I've been saying it for years and no one believed me. Times are finally catching up and while at recent conferences for both TV and radio, the number one issue being shared by broadcasters was finding quality salespeople. I assure you, without drastic changes it will continue to be difficult to hire your future superstars, and not just in small markets.
With summer over and budget time approaching, do you have a game plan on how to locate and hire new sellers? It may not be top of mind to many, but it should be. A continual issue these days is the ability to find quality sellers when a station has an opening.
We are constantly hearing from stations in both small and large markets how much difficulty they are having with hiring quality sellers. To help us better understand their issues, we have been conducting numerous calls to companies both inside and outside of radio, across all market sizes, to find out if they too are experiencing issues.
Let’s face it, there is no kind way to let someone go, but there are definitely some wrong ways to go about letting go of staff, especially when you need to make changes with key people at the company. And, you may not think it does, but firing people incorrectly can hurt future recruitment at your company.
Did you hear the one about the radio manager who hired a seasoned media sales rep and put him on the streets the first week? The new seller was told to go out and "make it happen" in the next 90 days. At that point, they would convert the new seller to 100 percent commission, with no additional guarantee. With his experience and contacts, he would be a great addition to the staff and should easily earn what he did in his past job.
When I was a radio sales manager, I continually was called and asked for an interview from someone wanting to be in radio sales. When I saw someone I liked, I kept their file and touched base with them once in a while so that when I had an opportunity I knew who I was calling in to put through the hiring paces. I usually had quite a few candidates from which to choose.
We all know how much toll and lost investment turnover creates, especially when a key person that leaves. It's also costly when an employee gets sick and cannot perform. Reports indicate that unscheduled employee absenteeism costs an average of $755 per employee per year.” It's important that our employees are kept fit both physically and mentally to be on top of their game. Here are several ideas to accomplish that.
With the end of the year quickly approaching, it is often a time to review, reflect and think about what can be done differently in 2012 to help your company increase revenue and in turn increase profitability. The first thing that comes to many of our minds is that we need to improve ratings and/or sell more! However, there are other areas that may need some ‘massaging’ as well! To run an efficient and effective operation and to increase profits means we need to do more upfront work and strategic planning.
If you now find yourself on the beach and it was not of your choosing, first and foremost, understand why it happened. Was it something in your control or not? If you were surprised and didn’t see it coming, ask for an exit interview to find out what went wrong, what you could have done differently and ask for constructive criticism.