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Radio People 07

Radio People is a “Must Attend” for anyone involved in recruiting, training, managing and educating people in the radio industry.

This half day event, running as part of the annual Radio Festival in Cambridge, will provide fresh perspectives and new ideas for attracting and retaining good people across the various radio sectors.

Delegates will come away with a greater understanding of the skills requirements of the industry as well as sharing good practice along the way.

Questions will centre on just where does radio fit in the employment market when it comes to attracting the “brightest and best.”

How inclusive are we and do we really welcome applications from diverse candidates? In terms of routes into radio, is it phone a friend or fill a form? And then once in, how do we develop and keep good people in the business?  Do we need to take more risks to develop people’s potential?

And finally, delegates will have the opportunity to input into the final draft of the first ever industry-wide Radio Skills Strategy.

Radio People – Findings 07

*FINDERS*

  • Trawl the marketplace.
  • Target your audience – what skills do you want.
  • Look externally – outside the media.
  • Taking risks … accepting failures.
  • Reducing ‘constraints’? Play to people’s strengths.
  • Personal recommendation (hire at?)
    • trawling
    • networking
  • Open minded and less targeted, break the norm.
  • Look at those who didn’t get the job last time, look at those inside the Company proactively at those who may not put themselves forward.
  • Management visibility – OB’s / events / talent spotting.
  • Nurturing talent in-house / creating opportunity (create right culture).
  • On air competitions.
  • Capability based interviews.
  • Mechanism to encourage all staff to contribute to other areas – cross fertilisation.
  • Creating new and diverse partnerships.
  • Schools – sessions / workshops to engage young people and create recorded content, especially important as young people turning off.
  • Look in unlikely places – don’t just advertise in usual places (radio mag).
  • Demo booths – located in key areas – public can record radio / video demos.
  • Understand what the radio station is trying to do, and then look for them in right place. Clarity.
  • Clear communication of what you want.
  • Environment – create environment that allows people to express and follow their career aspirations with appropriate support.  Management needs to show by example and people should be allowed to fail.
    Need to be clear what you are looking for? Are you recruiting for attitude/or specific knowledge /experience?
  • Be open – take risks.
  • Develop the skills of those doing the finding – confidence, taking a chance, etc.
  • Grass routes marketing – pull rather than push.
  • Set up audio booths 30 second demo for above and road shows, etc.

*KEEPERS*

  • Play them their jingle at interview.
  • Feedback and training for now and for the future.
  • Open and fun environment.
  • Mentoring?
  • Making yourself an attractive employer –accessible management / honesty/ culture.
  • It’s an open environment, people will have clear objectives and will be encouraged to try new and innovative ways of doing business – ‘no blame culture’.
  • We keep our promises, and realistically manage expectations.
  • We regularly get feedback and have fun.
  • Internal development / PDR’s / identifying key motivations.
  • Create a ‘talent pool’ / smaller radio stations provide the platform for them (keep as long as we can) – nurturing.
  • Strong management / leadership (inspiring and competent leaders).
  • Valued / reward / structure.
  • Mapping out career paths appraisals, informal meetings.
  • Flexibility with on-air talent (no longer just radio, TV, etc).
  • Rewarding talent and success – focus on outcomes and reward (public service BBC more difficult).
  • Recognising and encouraging talent and hard work, acknowledgement and sharing success.
  • Guarantee of clear progression opportunities.
  • Work-life balance.  Flexible working practices and personalised working practices.
  • Investing in people’s careers.
  • We’ll give you the chance to keep developing your skills and talents.
  • We’ll allow you to make mistakes – but help you learn from them.
  • You’ll be involved in the way we do business and how the organisation works.
  • Grass routes marketing. Pull rather than push.
  • Offer security in contract.  Understand needs of talent. What puts them off.
  • Recruit at careers fair – foot in the door.