Mostly, it requires companies to pay careful attention to how they come across in social media and on their own websites, thinking of them as promotional rather than just informational. Always keep in mind that as you are checking out potential hires they are checking out you.
Now is the time to make sure 2018 budgets include adequate resources for talent recruitment and retention. Here are eight areas to focus on to ensure your company is adequately equipped to meet the challenges ahead.
Stations are finding that recruiting local sales talent at both the staff and management levels is more difficult because of competition from digital media. They can still compete for the best sales talent, the experts, say, but they can’t just sit back and wait for people to reply to a job posting. This is Part I of a three-part series on the challenges facing broadcasters in finding the right people for the rights jobs. Tomorrow, in Part II: It used to be a given that news managers would readily move it if meant a bigger market and a larger paycheck. Not anymore. And, In Part III, on Thursday, the military may become an even bigger source of talent for station IT and engineering departments.
The days of 100% commission with a 90-day guarantee for new hires are long gone. To attract the best sellers, you must offer a compensation plan that offers more security — that is, a plan that includes longer guarantees so that the hire has more time to develop business. And you have to commit fully to training.
Don’t wait until your best account executive gives notice to look for a replacement. Scouting for the best sellers in your market should be a regular part of your job so you know where they are when you need them. And don’t limit yourself to account execs at other stations. Great sellers are everywhere, maybe even in the local high school.