With all businesses now forced to conduct business remotely, some are embracing employee flexibility as more than just a temporary solution. There are benefits to adopting flexible work schedules — flexibility, reduced turnover and lower expenses. With that, can come increased company loyalty. Offering this type of work-life balance can lead to increased productivity, even if the arrangement is part-time. Such offerings can also make the company an employer of choice, boosting both recruitment and retention.
The coronavirus has upended every aspect of the local television business, but it needn’t completely freeze hiring efforts.
TV managers weigh in on the difficulties of recruiting, especially when it comes to the most difficult job openings to fill in local TV — news producers, account executives and creative services writer/producers.
When it comes to local TV marketing and creative services, I can’t tell you how many times I get called by stations asking if I know of a writer/producer or a creative services director I can recommend. So based on my experiences as someone who’s hired quite a few people at the local TV level in marketing, and as someone who was a front-line writer/producer, creative services director and broadcast group VP of marketing, here are some thoughts about how stations should retain and recruit.