016-2026)8percent Projected Increase in Jobs (2016-2026)10,000 Librarian Librarians select and organize resources so that people can use them effectively. Traditionally they worked with printed materials, but over the years, librarians have become experts in electronic resources. To become one you will need a Masters Degree in Library Science (MLS). A bachelors degree in any subject, for example, English, is required for admission to graduate school. A concentration in literature is excellent preparation especially for public or school librarians, or academic librarians who want to specialize in this field of study. Median Annual Salary (2017)$58,520 Number of People Employed (2016)138,200 Projected Job Growth (2016-2026)9percent Projected Increase in Jobs (2016-2026)12,400 Attorney Attorneys advise and represent people who a re involved in civil and criminal legal proceedings. After careful analysis, research, and discussion with their clients, they present the facts about cases in writing or verbally. To be admitted to law school you will need a bachelors degree. It can be in any subject that will help enhance your writing, speaking, problem solving, research, and analytical skills. English is a suitable choice. Median Annual Salary (2017)$119,250 Number of People Employed (2016)792,500 Projected Job Growth (2016-2026)8percent Projected Increase in Jobs (2016-2026)65,000 Secondary School Teacher Teachers help students learn concepts in a variety of subjects. Generally, they need a bachelors degree in education. Since middle and high school teachers usually specialize in a discipline, for example, English/language arts, mathematics, social studies, science, or a world language, they may also need a degree in that subject. Get an English degree if you want to teach this discipline to secondary school s tudents. Median Annual Salary (2016)$57,720 (Middle School) $59,170 (High School) Number of People Employed (2016)630, 300 (Middle School) Over 1 Million (High School) Projected Job Growth (2016-2026)8 percent for both Middle and High School Teachers Projected Increase in Jobs (2016-2026)47,300 (Middle School) 76,800 (High School) Public Relations Specialist Public relations specialists represent companies, governments, organizations, and individuals to the public. They write press releases, communicate with the public through social media, and prepare for press conferences. Since there are no standard requirements, if you choose this career, you should major in a field of study, like English, that will teach you how to communicate effectively. Median Annual Salary (2016)$59,300 Number of People Employed (2016)259,600 Projected Job Growth (2016-2026)9percent Projected Increase in Jobs (2016-2026)22,900 Reporter Reporters work for television networks, radio stations, newspapers, and websites. They conduct interviews and investigations to gather information about stories. Some have their work published in newspapers or online. Others deliver their stories on the air during television or radio newscasts. Reporters also communicate with viewers, readers, and listeners on social media. Excellent writing and communication skills are essential. While many employers prefer reporters with a bachelors degree in journalism or mass communications, some will hire candidates who have studied English. Median Annual Salary (2016)$39,370 Number of People Employed (2016)44,700 Projected Job Growth (2016-2026)10percent decline Projected Increase in Jobs (2016-2026)-4,500 Advertising ausverkauf Representative Advertising sales representatives sell space in print publications and time on television and radio broadcasts. Although majoring in English wont provide the sales training that will allow you to do your job- most employers provide that- it will give you the excellent verbal and written communication skills that can make you a great sales rep. Median Annual Salary (2016)$49,680 Number of People Employed (2016)149,900 Projected Job Growth (2016-2026)4percent decline Projected Increase in Jobs (2016-2026)-5,400 Marketing Manager Marketing managers develop companies marketing strategies. They identify markets, set prices, and determine how to reach potential customers. Although many employers prefer to hire candidates who have a degree in business, others value English majors communication skills. Median Annual Salary (2016)$132,230 Number of People Employed (2016)218,300 Projected Job Growth (2016-2026)10percent Projected Increase in Jobs (2016-2026)22,100

Take Your Coworker to Work Day - Job Shadowing

Take Your Coworker to Work Day - Job ShadowingTake Your Coworker to Work Day - Job ShadowingTake Your Child to Work Day has become a tradition on the fourth Thursday in April in some workplaces. But, at the TechSmith Corporation in Okemos, MI, the concept morphed into an opportunity for internal on-the-job training, and a new form of job shadowing. This story demonstsatzs employee ideas that you might want to incorporate in your workplace. But, it also lays out a process for how employee ideas can happen with commitment and support. Consider supporting the implementation of employee ideas similarly in your organization. The Generation of an Employee Idea The concept originated when Jim Hidlay, sales VP, told technical development staff members that he wished that they could sit in on several sales meetings. He felt that the experience would really open up their minds about the customer experience and the job of selling the products they developed. A technical staff member, Andy R udnitsky, thought that might, in fact, be a grand idea not just for sales, but across the company. He had read about Take Your Child to Work Day and he thought that the concept could apply to coworkers, too. As the company had grown, employees were separately working in five buildings. Some departments never crossed paths. Other company employees never saw each other or interacted and the departmental functions were all housed separately. This was a far cry from earlier days when you could see every employee from your work station. He developed the idea of a Take Your Coworker to Work Day in which a coworker would visit with a buddy in another department to learn the ins and outs of that employees job. While visiting and learning about the coworkers daily job, the employee from another department would gain a new understanding and respect for the person and the function that he or she job shadowed. Nervous about presenting the idea to the management team, because it required a sign ificant investment of employee time, Rudnitsky bounced the idea off of a number of colleagues who were universally excited. He floated the idea to solicit input and feedback because he recognized that he would be unable to implement the concept without help. In a company with a history of supporting employee-sponsored events, ideas, trips, and concepts, Rudnitskys manager suggested that he put together a proposal to explore with the management team. They supported the idea. A number of employees volunteered to assist him. Rationale for Take a Coworker to Work Day Rudnitsky prepared a solid rationale for why bring a coworker to work day was a win for his company. He believed that this schriftart of activity would Build informal employee relationships,Create knowledge and understanding between company functions and departments,Eliminate stereotypes that employees had of each other and other departments,Give employees a chance to interact with employees that they might never know u nder usual circumstances, to enhance company-wide team building,Help employees gain respect for the work of other departments,Counteract the traditional employee process of making things up when they didnt know or understand what was actually happening in another department, and Demonstrate and share the root and core of the TechSmith culture and work environment help employees step out of their comfort zones, provide the time to understand the point of view of others, and incorporate and demonstrate the company values in action. Implementation of Take a Coworker to Work Day Everyone loved the idea, but in the midst of employees busy work days, Rudnitsky had a hard time getting help to implement the idea. So, he made an internal company video that marketed the idea and asked for help via direct employee emails. Excited team volunteers formulated the guidelines for Take a Coworker to Work Day. Interested employees were asked to make three choices of jobs they wished to shadow for a day. A popular selection from the list of department and function choices was the open-ended choice surprise me. Interested employees turned in their Take a Coworker to Work requests.Employees were matched as closely as possible to other volunteers from their first choices of departments. Rudnitsky says that the matching was challenging in that each participant had different wishes based on his or her choices of departments and functions. Several employees received unconventional and unrequested matches. Since no one complained, he assumes that coworkers were able to work out the details to meet their needs. Once matched and notified, the employees contacted their coworker to schedule their time together. Job shadowing time included attending meetings, participating in the daily details of the employees job, reviewing the coworkers goals and responsibilities, and unternehmensverbund informal lunches for discussion.Employee time together depended on the job and was necessarily fle xible. Employees were able to schedule half days, whole days, specific meetings, lunch dates, and so forth whatever it took for the coworker to job shadow the most significant components of his or her coworkers job. Employees from every department, including managers and executives, participated and tried to give their buddy a positive, learning experience. Each employee was also asked to maintain the confidentiality of the other employees job contents when needed. The Success of Take Your Coworker to Work Day During the first Take Your Coworker to Work Day, about 25% of employees applied and participated. The second year, closer to 45% participated. Popular departments included sales, marketing, and development big time. Employees were so interested that a team of eight employees, including executives and managers, went out to lunch to discuss how to keep the process going. Rudnitsky was excited to share the challenge of the marketing, matching, and publicity with other employ ees, once again, as he realized how much time he and the team had invested the first year. Fortunately, several volunteers came forward, including Jessica LaHaie, who provided behind-the-scenes leadership with an employee team that included Rudnitsky, and the program continued for thesecond year. The employee participation rate in the second year was up 52% from the first year. Employees who participated filled out evaluations, made suggestions for improvement, received participation t-shirts, and attended a celebration luncheon provided by the company. The evaluations of Take a Coworker to Work Day were so positive that the team hopes to continue the program in years to come. On a personal level, the implementation of employee ideas adds value and engages your workforce in unpredictable ways. Employee involvement rules. Rudnitsky said, I never saw myself as the kind of person who would do this kind of thing generate the idea, run with it and find fertile ground for implementation i n a company that was open and receptive. We have an attitude here that we will try stuff. There is a real openness to trying. And, if you can make the people better around you, by implementing this shadowing program or any other employee ideas, what else can you ask? Indeed, Andy, what else can you ask?

The Recruits of the Big Green Book

The Recruits of the Big Green BookThe Recruits of the Big Green BookThomas Publishing, best known for its Big Green Books, no longer prints a book. That means hiring a different type of employee and a new way to approach recruiting.Thomas Publishing is best known for its Big Green Books the directories and buying guides of suppliers, vendors and service providers in just about every industry imaginable.Thomas published the books through two world wars, the Great Depression and the peaks and valleys of innumerable business cycles. But as with most of the publishing industry, the shift from print to the erreichbar, globally connected space has left its mark on the Big Green Books, the last of which was printed in 2005. The company now produces the same directories, but solely for online users.This adjustment - which is threatening many job seekers and a big chunk of the American workforce - wasnt just a challenge for the companys print-centric leadership it meant the human resurces department needed to recruit a new breed of employees and leaders.When the paradigm shifted from print to the Web, at first it was very difficult to fill open positions, said HR Manager Susan Meltzer. But over the last few years, its gotten easier as the older generation of editorial, marketing and sale workers has gotten comfortable with the Web format, with the technology.Generation X and younger workers, too, are making the search, recruitment and hiring process even easier, since most have grown up using Web-based technology and implicitly understand the new paradigm of the Web, she said, including how best to organize and present information clearly on the Web, and palatably to the audience.Editorial hires have to have technical expertise in Web content delivery, she said. They have to know how to work with various Web publishing technologies as well as have the editorial skills to convey and organize information - to translate and elucidate a huge volume of information in a w ay that makes most sense for our clients, she said.On the Web, that usually means distilling information into a size and format suitable for Web sites, meaning more concise articles as well as ones that pay particular attention to keywords, Search Engine Marketing (SEM) and Search Engine Optimization (SEO) techniques, she said.The most difficult hires are those Meltzer makes in the sales department, she said. Candidates must have excellent sales and marketing skills, of course, but must also have a background in publishing and be familiar with the online space and Web-based technology, SEO and SEM. They must also understand how to present and close what can be a complex solution.We have a number of online marketing and online sales solutions, she said, as well as our editorial content across our four business units. We serve both the buyer and the seller, and thus far weve been enormously successful in bringing them together.