How to hire a media center specialist

How to hire a media center specialist, step by step

Here's a step-by-step media center specialist hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a media center specialist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new media center specialist
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a media center specialist, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a media center specialist to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a media center specialist that fits the bill.

   Here's a comparison of media center specialist salaries for various roles:

   Type of Media Center Specialist	Description	Hourly rate
   Media Center Specialist	Public relations specialists create and maintain a favorable public image for the organization they represent. They design media releases to shape public perception of their organization and to increase awareness of its work and goals.	$12-21
   Public Relations	Public relations is a strategic way of developing and maintaining a client's or company's public image through media coverage, appearances, and press releases by designing and developing events to raise funds or to spread awareness to the public regarding products, brands, or individuals. It involves research and evaluation of programs including financial, marketing, employee, or government relations using topics of public interest and news items... Show more	$15-34
   Communications Coordinator	A communications coordinator is responsible for overseeing the communications department's operations, developing the brand image, and monitoring press releases, company articles, and other related marketing materials for business promotion and visibility. Communications coordinators actively interact with existing and potential clients, negotiate contracts, and build profitable partnerships... Show more	$16-30

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Computer Lab
   • Library Materials
   • RAN

   Responsibilities:

   • Participate in brainstorming sessions, proofread and edit marketing materials, manage magazine inventory.
   • Configure and maintain PCs and A/V equipment throughout the educational facility.
   • Formulate templates for faculty to make posters and PowerPoint presentations.
   • Collaborate with teachers, administration and technology support to troubleshoot ongoing problems and foster a highly productive and efficient learning environment.
   • Participate in brainstorming sessions, proofread and edit marketing materials, manage magazine inventory.

3. Make a budget

   Including a salary range in your media center specialist job description is one of the best ways to attract top talent. A media center specialist can vary based on:

   • Location. For example, media center specialists' average salary in mississippi is 46% less than in new jersey.
   • Seniority. Entry-level media center specialists 44% less than senior-level media center specialists.
   • Certifications. A media center specialist with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a media center specialist's salary.

   Average media center specialist salary

   $16.42hourly

   $34,162 yearly

   ---

   Entry-level media center specialist salary

   $25,000 yearly salary

   Updated January 31, 2026

4. Writing a media center specialist job description

   A media center specialist job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a media center specialist job description:

   Media center specialist job description example

   NOTE:
   
   + This is an on-call position which requires flexible availability with a minimum of 2 days of availability needed each week.
   
   + Notification of scheduling could be up to 48 hours in advance.
   
   + Number of hours received per week can vary from 0-40 depending on the season and project. Shifts can be between 8-10 hours in length.
   
   JOB SUMMARY: The UPR Consumer Insights Team-Media Center conducts research among guests in an effort to learn more about them, understand their attitudes/preferences, and gauge satisfaction with their NBC, Universal, and Comcast experiences. Research mediums employed inside the Universal Orlando footprint include the use of traditional methods (survey research, dial tests, focus groups, and one-on-one interviews), as well as innovative and state-of-the-art eye tracking, galvanized skin response (GSR), facial coding and biometric research. The Media Center Research Specialist at the NBCU Media Center is responsible for recruiting respondents; and executing administrative, clerical and technical assignments in support of research conducted at the facility.
   
   Pay Rate: $16.75 per hour
   
   MAJOR RESPONSIBILITIES:
   
   + Intercepts qualifies and conducts surveys with park guests using standardized recruiting and interviewing techniques including the ability to determine eligibility for survey based on screening qualifications. Recruits for focus group participation as needed. Proficient written, verbal, and active listening communication skills including the ability to assist guests while remaining on task for recruiting needs.
   
   + Responsible for consistent, reliable data collection according to study procedures while demonstrating good time management, organizational skills, and multi-tasking in order to meet daily survey quotas. Ability to walk or stand for extended periods of time as well as adjust to surrounding environment including all encountered outdoor weather conditions.
   
   + Guides respondents to the appropriate testing room and machine. Assigns respondents into different machines or sessions, using various types of software for different study formats (i.e., dial testing, biometrics, focus groups, in-depth interviews, etc.). Ensures a positive guest service experience, attends to technical and guest issues, and ensures that all customer-specific and research standards are followed throughout the completion of every session/study.
   
   + Receptionist and front desk responsibilities include greeting incoming respondents, confirming and processing respondent check-ins and logging into spreadsheets or testing software. Other general receptionist related duties may be required such as welcoming park guests, Media Center guests and corporate visitors. Follows proper room preparation before and after each study, following opening and closing procedures, according to specific study formats. Machines require cleaning and setup in between all sessions, ensuring the previous session was properly completed and the machine is ready for the next session.
   
   + Dispenses appropriate study incentives to respondents after completed sessions and completing incentive reports.
   
   + Understands and actively participates in Environmental, Health & Safety responsibilities by following established UO policy, procedures, training and team member involvement activities.
   
   + Performs other duties as assigned.
   
   EDUCATION: High school degree or GED is required.
   
   EXPERIENCE:
   
   + 1+ years clerical, administrative, technical, customer service, data entry, computer experience preferred.
   
   + Market research experience a plus; or equivalent combination of education and experience.
   
   ADDITIONAL INFORMATION: Additional qualifications for this role include:
   
   + Must be capable of understanding the goal and purpose of a research project
   
   + Able to read and interpret survey questionnaires, methodologies, and procedure manuals
   
   + Strong problem solving skills and attention to detail
   
   + Ability to thrive in stressful situations while remaining calm and patient
   
   + Ability to multi-task in a fast paced environment and change direction quickly
   
   + Ability to work independently as well as function in a team atmosphere
   
   + Spanish language skills a plus
   
   + Must have basic computer literacy and data entry accuracy
   
   + Flexible scheduling including being called in to work with 48-hour notice
   
   Universal is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at Universal Orlando via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from Universal Orlando HR/Recruitment will be deemed the sole property of Universal Orlando. No fee will be paid in the event the candidate is hired by Universal Orlando as a result of the referral or through other means.
   
   Universal Orlando Resort. Here you can.
   
   Universal Orlando is an equal opportunity employer. Universal elements and all related indicia TM & © 2022 Universal Studios. All rights reserved. EOE

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5. Post your job

   To find media center specialists for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any media center specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level media center specialists with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your media center specialist job on Zippia to find and attract quality media center specialist candidates.
   • Use niche websites such as pr news job board, pr council, prsa job center, hoojobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with media center specialist candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new media center specialist

   Once you've found the media center specialist candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new media center specialist. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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How much does it cost to hire a media center specialist?