Since 1993, Media Staffing Network has worked exclusively with media companies to help them attract, hire and retain employees in management, sales, finance, human resources, marketing and engineering on a nationwide basis. Our expertise is helping companies identify what they need, and to deliver candidates that were unknown to them before our involvement. With strong expertise in mid-size and smaller markets, MSN works with clients in all stages of the recruitment process from building a strong job profile to hands-on support in interviewing strategies and helping build compensation plans that will help attract and land the right people for their open jobs.
Our search practice takes pride in reaching non-job seekers to introduce them to our clients’ open positions, to gain their interest and initiate conversations with the hiring manager, while coaching the hiring manager in the best way to conduct the interview process for a successful hire. We work on a retained basis to ensure the attention and time needed to find the right candidates for our clients. Our clients are serious about hiring and we give them the focus that is needed.
MSN recently launched the grassroots “Local Sales Recruitment Program” to help companies with a wider need of finding and retaining sales talent throughout their entire company. The program requires a minimum of a 1-year commitment and is a combination of training and recruiting while building a pipeline of local talent to fill current and upcoming positions. Also included: assistance in building more effective recruitment and onboarding strategies starting with company culture; job profiles; marketing of job postings; nurturing of potential hires; hands-on coaching for more successful interviews; brainstorming on where to locate the best candidates; building better compensation plans; onboarding and ramping up the new hires along with an accountability plan for management. This is not an easy or quick fix and takes time and commitment to see change and success.
MSN has long been regarded as an expert in the field of hiring in media sales and associated areas and has been included on many panels and speaking engagements throughout industry events and corporate meetings.
Our goal is to allow our clients the time to focus on building revenue while we do the leg work to build their sales teams and find them strong managers to help grow and attract quality talent.
If you are struggling to make budget with the team you have, need new managers or sellers, you should plan to spend some time with us to learn why companies around the country have come to Media Staffing Network to help with all of their staffing needs.
The New Interview
If you are still interviewing sales candidates like you did in 1999, you are in trouble!
With competition to nab the best talent in your market and industry higher than it has been in years, and with the changing workforce, it is a different game out there today.
Here are a few things that need to change immediately to be successful in hiring:
- Waiting until you have an opening to start your search
- Offering a 90 day guarantee of income to new hires
- Having a standard, one size fits all compensation plan
- Not having a detailed job description
- Posting a job and waiting for the phones to ring
- Trying to scare potential employees by stressing how hard the job is and that they will have no life for the next year or so after joining your team
- Treating all potential employees as job seekers
You may be hearing more and more about “passive job candidates”. With companies not getting the response they need from job postings and ads, smart talent acquisition managers are going over and above and thinking out of the box. Just as smart sales managers have ‘target accounts’ hiring managers need to start building a pipeline of potential hires to pursue when opportunities arise.
It is important to understand that, especially in sales, people are not knocking down the doors for those positions, or if they are, they may not be the quality nor have the skills needed in the job. It is difficult to get people to relocate and quite honestly, unless it is a management job, not likely that someone will move for a sales job. So, to keep a full team, it is imperative to build a list of potential hires in your community, both in and out of media. If someone has good sales skills and an understanding of marketing, they should be able to learn how to sell your products, assuming of course you have invested in training to ramp up new hires!
Once you identify, who in your community may have the contacts or skills you need, you should reach out to them to introduce yourself. They are not a job seeker. They could be very happy where they currently work. The goal of your call is to start building a relationship so that down the road, they may be ready to join your company or they may be able to refer others to you for your job. These are called passive candidates.
Passive candidates need to be treated totally different than job seekers. With a job seeker, it is ok to do more of a standard interview, to ask them to take assessments or possibly even put together a presentation on why they want to work for you. With passive candidates, you are going to be more of a seller of your opportunity, sharing why joining your team would be beneficial to them. You need to dig to find their ‘sweet spot’, what they aren’t getting from their current company/boss and how you can help them in that area. You can’t get a passive candidate to jump through hoops until they are totally sold on your opportunity and even then, they probably won’t do as much jumping as a job seeker. Just as you would pick and strategize how to approach and close a target account, the same goes for passive candidates.