They may look the same, but they are very different.

Content writing and copywriting are close enough, but they are not the same. Every time I get a copywriting opportunity, I have to explain this in detail to the hiring manager. Can I do both? Of course, I can because I have a flair for words. But I prefer content writing because that's what I've been doing since 2008, and that's what I enjoy doing. Based on my knowledge and experience, let me explain why they are different. 

The purpose is the main difference. As a copywriter, you can use your copy to influence your audience and ensure leads and sales. As a content writer, you can use your content to inform, instruct, educate, and entertain your audience. You can use content writing to create engagement and brand loyalty, and you can use your clean, concise, and engaging copy for exciting product descriptions, compelling calls to action, and attractive promotional offers.

I agree that more brand loyalty and engagement may help you increase conversions and sales. But copywriting is where you write advertorial content to persuade readers to take actions related to a business's sales process, including eliciting a direct response or driving conversions and sales. In other words, both go hand in hand, but they are different.

Let's look at content marketing. A content writer creates content, and a content marketer's responsibility includes planning, creating, publishing, and promoting content that attracts prospects and converts onto customers. They create KPIs that measure content success and calculate ROI. In other words, when I write content, I execute a content marketing idea. As a content writer, I help drive organic traffic, and a copywriter can turn that traffic into leads. 

Then who are content strategists? Strategists define:

what/how the content should be,

the priority audience

the goals

the purpose, 

the vision, and 

the direction.

Strategists also make plans to ensure the long-term value of the content.

Let me conclude - not all forms of content creation are the same. Organizations and hiring managers should learn the nuances that distinguish each form of writing. Don't you think so?

The most awkward interview question

What is the most awkward question you have to answer during a job interview? I will tell you about the question I am uncomfortable answering:  “What is your expected salary?” I always push this conversation until the last phase of every interview until I have shown my skills, worth, and accomplishments. I always answer honestly, based on my skills and the value I would bring to the role. Still, it makes me uncomfortable. Because if things go sideways, it will cost me a good job offer.

I will tell you why the question is awkward and how I reply if I have to answer this question. Before that, let me explain why the question is awkward and tricky.

If I lowball the figure to get a job, I will leave well-deserved cash on the table. If I give a high number, the employer will not consider me. 

Even if I learn all the market and salary trends, the employer will have a budget in mind, and hence, all my research findings will be of no use because I will get the job only if my expectation aligns with the budget set for the position. If I try giving a salary range, most employers insist I give a definite answer. So, that option also goes out of the window.

Why do I have to answer the question? If the employer intends to find out if I know my worth well, it is a lose-lose situation - I know my worth, but what good does that do to the employer or me if there is a budget already set for the position? And if the effort is to gauge my professionalism, I believe there are better ways of doing it than asking about the expected salary. 

So, I kept thinking about the possible ways to reply without hurting my chances of landing the right job. I found a reply. Do you know what it is? Just flip the question! I subtly turn the question around and ask the employer about the salary range set for the position. I reply politely and deftly and let the employer divulge the salary range. This method may not work in all instances - it is not a sure-shot way. For me, it works in most instances, and when it does, I always thank the employer for disclosing the salary range. And if the budget is is a little less than my expectation, I evaluate all the non-salary benefits before arriving at a decision. 

I will tell you about the non-salary benefits I look at while considering a job offer. They include a healthy working ambiance, career progression, job security, flexibility, insurance, and health and well-being programs. If the non-salary benefits are worth losing a little money from the CTC, the job opportunity is worth considering. Do you agree?