As part of my role as Head of The Writer Lab at GRV Media, I take on the responsibility of hosting ‘speed dating’ sessions with people applying for roles. Here’s how candidates stood out.
At GRV, we have the privilege – and occasionally the challenge – of receiving hundreds of CVs each week, many from exceptionally impressive candidates. To streamline the process, we host an event where we interview multiple candidates back-to-back in quick succession.
So, why do we run these ‘speed dating’ events? Because a CV doesn’t give you a full picture of a person. Words on a page are just that. These sessions help us get a better sense of the individual, whether they might be a good fit for the business – and they give candidates a chance to let their personality shine through.
That said, not everyone hits the mark. These weren’t bad interviews by any means, but the candidates who advanced had a few key strengths in their locker. Here’s what they brought to the table.
SEO for news is more than just keywords in headlines
I mentioned in every interview that we don’t expect every applicant to be an SEO whizz, but it became repetitive hearing “keywords in headlines” as the only answer when discussing SEO basics.
Sports publishing has evolved dramatically, and SEO is no longer just a nice-to-have skill – it’s essential.
Yes, universities could do more to teach SEO practices. But since they often don’t, we strongly encourage doing some independent research on the topic.
Barry Adams is the best teacher I can think of in this area. His practices have taught me much of what I know. I highly recommend checking out his blog – especially his article on how to best optimise an article. Candidates who even referenced a few of these techniques usually progressed to the next stage.
Know the role
I always ask: “Where do you want to go in your career?” If the response is “travel the world” or “work in TV,” it makes us reconsider hiring for a remote writing role.
It’s a good sign when your goals align with ours. We don’t expect anyone to lie – but do take a moment to think about what we might be looking for.
It also helps to know a bit about the company. Mentioning GRV’s brands or showing genuine interest in our values goes a long way and adds a nice personal touch.
Tell me exactly what you’ll bring
This was a deciding factor for many candidates. We’re looking for people who bring something new to the team or who clearly understand the role.
I always ask a question about a matchday/gameday shift. Tell me how you’ll attack the shift head-on, and what kind of content you’ll produce, plus how you’ll execute it. Be confident and tell me how you’ll deliver results.
This ties into knowing the role – but also, don’t just list everything you’ve done in sports journalism. Tell me what you’ve done from a writing perspective. You only get a few minutes – don’t spend them talking about your university video project!
Experience isn’t everything, but first impressions count
Experience isn’t everything. SEO can be taught – this is one of the reasons The Writer Lab exists – but those first few minutes of the interview really matter. Show us your best self right away.
Some candidates who advanced were fresh out of university or had limited writing experience. What made them stand out was their attitude, drive, and willingness to succeed. That personal spark matters so much more than any grade on a CV.
If you were someone who took part in the recent event and missed out, please don’t be disheartened – we met over 30 candidates, and only the most outstanding progressed.
But next time, keep these points in mind – and I genuinely believe the outcome could be very different.