Expert insights. Personalized for you.
Are a high percentage of your sellers Boomers? If so, many may be looking to retire soon. Statistics show that 10,000 Boomers turn 65 every day until 2029. For many staffs this is going to mean that a complete turnover is necessary, which is extremely hard to do with the low unemployment that many industries are facing today. Don’t panic, there are solutions. MORE
As we now hit our ‘halfway’ month we are all in a much different situation than what we thought when we entered 2020. In our 27 years, this is not the first time we have seen the media business slow down, it is actually the 3rd time! What we know is that each time, business does pick up, companies still need a top-notch group of employees to help hit goals. At MSN, we have adopted a new ‘mantra’ RETHINK, RETOOL, RESPOND, REBUILD. MORE
With January almost done, you had better have a solid talent acquisition plan in place. I find it interesting that when I attend conferences or host webinars, the number one issue radio operators share is finding good, talented salespeople. This is a serious issue that won’t go away; as more Boomers start to retire, more positions will need to be filled. If you are still waiting to look for replacements when someone resigns, you are far behind in the process. Today, it is crucial to be proactive. MORE
Consider this, you are moving through the interview process with a potential seller who has passed the resume review, done great in the interviews and has a great personality. You are ready to move forward but have a nagging concern that they dress more casually than you normally see in your office. It happens. So how do you handle? First of all, review YOUR expectations on what clients will accept in a seller. What formats or types of programming do you represent? What is the market norm? MORE
Laurie Kahn has been helping media companies hire full-time employees since she founded Media Staffing Network in 1993. Given her broad and lengthy experience, I wanted to talk to her about the state of TV recruitment, how it has changed over the years and what advice she could offer to those TV companies that need staff and those candidates who are looking for opportunities. by Paul Greeley November 7, 2019 12:43 GMT. Laurie Kahn. MORE
It’s that time of the year when recent grads start reaching out looking for jobs. So, I would like to address two-fold = 1) tips for the recent grad and 2) ideas for employers on what will entice them to join your company. I will be brief, so for more detailed information, let us know and we can offer more in-depth advice. Tips for the recent graduate: · Your resume – while career services still encourage you to put your education on the top, it doesn’t go there. MORE
(By Laurie Kahn) We hear that finding solid sellers is a major challenge for almost all companies, especially in radio. We hear they can’t find people, that the right people don’t apply for the open positions that they are advertising, we hear that those who are the quality they need end up accepting jobs elsewhere. Why is this? For many companies, the real problem is lack of accountability for recruitment. MORE
Do you post jobs and wonder why you don’t get the ‘right’ candidates responding? Perhaps it’s time to review your message. With low unemployment and high competition to hire, it is important to sell your opportunity to potential job seekers. If you are promoting that you are “hiring sellers–if you have a strong work ethic, want to work hard, respond to this ad” you may get little to no response. MORE
(By Laurie Kahn ) It’s what we do every day, regardless of whether you are in sales or not. You are constantly negotiating, upselling products or services. You sell yourself in every interview and in presentations, reports, and research. When you meet someone special, you sell yourself as the ideal companion. So, why do I suggest not using it in recruitment marketing? This is a major issue with Millennials, but also with other generations as well. MORE
We often get calls from those wanting a new job asking if we can find one for them. We can sure help, but most of the work needs to come from them. As a recruiter, our fees are paid by employers who have specific job needs that need to be filled. It is very difficult to present someone who does not have the skills or expertise required for that particular job. However, being in a situation where you know you want to make a move, how can a recruiter help? MORE
NEWS ANNOUNCEMENT . Local Sales Recruitment Program Launches. LSR Online Learning Center. LSR Online Learning Center Provides an Affordable, Easy Way to Attract, Hire and Retain Top Talent . MORE
By Laurie Kahn. Special to RBR+TVBR. While many of us are unsure what the future holds, one thing is certain. For many Americans, they prefer to work from home. Many of the positions at a radio station have now proven to be able to work successfully on a remote basis—definitely those in sales, if the right tools, processes, and procedures are in place. In the past, many managers required sellers to be in the office at 7:30am and again at 5pm. MORE
Unemployment is at an all-time low. People aren’t aging as they have in the past, they are active, smart and still hungry. They have many skills that younger workers need to learn and have the drive and interest to learn from younger workers. Mature sellers often have years of contacts and they usually have strong work ethics. Keep in mind: 60 is the new 40. One time I had a broadcaster share a story; she had a 72-year-old man who wanted to sel l for her. She kept putting him off. MORE
The Spring 2020 edition of the Radio + Television Business Report magazine is officially available via PDF to all subscribers, and in it are the exclusive findings of a survey conducted by RBR+TVBR and Media Staffing Network. To learn how the 2020 TV Sales Compensation Study was produced, Laurie Kahn , CEO of Media Staffing Network, offered this behind-the-scenes look at how it gathered the eye-catching results. MORE
For years, owners and operators of radio stations have told me how they struggle to find sellers. Not only do they have a hard time attracting new sellers, but often, when there is a bite and a new hire is made, they don’t stick around long. Ouch, how frustrating — and time-consuming and sometimes a financial loss too. In this time of low unemployment, the lowest in five decades, it is hard to attract, hire, and retain sellers, and it isn’t going to get any easier. MORE
With unemployment at the lowest it has been in 50 years, finding qualified employees is getting more challenging. Companies must become more proactive to win in the war for talented hires. It is crucial to be more proactive not only to attract great people but to hire and retain them too! . Just as companies invest in research and training, it is important to include line items to cover the all-important talent acquisition items. Below are tips to be considered when building your budget. . MORE
A famous person once said, “ Good things come to those who wait.” ” Well, not when it comes to recruitment! Those who don’t have a recruitment strategy in place will end up hurting their companies in the long run. A recent study conducted by Bountyjobs.com shows that over 10,000 Boomers (those born between 1946 and 1964) will hit 65 and retire daily from now until 2029. MORE
With a new decade upon us, it’s a good time to reflect on how you, as an owner or manager, treat those who work for you. With unemployment low and competition to hire fierce, and challenges in attracting Millennial and Gen Z workers, culture is a major area that needs consideration. The younger generations are interested in working for companies that treat their employees well and with respect. MORE
This is always a loaded question when considering a job or career change. It is important when negotiating to know what you are worth and what the market will bear. While you may be earning a nice compensation at your current employer, it is important to understand whether it’s above or below the norm for that industry and your market. Here are some things to think about: If you are considering a job in a different market, it is essential to research the cost of living in that area. MORE
The summer is almost gone and we all wish COVID-19 was gone too. While these past months have been challenging, many of us have much to be thankful for, of which we sometimes need to be reminded. We know there will be a future, but may not yet have a handle on what it will look like. MORE
Last month we discussed how important it is to have a budget for Talent Acquisition. We promised tips to help you build a plan for your budget. We have included categories to consider to help make your planning easier. As always, please let us know of any questions you may have. Categories to help build a Talent Acquisition Budget: Manpower – who will oversee the program? Do you have someone internal or do you need an outside source or do you need to create a new position? Marketing. MORE
For those of you that are 50+, are you frustrated when looking for a job? Do hiring managers ignore you or stop returning your calls when they see your work history? Or are you a manager that feels anyone over 50 can’t sell or be on-air anymore? In media, we have a huge number of age 50+ employees. MORE
I am sure many of you are not aware of what this means! I didn’t. With unemployment so low, many companies are offering signing bonuses. While this may be new in media, it is not for other industries. With high competition to hire quality talent, we are seeing this come into play much more. Often this is a one time bonus paid on the employees first day of employment. It can be in cash or merchandise. MORE
What you paid last year is probably not going to be what it will cost you today or tomorrow. There is a big war for qualified talent going on and to get what you want, you will pay more. We often get calls from Human Resources or Market Managers wanting to hire a new sales manager. When we probe what the potential income is, we often find it drastically lower than the going compensation for similar jobs in similar size markets. MORE
Article on Radio Ink. Recently I was asked what radio can do to attract the younger workforce. Most companies are still grappling with how to attract and manage millennials, and now we are starting to learn more about the Gen Z generation — those born after 1995. There are a few broadcasters who have done an outstanding job of reaching out to the younger generations. MORE
Last week Radio Ink ran an article I wrote about opening parameters when looking to hire sellers. I strongly suggested considering part-time sellers and looking outside of media. Now, with the coronavirus upon us, many quality sellers are out of work. Many have the skills that companies look for in a potential seller. Those stations that struggle to find and hire new sellers can help their communities by putting these displaced employees back to work. MORE
Looking for a new job while working full time can be tough. While you want to give your all to our current employer, it is almost a full-time job looking for a new one. Here are some tips to help: DO keep giving 100% while on the job. Try to do as much as you can on your search after hours. DO keep engaged so you are keeping an image of the ultimate professional. DO have a plan on how to handle if your boss finds out. Know what you will say and what you expect to get out of it. MORE
In recent articles, I have shared some tips to help stations do a better job at attracting, hiring, and retaining good employees. With so much competition to hire, it is really smart to have a more proactive stance so that when you have an opening, you already have an idea of who you will hire. We know that in today’s climate, a job-seeker who is talented will get snapped up quickly, so it is important to build a pipeline of prospective employees well in advance. MORE
Written by Laurie Kahn. As we soon say ‘good-bye’ to 2020, many of us still struggle to build and retain the people we need to achieve our budgets and goals. While this was a major issue during low unemployment, even with so many now unemployed, it can remain a struggle. MORE
We are living in a world of instant gratification. We are inundated with email, texts, instant messaging, Instagram, and numerous other communication platforms. For many, work is a 24/7 lifestyle and for others, it is M-F 8-5. What is right? There is no right answer. But there are boundaries that can be set. When accepting the job or taking on a new communication tool, discuss with your supervisor what is required for the job and what works best for both of you. MORE
When all of us started in sales, one of the first things we learned was to pick up the phone to schedule appointments. Even better, we were encouraged to get out of the office and meet the potential client in person, right? As we moved into management, we asked our sales team to go on cold calls. They were scary, but when they turned into an order, oh so rewarding! Talking or meeting in person with people was so important to our business. MORE
Media Staffing Network
NOVEMBER 12, 2020
Written by Laurie Kahn. As we soon say ‘good-bye’ to 2020, many of us still struggle to build and retain the people we need to achieve our budgets and goals. While this was a major issue during low unemployment, even with so many now unemployed, it can remain a struggle.
Media Staffing Network
AUGUST 19, 2020
The summer is almost gone and we all wish COVID-19 was gone too. While these past months have been challenging, many of us have much to be thankful for, of which we sometimes need to be reminded. We know there will be a future, but may not yet have a handle on what it will look like.
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Media Staffing Network
JULY 29, 2020
As we now hit our ‘halfway’ month we are all in a much different situation than what we thought when we entered 2020. In our 27 years, this is not the first time we have seen the media business slow down, it is actually the 3rd time! What we know is that each time, business does pick up, companies still need a top-notch group of employees to help hit goals. At MSN, we have adopted a new ‘mantra’ RETHINK, RETOOL, RESPOND, REBUILD.
Media Staffing Network
FEBRUARY 18, 2020
For those of you that are 50+, are you frustrated when looking for a job? Do hiring managers ignore you or stop returning your calls when they see your work history? Or are you a manager that feels anyone over 50 can’t sell or be on-air anymore? In media, we have a huge number of age 50+ employees.
Advertiser: Vettery
Hours spent sourcing. Constantly checking different recruiting channels. Sifting through a sea of resumes. There’s no denying that the current hiring landscape is fragmented, complex, and full of frustrations. As you plan for 2021, take a moment to reflect on your current strategies and evaluate how you can work smarter, not harder in the new year. Download our guide where we break down different stages of the recruitment journey—and share several potential paths to hiring success.
Media Staffing Network
JANUARY 6, 2020
With a new decade upon us, it’s a good time to reflect on how you, as an owner or manager, treat those who work for you. With unemployment low and competition to hire fierce, and challenges in attracting Millennial and Gen Z workers, culture is a major area that needs consideration. The younger generations are interested in working for companies that treat their employees well and with respect.
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Media Staffing Network
MARCH 4, 2020
For years, owners and operators of radio stations have told me how they struggle to find sellers. Not only do they have a hard time attracting new sellers, but often, when there is a bite and a new hire is made, they don’t stick around long. Ouch, how frustrating — and time-consuming and sometimes a financial loss too. In this time of low unemployment, the lowest in five decades, it is hard to attract, hire, and retain sellers, and it isn’t going to get any easier.
Media Staffing Network
OCTOBER 23, 2019
With unemployment at the lowest it has been in 50 years, finding qualified employees is getting more challenging. Companies must become more proactive to win in the war for talented hires. It is crucial to be more proactive not only to attract great people but to hire and retain them too! . Just as companies invest in research and training, it is important to include line items to cover the all-important talent acquisition items. Below are tips to be considered when building your budget. .
Media Staffing Network
JUNE 19, 2019
A famous person once said, “ Good things come to those who wait.” ” Well, not when it comes to recruitment! Those who don’t have a recruitment strategy in place will end up hurting their companies in the long run. A recent study conducted by Bountyjobs.com shows that over 10,000 Boomers (those born between 1946 and 1964) will hit 65 and retire daily from now until 2029.
Media Staffing Network
APRIL 28, 2020
By Laurie Kahn. Special to RBR+TVBR. While many of us are unsure what the future holds, one thing is certain. For many Americans, they prefer to work from home. Many of the positions at a radio station have now proven to be able to work successfully on a remote basis—definitely those in sales, if the right tools, processes, and procedures are in place. In the past, many managers required sellers to be in the office at 7:30am and again at 5pm.
Advertisement
In Paycor’s latest survey, more than 2,000 Finance and HR leaders told us about their plans for 2021. Download the survey for actionable insights and tips.
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Media Staffing Network
APRIL 27, 2020
The Spring 2020 edition of the Radio + Television Business Report magazine is officially available via PDF to all subscribers, and in it are the exclusive findings of a survey conducted by RBR+TVBR and Media Staffing Network. To learn how the 2020 TV Sales Compensation Study was produced, Laurie Kahn , CEO of Media Staffing Network, offered this behind-the-scenes look at how it gathered the eye-catching results.
Media Staffing Network
JANUARY 29, 2020
Are a high percentage of your sellers Boomers? If so, many may be looking to retire soon. Statistics show that 10,000 Boomers turn 65 every day until 2029. For many staffs this is going to mean that a complete turnover is necessary, which is extremely hard to do with the low unemployment that many industries are facing today. Don’t panic, there are solutions.
Media Staffing Network
MARCH 25, 2020
Last week Radio Ink ran an article I wrote about opening parameters when looking to hire sellers. I strongly suggested considering part-time sellers and looking outside of media. Now, with the coronavirus upon us, many quality sellers are out of work. Many have the skills that companies look for in a potential seller. Those stations that struggle to find and hire new sellers can help their communities by putting these displaced employees back to work.
Media Staffing Network
OCTOBER 15, 2018
What you paid last year is probably not going to be what it will cost you today or tomorrow. There is a big war for qualified talent going on and to get what you want, you will pay more. We often get calls from Human Resources or Market Managers wanting to hire a new sales manager. When we probe what the potential income is, we often find it drastically lower than the going compensation for similar jobs in similar size markets.
Advertiser: ZoomInfo
Every sales forecasting model has a different strength and predictability method. It’s recommended to test out which one is best for your team. This way, you’ll be able to further enhance – and optimize – your newly-developed pipeline. Your future sales forecast? Sunny skies (and success) are just ahead!
Media Staffing Network
NOVEMBER 26, 2018
I am sure many of you are not aware of what this means! I didn’t. With unemployment so low, many companies are offering signing bonuses. While this may be new in media, it is not for other industries. With high competition to hire quality talent, we are seeing this come into play much more. Often this is a one time bonus paid on the employees first day of employment. It can be in cash or merchandise.
Media Staffing Network
NOVEMBER 8, 2019
Laurie Kahn has been helping media companies hire full-time employees since she founded Media Staffing Network in 1993. Given her broad and lengthy experience, I wanted to talk to her about the state of TV recruitment, how it has changed over the years and what advice she could offer to those TV companies that need staff and those candidates who are looking for opportunities. by Paul Greeley November 7, 2019 12:43 GMT. Laurie Kahn.
Media Staffing Network
NOVEMBER 5, 2018
This is always a loaded question when considering a job or career change. It is important when negotiating to know what you are worth and what the market will bear. While you may be earning a nice compensation at your current employer, it is important to understand whether it’s above or below the norm for that industry and your market. Here are some things to think about: If you are considering a job in a different market, it is essential to research the cost of living in that area.
Media Staffing Network
SEPTEMBER 25, 2018
Do you post jobs and wonder why you don’t get the ‘right’ candidates responding? Perhaps it’s time to review your message. With low unemployment and high competition to hire, it is important to sell your opportunity to potential job seekers. If you are promoting that you are “hiring sellers–if you have a strong work ethic, want to work hard, respond to this ad” you may get little to no response.
Speaker: David Secunda, CEO, WorkBright
Are you struggling with virtual onboarding? Whether you are making the switch to remote work or biding your time until you can get back to the office – you need a solution that works. Check out our webinar on November 12th at 1 PM E.T. for more information.
Media Staffing Network
AUGUST 14, 2018
Article on Radio Ink. Recently I was asked what radio can do to attract the younger workforce. Most companies are still grappling with how to attract and manage millennials, and now we are starting to learn more about the Gen Z generation — those born after 1995. There are a few broadcasters who have done an outstanding job of reaching out to the younger generations.
Media Staffing Network
JULY 16, 2018
When all of us started in sales, one of the first things we learned was to pick up the phone to schedule appointments. Even better, we were encouraged to get out of the office and meet the potential client in person, right? As we moved into management, we asked our sales team to go on cold calls. They were scary, but when they turned into an order, oh so rewarding! Talking or meeting in person with people was so important to our business.
Media Staffing Network
JUNE 19, 2018
Consider this, you are moving through the interview process with a potential seller who has passed the resume review, done great in the interviews and has a great personality. You are ready to move forward but have a nagging concern that they dress more casually than you normally see in your office. It happens. So how do you handle? First of all, review YOUR expectations on what clients will accept in a seller. What formats or types of programming do you represent? What is the market norm?
Media Staffing Network
JULY 10, 2018
We often get calls from those wanting a new job asking if we can find one for them. We can sure help, but most of the work needs to come from them. As a recruiter, our fees are paid by employers who have specific job needs that need to be filled. It is very difficult to present someone who does not have the skills or expertise required for that particular job. However, being in a situation where you know you want to make a move, how can a recruiter help?
Advertisement
Recognize your strengths and identify opportunities to retain valuable employees, increase employee engagement and achieve organizational goals. See where you stand against trends informed by nearly 4,000 employers and face your future with confidence.
Media Staffing Network
AUGUST 21, 2018
Unemployment is at an all-time low. People aren’t aging as they have in the past, they are active, smart and still hungry. They have many skills that younger workers need to learn and have the drive and interest to learn from younger workers. Mature sellers often have years of contacts and they usually have strong work ethics. Keep in mind: 60 is the new 40. One time I had a broadcaster share a story; she had a 72-year-old man who wanted to sel l for her. She kept putting him off.
Media Staffing Network
MARCH 16, 2018
(By Laurie Kahn ) It’s what we do every day, regardless of whether you are in sales or not. You are constantly negotiating, upselling products or services. You sell yourself in every interview and in presentations, reports, and research. When you meet someone special, you sell yourself as the ideal companion. So, why do I suggest not using it in recruitment marketing? This is a major issue with Millennials, but also with other generations as well.
Media Staffing Network
SEPTEMBER 10, 2018
We are living in a world of instant gratification. We are inundated with email, texts, instant messaging, Instagram, and numerous other communication platforms. For many, work is a 24/7 lifestyle and for others, it is M-F 8-5. What is right? There is no right answer. But there are boundaries that can be set. When accepting the job or taking on a new communication tool, discuss with your supervisor what is required for the job and what works best for both of you.
Media Staffing Network
APRIL 5, 2019
In recent articles, I have shared some tips to help stations do a better job at attracting, hiring, and retaining good employees. With so much competition to hire, it is really smart to have a more proactive stance so that when you have an opening, you already have an idea of who you will hire. We know that in today’s climate, a job-seeker who is talented will get snapped up quickly, so it is important to build a pipeline of prospective employees well in advance.
Advertiser: Vettery
Learn from the experts at HR Dive, Guardian Life, Axios, Vettery, and General Assembly about common biases within the talent sourcing process and strategies for improving diversity and inclusion in the workplace.
Media Staffing Network
MARCH 29, 2018
(By Laurie Kahn) We hear that finding solid sellers is a major challenge for almost all companies, especially in radio. We hear they can’t find people, that the right people don’t apply for the open positions that they are advertising, we hear that those who are the quality they need end up accepting jobs elsewhere. Why is this? For many companies, the real problem is lack of accountability for recruitment.
Media Staffing Network
MARCH 27, 2018
NEWS ANNOUNCEMENT . Local Sales Recruitment Program Launches. LSR Online Learning Center. LSR Online Learning Center Provides an Affordable, Easy Way to Attract, Hire and Retain Top Talent .
Media Staffing Network
JUNE 5, 2018
It’s that time of the year when recent grads start reaching out looking for jobs. So, I would like to address two-fold = 1) tips for the recent grad and 2) ideas for employers on what will entice them to join your company. I will be brief, so for more detailed information, let us know and we can offer more in-depth advice. Tips for the recent graduate: · Your resume – while career services still encourage you to put your education on the top, it doesn’t go there.
Media Staffing Network
OCTOBER 1, 2018
Looking for a new job while working full time can be tough. While you want to give your all to our current employer, it is almost a full-time job looking for a new one. Here are some tips to help: DO keep giving 100% while on the job. Try to do as much as you can on your search after hours. DO keep engaged so you are keeping an image of the ultimate professional. DO have a plan on how to handle if your boss finds out. Know what you will say and what you expect to get out of it.
Advertisement
In Paycor’s latest survey, more than 2,000 HR and Finance leaders told us about their plans for 2021. Download the survey for actionable insights and tips.
Media Staffing Network
JANUARY 25, 2019
With January almost done, you had better have a solid talent acquisition plan in place. I find it interesting that when I attend conferences or host webinars, the number one issue radio operators share is finding good, talented salespeople. This is a serious issue that won’t go away; as more Boomers start to retire, more positions will need to be filled. If you are still waiting to look for replacements when someone resigns, you are far behind in the process. Today, it is crucial to be proactive.
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