Category Archives: Industry News & Events

Write-ups of conferences and events that have been happening around the Industry.

Why a diverse workforce can pay dividends

Creating a more diverse workforce should not just be seen as something to improve a company’s reputation or just used as a box ticking exercise, it should be recognised for something that will give you a competitive advantage and therefore ultimately increase success and profits.

Creating a team with different backgrounds and characteristics will enable you to challenge your thoughts and look at things from different perspectives, which in turn increases your creativity.

Research by Josh Bersin shows that companies who are the most inclusive are, amongst other benefits, 1.8 times more likely to be ‘change-ready’ which in today’s market is certainly a crucial skill to harness.

It is well documented that Publishing is an industry that has struggled with diversity and its ability or willingness to publish books that can appeal to and reach multiple audiences and although obviously not the complete answer, rethinking hiring practices has to be a starting point. As the recent well publicised academic study on diversity in trade fiction and the publishing industry Rethinking ‘Diversity’ in Publishing suggests ‘hiring more people who belong to marginalised communities will benefit publishers strongly in terms of helping them tap into new audiences – but only if they are given the resources and freedom to do this work’.  It goes on to say ‘while it is tempting to hire the person who fits in with the ‘culture’ of a publishing house, hiring people who do not fit the typical mould might in fact reap the biggest rewards if they are given the freedom and space to express themselves’.

As an agency and partner in our client’s recruitment, we take this responsibility seriously and do everything possible to facilitate the broadest possible reach and range of potential talent to offer them. To help combat ‘unconscious bias’, we can offer more standardised CVs which can include:

  • Removing candidate’s names
  • Removing university names
  • Removing current or previous employer details

We work with our clients to continually challenge our perceptions and some clients are asking us to specifically include a certain range of candidates where at all possible ie at least 1 female candidate, at least 1 male candidate (for roles such as editorial that have traditionally attracted mostly females) and at least 1 BAME candidate.  Where this is not possible, we are able to show that we have been fully inclusive with our searching and advertising criteria.  More and more clients are also opening their selection criteria to candidates outside of publishing, where this is possible.

As an agency, we encourage transparency when advertising new opportunities, particularly with salaries, as keeping salaries secret can increase discrimination. A candidate could be chosen simply because they are able or willing to accept a lower salary. To attract the right candidates to a company we need to look not only at their relevant ‘hard skills’ but also whether they are aligned to the company’s values and priorities. Transparency at an early stage, both with salaries and company culture, not only builds trust but also wastes less time. Even if we are not able to advertise the salary, we only approach candidates that we think are in the right bracket and do not put any candidates forward without them being aware of what the salary and other benefits are likely to be. We do not only look at the candidate’s current salary to determine whether they are a fit for the role, we look at whether they are qualified for the role, regardless of their current salary.

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Helping candidates get a ‘foot in the door’

We know that many people are currently worried about their job prospects and as an employment agency we are keen to help in any way we can.  We are particularly concerned for those trying to enter the job market for the first time and have invited our publisher clients to promote any graduate schemes, paid internships or work experience through us (free of any charge). 

Details of publishing internships / publishing work experience / publishing graduate schemes will be posted here on our blog, promoted on our social media and shared with our registered job seekers.

If you’re a publisher or company in the publishing industry or supply chain, please get in touch with Claire Law at clairelaw@atwoodtate.co.uk

If you’d like more info on getting into publishing, we’ve got a blog post with lots more info: Work Experience & Entry Level Resources


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Carry on Reading…

With bookshops now starting to reopen, we hope that this is going to be a much needed boost for us all. With evidence showing that reading books has surged in lockdown we are all hoping that this trend will continue and now that people are able to visit bookshops, translate into further increased sales.

According to Nielsen Book’s research, 41% of people said they were reading more books during this period and many have almost doubled the hours they have spent reading per week. There have been stories from parents that have been delighted to see their teenage children grow back in love with reading. Hopefully this trend will continue and those that have found a new love of books will keep on benefitting.

For those of us that are struggling to read during these unsettling times, it is worth persevering. Try reading something lighter than you would usually choose if you are finding it harder to concentrate. It is well documented that reading can have many health benefits including reducing stress levels, lowering our blood pressure and helping combat depression. It can also improve our memory and empathy and generally make us feel more positive. This is in addition to the more obvious benefits of increasing our knowledge and challenging our imagination. In these current times the opportunity to have a ready form of entertainment with the opportunity to immerse ourselves in escapism seems even more welcome and valuable.

So whether you are finding that you read more or less during lockdown – the message is clear – support your well-being and our industry by carrying on reading!

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BIC Breakfast: Towards a Greener Book Industry

In the UK we are becoming increasingly concerned about climate change and more and more of us are thinking about how we might take some responsibility for making our world greener. I attended the BIC (Book Industry Communication) Breakfast to hear about what’s happening in the publishing industry.

Carnstone’s Book Chain Project speakers outlined how they’ve been working with 28 publishers to review issues in the supply chain. There are 3 main areas they’ve looked at:

Labour & Environment

Labour standards and work conditions at printers need to be regularly assessed. There is the issue of modern slavery particularly in the Far East and the onus is on publishers to monitor this.

Chemical Safety & Materials

There’s a lot that publishers can do to in terms of materials choices. However, it’s not as simple as stopping using glitter as children’s publishers need to supply the demands of the market (and it turns out biodegradable glitter really isn’t?!)

Forest Sourcing

Publishers can look at using sustainable wood for pulp eg buy from mills that source wood from plantations in place of supporting deforestation.

Neil Springall, Head of Operaions, Penguin Random House Distribution clearly feels we all have a moral duty to start making changes and drove a plan to focus on a reduction of plastic use at PRH. He had some great quotes including: “The greatest threat to our planet is the belief that someone else will save it.” Robert Swan

Incredibly over 40% of all global plastic usage is in packaging. Publishers mainly use plastic for shrink wrapping and carton filling to protect books.

After only a few months, PRH have already achieved a 47% reduction and are aiming for 75% soon.

One major change has been a move to ‘multi use pallet lids’ – these are an expensive product but save both on huge amounts of shrink wrap and labour time. They now employ 4 people full-time to shred all their cardboard which is then used as packaging material in place of plastic. Brilliant!


Another issue is reducing mileage for transporting books between printers, distribution centres and bookshops. This lead nicely onto the final speaker…

Dave Thompson of Publiship gave a round-up of shipping and gave some fascinating facts – did you know that:

  • 90% of world trade is moved by sea
  • Shipping containers were only introduced in the 1950s and widespread adoption from the ‘60s is the largest contributor to globalisation (and not the net!)

There have been improvements in engineering over recent years helping reduce emissions but container ships still emit enormous levels of Carbon Dioxide, Sulphur Dioxide and Nitrogen Dioxide (international shipping accounts for 2.1% of all CO2 emissions). Publishers need to get books from their printers to countries around the world and there are other options:

Clearly, shipping is the best option and ‘slow steaming’ (takes c. 1 week longer) saves huge amounts of fuel and emissions.

I also learnt about Ballast – ships take on huge amounts of water to stabilise as they use up fuel / when empty of their cargo. They load the ballast water in the source port then discharge at the destination port with issues that they’re potentially discharging polluted water and predatory sea creatures. Fortunately there are laws in place to help avoid this now. Thanks to Alaina-Marie Bassett of BIC for organizing such an interesting event. If you’d like to learn more about BIC see @BIC1UK and www.bic.org.uk



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Byte The Book on The Future of Culture and Storytelling

Byte The Book hosted an event in June 2019 at the Groucho Club “What Does The Future of Culture and Storytelling Look Like?” The panel, hosted by Tortoise’s Michael Kowalski included Alex Holmes of Mostly Lit, Ines Bachor from the Frankfurt Book Fair and Pan Macmillan’s Technology director, James Luscombe.

The panel agree that predicting the future can be incredibly hard and not many would have predicted the recent spurt in popularity of audiobooks and podcasts. Hopefully they’ve still not reached their peak and there will be lots more opportunities to engage with authors, interviews etc. The panel agreed people really like the authenticity of podcasts.

On thoughts for what new tech will be coming soon:

James has been playing around with a voice app but it’s really hard to control and is still too early for the available technology. 4G made downloading and accessing content much quicker and easier and it’ll be interesting to see what 5G will bring…

Ines talked about cutting-edge areas for storytelling methods. Innovative story telling is coming with immersive content and AI eg Springer brought out an AI textbook but there’s still the question of how to monetise these kind of products.

Alex mentioned what some of the audience agreed with – the future is scary (he referred to Black Mirror! And that we don’t know what’s going to happen next.

The panel agreed there’s a huge amount of stories and content out there, which means that the really good things can get drowned out. As well as great books, there’s so much extra marketing content too – everyone is a storyteller, with social media we’re now living in a storyfied world.

An interesting question from the audience was to see how many people use Siri etc with only 25% of the room currently engaging. So we all love reading but it might be a while before we ask them for a bedtime story!

https://bytethebook.com/

#bytethebook

https://bytethebook.com/report of the event and pics

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Publishing for Animators and Video Editors


Last week we went to the Inside Bloomsbury: Publishing for Animators and Video Editors event and we had a great time! We even got to view the video created for the 20th anniversary of Harry Potter and The Philosopher’s Stone!

On the panel was Head of Digital Marketing Trâm-Anh Doan, Anthony and Jason from Robot Ninja and chaired by Senior Marketing Manager Rachel Wilkie.

The panel discussed the campaign for the 20th anniversary, why they chose Robot Ninja to be the animators, how they worked together and why it was so successful.

The Campaign

Trâm-Anh told the audience that the aim of the campaign was to bring back the feeling of nostalgia and make people feel emotional again. The team decided that the best way to do this was through animation by bringing back the focus to the words and the books. They used social media for fans to send their favourite Harry Potter quotes that are used in the video.

Why Robot Ninja?

When deciding who to hire as the animators, Robot Ninja shone! Robot Ninja opened their pitch with puns and GIFs to show that they are fans and want to be a part of the franchise. They added more creativity to the brief with 20 memorable moments that people could share as GIFs.  

What were the next steps?

Storyboards and google sheets were created and fans were asked for their favourite moments. Trâm-Anh is used to seeing designs in a finished format, when being shown unfinished proposals and storyboards with lines and sketches the panel laughed at her `what is that?’ responses.

Robot Ninja worked with existing illustrations by Jim Kay. Working with existing artwork did take some time and Photoshop was often used. They wanted to bring out words individually and move away from faces, how else to represent Dumbledore? His cloak!

When creating the sound Anthony and Jason thought back to the times they sat in the office making funny noises into the microphone. They did not like Trâm-Anh’s choice of music; instead, they went with a slower track to allow for the up and down emotions in the video to breathe.

How to make everyone watch it?

Franchise partners shared the video; they were set up to post when it was released. Facebook featured the video on their creative hub. The video was posted at 8am in the morning, for people to be able to watch on their commute. By 10am, the video had 1 million views, which then reached 11 million!

Loop able GIFs were released throughout the year to keep engagement levels up. The aim was to make each moment interesting on its own and be able to loop it repeatedly.

It is important to remember that a video could have one life, but this life can be extended!

Beyond Harry Potter

Animation is an amazing way to highlight a great cover. It is a great moment for the author to be able to share something that is not just static and not just text focused.

A cover reveal that is not just static makes a statement on social media, especially because video performs so well on social media.

Something as simple as animating text can perform really well.

Bloomsbury Modern Classics, a list of 10 books, the covers of each designed by a different artist have been animated to bring new life to iconic covers.

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Who are Jessica Kingsley Publishers?

We had a fantastic evening at the Book Machine: Meets Jessica Kingsley Publishers event yesterday! It was great to hear from the panel on how JKP works, how they develop their list, how they market to their audience and what makes them different from other publishers.

JKP made its name through publishing specialist literature on autism. As awareness grew, their list grew and they are now market leaders. JKP identify niche markets and identify the needs of a specific group of people.

Here we have summarised what each of the speakers had to say about their role within JKP.

Lisa Clark – Editorial Director

Lisa has been at JKP since 2007.

JKP published their first book on autism in 2006. The list now comprises of 650 books from picture books for children to parenting memoirs and is an internationally recognised list.  

How does JKP maintain and develop an established list? It is important that they stay ahead of the curve and maintain creativity. It is key for editors to stay in touch with the community by meeting people constantly, attending events and being present online. Editors do this by tuning in to the debates on twitter so they can identify emerging topics. This network brings authors to JKP.

JKP champions strength and difference. Editors identify sensitivity to readership, to language for example, so that they can maintain strong relationships with communities. Lisa says that this sensitivity is what makes JKP stand out compared to other publishers who dabble in and out of these markets.

They champion autistic thinking and provide support for the challenges. 8/10 of top e-books last year were from the autism list and they are now looking to create more digital content.

What drew Lisa to JKP? Lisa fell into her role but cannot imagine herself leaving, after being at JKP for 12 years.

Andrew James, Senior Commissioning Editor

Andrew manages the gender and diversity list. The list has filled gaps in the market and now successfully dominates it. This year JKP will publish their first book on the overlap between autism and transgender people. Andrew says that other publishers might see some topics as too niche but for JKP they are a goldmine!

To build a list takes a lot of research; editors cannot go in blind, instead they need to understand the language and terminology, issues faced by communities and current debates. They also look at how other publishers have approached the topic, what they did wrong and what they did right.

JKP publishes in a vertical way; they publish resources for children, teens and adults. This means that they have left no opportunity for other publishers to muscle in on their market.

Andrew says that the authors are the experts! The authors know what the market wants. JKP does not work with agents instead they commission from inside the community.

The challenge is to stay ahead of the pack and identify new audiences to reach out to. JKP avoids trends and has moved away from memoirs and introductory books.

Andrew also stays on top of what is new on social media, what is being written about on blogs. YouTube is also a platform for people to share and speak about their experiences.

What drew Andrew to JKP? Andrew used to work in academic publishing but he got sick of monographs. Andrew loves that in the morning he can be working on a children’s book and in the afternoon he can be working on a professional book. Andrew is also passionate about LGBT rights.

Sarah Plows – Marketing Manager

The marketing team is made up of 6 marketing executives who each have responsibility for a certain list and market towards a certain group.

The marketing team immerse themselves in the needs and concerns of their customers. They do this by communicating at every point through email, conferences, over the phone and by reading specialist press and twitter. This allows the team to be aware of sensitivities.

Their long-term strategy for the niche market is to build their mailing list (230,000 contacts) of already engaged customers who have made a commitment to the brand. They can then use email marketing to target these contacts.

Content marketing is also important; the blog has 200,000 hits a year. The team ensures the content is as discoverable as possible, for example by framing headings as questions that people may use in google searches.

The marketing team also leverage their author relationships and connections. Their authors may have links to professional organisations, some authors work for NGO’s.

What drew Sarah to JKP? Sarah loves that JKP has a wide remit to be innovative and take risks. Publishing a diverse range for a diverse audience and meeting audience needs is rewarding for Sarah.

Lily Bowden – Senior Publicity and Marketing Executive

Lily says that autism, gender and mental health currently have the most publicity appeal. 

“Own voices” is a buzz term at the moment with authors sharing their own experiences. It is important for Lily to put the author’s voice at the forefront of her pitches and to find something relatable within own voices stories.

Lily treats her authors as a fount of knowledge, they are the experts and the best people to learn from and talk to. This not only generates trust with the authors that their story will be told in the right way but also gives Lily confidence to pitch their story.

Lily has learned that it is ok to miss the big opportunities. It can feel counter intuitive to miss publicity opportunities but it is her job to make sure they are the right fit for her authors. A learning experience was with 2 authors, 1 who was transgender and both on the autism spectrum who were invited to the ITV show This Morning, it was an uncomfortable and awkward interview.

Lily finds allies in the media, for example journalists and publications sensitive to the cause or already producing content about current issues. This means that stories will not be twisted to fit a house style, but instead their profile will be raised organically because journalists are on board and supporting the authors.

What drew Lily to JKP? Lily loves the variety and being able to work on books that teach you something. Lily hopes she has been made a better and more liberal person.

Pippa Adams – Special Sales and Rights Assistant

Sales for niche publishers differs in that they do a lot of work with NGOs and support groups rather than to the big supermarkets and retailers. JKP builds and maintains relationships with specialist booksellers and suppliers.

JKP’s books are stocked by specialist retailers who are in close contact with the communities they work with. The booksellers may not be huge but it is important to build strong relationships with them so that their books reach communities that these booksellers engage with every day.

Pippa also builds relationships with academic professionals and library suppliers.

Pippa uses her authors as a resource. For example, an author may head up an organisation that could present an opportunity for book sales. Local authority and government spending can be opaque in terms of how the money is being spent, however authors may have contacts, which allows Pippa to spot trends.

With regards to translation rights, the back list is very important. As different countries become more aware, there are spikes of interest. For example, recently this has been the case in Russia with autism. As knowledge grows and spreads, opportunities come organically.

What drew Pippa to JKP? Pippa previously worked in educational publishing in the Middle East and became aware of JKP as her younger brother has autism. When the opportunity to work in the UK and when JKP were looking she jumped at the chance. From a rights and sales perspective, she enjoys knowing that she is spreading something good and not just books.

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How to be Productive: 6 tips to maximise productivity in high-frequency publishing

Last week we went to the PPA event 6 Pro Tips to Maximise Productivity for high frequency publishers. A lot of information and advice was given and we learned a lot! Here we have summarised the big takeaways for you.

6 pro-tips:   

  1. Break tasks down into smaller chunks of work
  2. Time-Boxing
  3. Removing Repetition
  4. Automation in all areas of pure process
  5. Talk about email habits and practices
  6. Leave work on time

Here we dig a little deeper into these tips by summarising what the main speakers had to say and discuss the relationship between technological and cultural productivity.

Simon Weare – PCS Development Officer

                   Estimate all the things little and often

Simon defined productive as the most relevant and valuable thing that you should be doing right now. `Best resource we have is our mind and our time.’

Simon is an advocate of technological productivity. He says we need to use a module/software that embraces change and allows for organisational visibility. There should be no hidden activity, all effort and work should be demonstrated and shown. The system should manage productivity in a way that is visible to everyone; everyone should be able to see what each other is working on and what stage it is at.

Within this system there should be mechanisms to evaluate priorities, frameworks and estimates to assist in understanding the activity and review these frequently.

Resistance to change is a productivity killer and can slow down the progress of your team. To be productive we have to adapt to change and manage it. To do this we have to allow and allocate for the scope to change, this means you won’t disappoint by not delivering but will adapt when the deadline changes or progresses.

Simon says: `if you aren’t measuring it, you aren’t managing it’.

Rich Mansell – PCS Solutions Manager

Rich is also an advocate of technological productivity. Rich says we live in a time critical environment and we need to think productive in terms of software.

We need to reduce the number of systems in place and instead have just one that can distribute content to all places. Including software that sends content out to the web.

We need to think in terms of how software can aid and store content. Most companies have a large amount of folders, we need to remove this inefficiency so that we can locate content more quickly without manual intervention.

This will improve staff morale by reducing clicks and tasks. Templates will also help in removing this repetition of work.

4 key areas when choosing any system are: partnership approach, analyse the current workflow, design the bespoke workflow and learn from past experiences.

Hayley Watts – Productivity Ninja

Hayley is an advocate of cultural productivity. When are you the most focused? When do you procrastinate? Hayley says we need to manage our attention energy and pinpoint our most productive hours in our working day and do the most important things then. Right activity, right time.

Making lists is one of Hayley’s tips; they help in knowing what to do when your energy and focus is at a lower level. It helps to also have a done list to keep track but don’t dwell on what you have not done. Instead focus on what is going to make the most impact and put your energy into that.

Another one of Hayley’s tips is to make your emails work for you. Which emails do you want to be copied into? Communicate your preferences of what will work for you to your team.

It is important to protect your productivity levels. We are more likely to make mistakes when stressed, tired, multitasking or overloading. This will result in decision fatigue. Rather than carrying on it is more beneficial to take a break and come back with a clear head. In your break do activities that increase your energy levels; go for a run, do some reading, or socialise. Find what works for you.

It is important to communicate your own deadlines `I’ll be free at 1, I have to do this task at the moment’. This will protect your hours without impacting your team.

Be calm, ruthless, weapon savy and human not superhero – Hayley’s definition of a productivity ninja.

There is a marriage between technology and culture; simplifying is the key. We need to manage our focus and energy whilst being able to digest content and integrate systems. Dealing with change by being flexible and open is also key to being productive. It is important to recognise that not all employees are going to be open to change but by working and going on a journey together change is positive.

Think Productive – Getting your inbox back to zero course

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Flexible working: Does it work for employee and employer?

We had a fantastic response to our blog competition and we do aim to answer all of your brilliant questions!

The team decided that ‘Flexible working: Does it work for employee and employer?’ should be the first question we address as it’s very much a hot topic and the question of flexible working is often raised by our candidates when considering a role.

We have researched this topic by asking our clients their company’s stance on flexible working, what policies they have or what is in their pipeline for the future.

Types of flexible working you might consider:

  • Part-time
  • Term-time
  • Job-sharing
  • Flexitime
  • Compressed hours
  • Working from home on a regular basis

Our clients have noticed a shift from flexible working being more focused on hours e.g. flexible starts and finishes to now moving onto location.

Does it work for employee?

We all dread that rush hour commute and we all wish we could have been home for that boiler repair, right? The opportunity to avoid commuting (even once a month!) and make that all important appointment is a huge stress reliever.

Flexible working and the trust that comes with it from our employers gives employees a positive feeling and a sense of autonomy, encouraging a positive attitude towards their work.

An office atmosphere is great! However, if a member of staff has a lot on and needs to focus, this atmosphere can sometimes be a distraction. Allowing an employee the option of working from home can be beneficial as they can work without distractions.

Some employees don’t enjoy working from home, instead they miss that social interaction and that is fair enough!

It goes without saying that for employees with children or family commitments, flexible working is extremely beneficial.

Does it work for employer?

Our clients recognise that allowing employees to work from home, is a trust exercise and employees have reacted positively to this. In particular millennials are expecting a more flexible work environment and companies need to respond to a changing workforce.

For expanding or small companies, flexible working is also a positive because it allows for a better working environment in terms of space. Small offices can be quite cramped and stuffy, by employees taking it in turn with their flexible working allows for a much more comfortable working environment in the office.

A concern our clients acknowledged was centred on creativity. People often work best when they can bounce off each other and discuss ideas and their concerns in person. So there is a need for people to be present for meetings and to maintain communication between teams.

However, with most people having access to good wifi, it’s possible to have meetings from remote locations using Skype / Google hangout etc – once everyone gets the hang of it this works fine!

Does it work for employee and employer? YES!

The response from our clients was overall positive and flexible working has become part of company consciousness and improving working standards.

For some clients their flexible working policies are already in place with employees working one day a week from home (with successful completion of probation period in mind) for others the policies have started with some improvements to go.

If flexible working does not have a negative effect on the working standards then why not!

Further Reading:

https://www.cipd.co.uk/knowledge/fundamentals/relations/flexible-working/factsheet (You can register and get full details)

https://www.rec.uk.com/news-and-policy/policy-and-campaigns/ongoing-campaigns?a=154804

https://www.publishers.org.uk/activities/inclusivity/inclusivity-action-plan/

https://www.theguardian.com/commentisfree/2019/apr/16/flexible-work-parents-child-free-control

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Marketing in book publishing

BytetheBook hosted a particularly good event called ‘How Do you Market Authors and their Books?’

Introduced by Justine Solomons and chaired by Hermione Ireland (Marketing Director at Little Brown Book Group @hermioneireland) the evening covered a really good range of questions for both authors and those working in marketing in publishing.

They had a range of experts including Julia Silk (Literary Agent at Kingsford and Campbell @juliasreading), Truda Spruyt (Director of PR agency Colman Getty @TrudaSpruyt) and Kit Caless (Author and Publisher at Influx Press @KitCaless) to ensure we heard all sides of the story!

Take aways

  • It’s important to market yourself (or your author) not just your product. You need to creative and authentic.
  • It’s vital to be resilient (perhaps more in publicity) where you get lots of no’s before you get yes’s.
  • There was a split on the importance of social media with Kit saying it depends if the author is confident to do. Similarly events can work well if the author is behind it and has connections.
  • Partnerships also work well if the author has a strong back story and connections.
  • Everyone agreed it’s vital to get a marketing plan together at a very early stage – 3-6 months ahead of publication date and you either need time to do marketing yourself or money to pay someone to do it for you!
  • Publishers should put together a detailed marketing plan for you with a budget that generally reflects the size of the advance.
  • For self-published authors, be creative (Kit sends 2-300 advance copies with a hand-written note out to all the indie booksellers which generates strong advance orders).
  • Metadata is vital to get right. There are various codes and key words that can be used and manipulated to gain visibility. In big publishers there are tech people doing this but you can put your book in several niche sub categories to reach a wider audience. You might be number 1 in a niche!
  • Facebook advertising can be used effectively especially for genre publishing. And try Facebook Live which is free.
  • Authors should think about their readers/audience as the book will need to go through a long selling chain if published by a publisher (Agent – Editor – Sales – Marketing etc) and they’ll all be asking – who will be interested in buying this book?

Thanks to the panel and Justine, founder of @BytetheBook and look forward to the next event!

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