How Millennials Are Going To Change The Job Interview Process For The Better.

Job Interviewing, Picking A Shop Comments Off on How Millennials Are Going To Change The Job Interview Process For The Better.
Apr 262016

For the last 10 years or so the job interviewing process has largely gone downhill in many newsrooms. Many stations did little vetting. Many barely let candidates see much of the newsroom before being rushed out. If you asked a bunch of questions during an interview, you were labeled a potential trouble maker. More companies are not wanting to pay for plane tickets or meals. Some require the candidate to pay upfront for all these costs. And many would “tease” with one job description, then place the new hire in a different job once he/she arrived.

The thing is, most millennials are very aware of their wants and goals and less tolerant of being “played.” They are placing expectations on hiring managers and companies to be treated a certain way or they will just leave. And a signed contract doesn’t always matter. If the job is not what was promised in the new hire’s mind, they will find a way to go.

This is leading to interesting discussions on LinkedIn and in newsrooms all over. How do we stop these mindsets that you can just walk on a contract? How can you just decide the day before not to step on a plane for the interview you said would attend? These are complicated questions, with multifaceted answers. But there is a core area where the answers start to become clearer. Showing mutual respect.

In the last year alone, I have experienced where candidates were told to front all interview expenses, were brought in early to save the station money and left stranded in a hotel for a day with no means of transportation, and were told to figure out if they wanted a job site unseen. Some were screamed at on the phone after turning jobs down or asking follow up questions the manager did not deem necessary to answer. All though it may not seem like it right now, trust me, gone are the days that the hiring company calls all the shots. Here’s why. There were too many years where these millennials witnessed their parents and frankly their grandparents get screwed by companies. Respect is earned, and hiring managers do not start with a gold star. You have to earn it from the first conversation to the last. It is too easy now to network and find out who treats interviewees well, and who doesn’t.

Which leads to how millennials are going to change the interview process for the better. Many are demanding to know what the expectation is from the start. They want to work for management teams that can clearly define the requirements for the job that is open. They expect to see the station and meet their potential coworkers. They expect to be taken to lunch and told more about the community they are considering living in. They expect stations to have a plan to help them grow their skill sets so they can continue to become better at their craft. In fact, they want guarantees that they will have support and training opportunities. They also want it understood that they will not be hazed. This included during negotiations. If they want more money or benefits, they expect to be able to ask and be told why if the answer is no.

This is a group that is largely unafraid to raise issues to HR. And this is a group that is not afraid to say, “enough” if they feel they are being treated unfairly. That begins during the interview phase. If you won’t invest in a plane ticket or a meal while in town, this is a group that will say “pass.” Market size is not the only selling point anymore. I say this because a lot of the larger market stations are becoming the nastiest about interviewing. Calling a prospective candidate and telling them everything that sucks about their resume to try and see what kind of moxie the person has is not smart. Frankly, the old school intimidation tactics many news directors still lean on, are back firing. These millennials are demanding open communication from the get go. Don’t play games. Say what you want. Say why you want it. If you have a concern about a candidate’s experience level, say so right away and talk it out. More mid market managers are starting to realize that they need to take the time and create more detailed vetting for the interview process to make sure all parties understand expectations. They know they must be clear from the get go. That’s because more interviewees are making it clear that accountability is expected from both parties from the beginning. So managers if you rely on the statement “because I said so” it is time to move past that crutch. If you like seeing how a candidate handles intimidation during interviews, you are in for a hurting. This is a group that will say, “I pass on your game.” They value mutual respect more than almost anything else. They have goals and they will achieve them. Help, or get out of the way. And if you mistreat them, they will let others know not to bother to work for you.

Bottom line, loyalty is not given to stations and managers just because you made a job offer. It is earned each day. This is a group that is not afraid to stand up for what they consider fair treatment. This is not a group that expects to work at the same place their entire career. This group knows it will have to move just to survive. Putting down less ties, means taking away a lot of management’s power to bully. I recently had a management team beside themselves because a client turned a job down, in the person’s hometown. The station took that emotional tie for granted and frankly treated the candidate poorly during the interview process. This journalist is not unique in deciding that being treated with mutual respect is more important than job location. Many are saying “You can find the good in many places to live. Managers must prove they are worth you investing your time working there each day.”

So watch out TV news. Recruiting may be getting harder. Managers will need to be ready to wine and dine from the interview process and beyond, to keep from being labeled a place to avoid.

Hidden References: Why You Must Expand Your List

Job Interviewing, Picking A Shop Comments Off on Hidden References: Why You Must Expand Your List
Sep 242015

Everyone knows that in a lot of ways this is a small business. But many journalists today think that likely means you just need a few peers and a boss, maybe two, to root for you or serve as references. This is simply not true.

What “this is a small business” really means is there is a high probability if you decide to chew out that producer who you thought was clueless, or cuss out the “snooty” anchor or just walk out because you have a new job and are sick of these (insert expletive); that will be the person the hiring manager for your dream job calls because they are buds. Don’t believe me? Wait and see.

Most companies ask for a reference list. But those references are not the people they actually call. They call their pal from back in the day. Or they call a friend of their pal from back in the day. Why? Well, your references think you are great, right? Hiring managers know this. The more important question is: What did most of the newsroom think about you? Or maybe that hiring manager thinks the ND on your list sucks. “I’m not calling (insert name). I used to kick that person’s &** when we competed in (market) X years ago.”

So, with all this in mind, you need to expand your list of references. How? First, don’t act vindictive when you leave a station, even if you feel totally justified. I promise, at some point, it will come back to bite you. It can happen YEARS after the fact. But memories are long. Next, do your job and don’t whine. Seriously. You just have to save the griping sessions for your mom, spouse or friend outside of the business. And understand that the best reputation you can have is that of a team player. It’s your best shot at preventing a bad reference.

Hot And Cold: Why Are Job Interviews Taking So Long?

Job Interviewing, Picking A Shop Comments Off on Hot And Cold: Why Are Job Interviews Taking So Long?
Aug 082015

When I would tire of a station or the raise offered was below that of inflation, I always knew it would take about 3 weeks to move on. That was it. Ten or so resume reels, and three weeks.

But now, when I coach TV journalists on job searches, I have to tell them there will be a lot of hurry up and wait. Managers are going to seem hot and cold. And the process can easily last 4 to 6 weeks, from first interview to contract signing. The question is: Why?

Well, there are actually several reasons. The biggest is that a lot of managers have more day-to-day responsibilities than they used to. Making time to review resumes and call prospective new employees can be really hard. I have had many managers that do not call me until months after making an initial inquiry. The reason is always the same. “I got so bogged down.”

Next come temporary job freezes. The manager can have a short list and be ready to fly candidates in, only to get word they have to wait x amount of time to fill the position. And, yes, this can even include “critical need” producer positions where current staff is double showing, not getting days off etc. The term “critical need” varies a lot from one broadcasting company to the next.

Speaking of flying in candidates, more and more stations are being told by their parent companies that they are not allowed to pay for flights. Or, at most, they only get to fly in one candidate. This is going to mean a lot more phone conversations, Skype interviews and writing tests via email exchanges. So there are extra steps and more time is taken to get this all done.

Desire to get it right the first time is another reason job interviews are taking so long. Managers are less willing to just settle and hope on a hunch. They often have a hard time getting the money to bring people in and then are judged on the performance of their selections. So, they have to be really sure that next hire, is a good hire. This takes time.

Finally, because of staff cuts many are looking for more versatile candidates. Web gurus who can also shoot and edit. Producers who have SEO experience. These sorts of hybrids are in demand. News managers will hold out hoping for candidates like this, because they know the newsroom has to have all of these qualities. Want to speed up the hiring process? Build up your skill sets. The more versatile, the better your options. If you can’t be flexible, neither can many stations. So be prepared to hurry up and wait. And while you wait, take a class on how to create apps, or work on building your social media accounts. It can only make you more marketable.

Does Market Size Matter?

Honing Skills, Survival Kit Comments Off on Does Market Size Matter?
Jun 252015

One thing about TV people… they love numbers: May ratings were up .5 at 6pm in the P25-54 demo. We’re number 2 at 6am, but just .1 behind station X. Year 2 of my contract begins in 2 months and I’m getting a 3% raise. I can’t believe my co-anchor makes $3,000 more than I do (yes, news directors, everybody knows what everybody else makes… they all talk). And oh, I want to make at least a 25-market jump in my next move.

And there it is—the TV market number obsession. For people who aren’t very good at math (let’s face it… you didn’t go into TV to solve advanced engineering math problems), we sure do know those Nielsen DMA numbers pretty well! Here’s the list, by the way:

http://www.tvb.org/media/file/Nielsen_2014-2015_DMA_Ranks.pdf

Of course, everyone in TV news wants to advance their career, make more money and have more viewers see their work. But as you climb the media ladder, ask yourself this question: does market size matter? While the answer may be “yes” most of the time, you’d be surprised how many veteran broadcasting people would answer “no.” We’ll take a look at why in a minute. We’ll also look at how quickly you can move up if that’s your goal, and what’s a reasonable market jump.

First, it all depends on where you are in your career. If you’re coming right out of college into your first jobs, chances are you’re going to start in a very small market making an equally small salary. And that’s ok. Your foot is in the door. But it also depends on what job you’re looking for. Talent jobs are tougher than producing or AP jobs. We have students graduating from Penn State (disclosure: I teach here at PSU and I’m the Director of Student Television) who are quickly getting reporting or anchoring jobs in places like Elmira NY (market 175), Binghamton NY (market 159), Bangor Maine (market 156), Altoona/Johnstown PA (market 104) and Plattsburgh NY (market 98). But we also have new grads getting off-air jobs at ABC network in NYC, ESPN and Miami (market 16). There’s a huge need for producers, so if you go that route, your chances of starting in a bigger market and moving up faster are better. Bottom line is this: if your dream is to be on-air, then go be on air! It doesn’t matter where you start. You’ll only be there a year or two, you’ll gain valuable experience, learn, grow, and then move on to a bigger market. Don’t turn your back on Eureka (market 195), Twin Falls (market 192) or Bend (market 193). Those are great places to start and yes, make mistakes. You’d rather make a mistake there than in a top 50 market where it’s a LOT more visible.

How quickly can you move up to larger markets? These days, VERY quickly. Back when I started in TV 30 years ago, you did your time in a small market, then after a few years, moved up to a slightly larger market, spent a few more years there, and then moved again. That was before FOX stations added a fourth affiliate in many markets, before regional cable TV news operations and other new media outlets were around. There’s so much more opportunity now that places are always hiring, and that’s good for you.

What are good market jumps these days? You name it! Just in the past month I’ve seen reporters/anchors making moves like these: Bangor Maine (156) to Greensboro NC (46),
Elmira NY (175) to Buffalo (52), Altoona (104) to Buffalo (52) and someone in a 150+ market going to Charlotte (24). These are major moves in some cases of more than 100 markets. Just be sure if you’re making big jumps, you’re seeing the money to go along with the move. Negotiate a good deal yourself or get help from an agent to advocate for you. As you move into larger, top 20 markets, there are other benefits you should be asking for too. Those stations are big enough to help you with significant moving expenses, and if you’re an anchor, a decent clothing allowance. But above all else, make sure you’re ready for the move from an experience standpoint. You don’t want to be in over your head in a major market—the stakes are far too high for you and your boss.

Some people have resumes that show a quick and steady progression to larger markets every few years. And that’s fine—if that’s your goal, go for it. But for others, it’s not all about the market size… it’s also about lifestyle. You want to LIKE where you live and work. Detroit is market 12, but it’s not for everybody. LA is market 2 but some people have no desire to live in the crowded sprawl of Southern California. My personal path in my career is one of moving to larger markets but also places I LOVED living. I really enjoyed Providence RI (New England Summers are great), then spent years in Tampa (awesome beaches on the Gulf coast and my two kids were born there!). Sacramento was great (sunny and dry weather and hey, an hour from Napa Valley!). And Seattle was fantastic… a stunning and beautiful place. I don’t have any regrets about the places I’ve lived, because I chose wisely—good TV markets that are also good places to live.

Be sure you do the same. My best advice is that it doesn’t really matter where you start. Just get that experience on your resume and grow as a producer, reporter, anchor, director or whatever you do. Then make smart and careful choices as you move up the market ladder. Big TV markets are great—the news quality is better and you’ll make more money and have more station resources. But remember, there are bigger hassles too. More people micro-managing your work, lots more ratings and performance pressure, big city traffic and a higher cost of living. That’s why some people find a place they love and they stay there. Some of those middle markets can be great places to settle down for years. The news quality is good, you make decent money and you can live comfortably if you’re in the right job.

There are plenty of opportunities in TV and you can make bigger market jumps than ever. Just think before you jump!

Steve Kraycik is a Talent Agent with MediaStars. He has 29 years of TV news experience and spent a decade as a news director in top 20 markets. He’s also the Dir. Of Student Television at Penn State University. You can follow him on Twitter @TV_Agent_Steve.

Job Hunting Bill Of Rights

Job Interviewing, Picking A Shop Comments Off on Job Hunting Bill Of Rights
Feb 052015

Job hunting journalists need to know that they have the right to ask for information during interviews to determine whether the station/job is right for them. I say this because lately I am hearing about some rather interesting station and company policies that are counter to this concept.

So here’s a bill of rights job candidates should keep on hand. If these things do not happen during the interview process, walk away.

Job Hunting Bill Of Rights:

You have the right to be flown/brought in for an interview
You have the right to reimbursement for cab fares/lodging/gas during the interview
You have the right to entertain many job opportunities
You have a right to meet staff you will be working with
You have a right to make a counter offer

Let’s start at the beginning. How can you decide if you want a job, if the station is unwilling to bring you in to see the station and meet potential co-workers? One large broadcasting company with plenty of cash, has decided that stations should not routinely fly candidates in. One of its stations even gets crappy about paying for gas reimbursement if a candidate drives to the station. This is simply unacceptable. If they care so little about making sure you see what the company is about, why invest your time, passion for news and career with such a group? Pass.

Station/company: If you tell a candidate they will have to pay upfront for cab fare, hotel rooms and or gas during the interview, then reimburse the expense right away. Ask the candidate to collect their receipts and provide them during the interview. Then as they leave, hand over a check or at least get one in the mail within 10 days of the interview. It is just common courtesy to not spend someone else’s money. Remember these candidates can go elsewhere, including the station across the street that is already kicking your a*s! That 30 dollar cab fare you screwed the person on, can and will become the stuff of urban legend in networking circles. Don’t be cheap. Choose classy. Job Candidate: If you are stuck with the bill and no reimbursement, do not be embarrassed about hounding the station’s human resources department for the cash. You are in the right!

Another station, in a top 5 market, has decided to require candidates to “commit” before the interview process is completed. When I say before, I’m talking before even being flown in to see the place. This is a huge sign that you need to just pass. If a station bullies before you even get in the door, the treatment will only become worse once you are there. This station wants to prevent candidates from entertaining several job opportunities. In fact the ND even has been known to threaten candidates who say they are looking at several options, mentioning that “it’s a small biz” and “strings can be pulled.” Years ago another group tried to pull something similar on friends of mine. Job candidates: Never fear a scenario where stations have to vie for your services. If they are not even willing to try to woo, you need to say bye-bye.

You have a right to meet the staff you will be working with. Let’s say you interviewed to work nightside, then you get a call with an offer for dayside. Problem is you did not meet a single dayside staffer. Say that you are flattered, and ask that some of those staff members call you. Also if you are flown in for an interview on a weekend for a weekday gig, it is not unreasonable to expect that at least the manager you would work with, shows up for the interview. Again, I emphasize, this is what you should expect, AT THE LEAST. It is crucial that you are able to relate well with your co-workers. News requires too many long work hours, and too many pressure cooker situations to work around people with whom you do not relate. Team cohesiveness is crucial. Demand to get access and see if it’s a group with whom you want to be aligned.

Lastly, you have a right to counter offer. Many stations are getting better about coming to the table with the top money they can give. Many more intentionally go lower to see how little they can spend to get you in the door. This part of job hunting can be a real game and candidates often feel they just cannot ask for more. Ask! If you don’t get the most you can, coming in the door, you will never get much once you are there. Even if the deal sounds great, ask for more. Make sure the station is doing the most it can to show it values you, the position and the impact you will have. Don’t sell yourself short. If you are not confident in yourself, no one else will be confident in you either. Make a counter offer even if the ND says the initial offer is the best they can do. You have to call the potential bluff. Managers expect to negotiate.

Now that you have a job hunting bill of rights, hold stations and broadcasting companies to them. Each time each you do you not only improve things for yourself, but you help pave the way for everyone else. This is a crucial time to make sure broadcasting companies remember who is the most important in their newsrooms. It’s the people busting it every day. And it all begins with your first impression. Be strong!

Job Hunting Etiquette 101

Job Interviewing, Picking A Shop Comments Off on Job Hunting Etiquette 101
Aug 212014

I could not help but utter out loud “Can I get an Amen?” when I read a recent DM from a managing editor I love talking with on Twitter. She requested an article on job hunting etiquette in 2014. Then she gave examples like bailing on job interview plans with an email or phone message. Can you imagine booking a plane flight for someone then getting a reply email with the itinerary saying “never mind?” It happens. Another example: Turning down job offers by email or phone message. Recently an AND mentioned to me how casual job candidates are becoming on email. An example he gave was emailing a job candidate about when the person could talk the next week. The reply, 1 line “I’m busy.” No, “Thanks for reaching out.” No, “Dear (name and title). Just the 1 line. “I’m busy.” Believe me when I tell you that AND got too busy to talk to that candidate real quick. Another candidate made fun of the station he was heading to on social media and the hiring managers saw the rude comment as they were waiting for the candidate to arrive at the station. I really could go on and on with more examples. But this one really covers a lot of the issue. Another hiring manager told me that a recent candidate told her to call back, because the candidate was at the gym and too busy to talk. It’s not about what’s convenient for you. It’s about whether you are good enough and responsible enough to do the job. Saying you would rather go to the gym sends a pretty clear message about your priorities.

Look, we dinosaurs get it that the world is more casual now because of email and text messages. We get it that etiquette is not as much of a given. But there are some guidelines that simply must be followed if you ever want to be taken seriously in this business. And you must understand, just avoiding these difficult but necessary conversations will give you a bad label and fast. You do not want to be known as difficult, righteous, clueless and just plain rude. There’s no way to sugar coat this. If you think the news biz is small (and you should) understand that the pool of hiring managers is even smaller. And they compare notes and dish on names. So if you ignore the job offer emailed to you, or make fun of a station on Facebook or bail on a job interview with a phone message, you are not just turning that one potential job down. Those managers have buddies in the biz and they will know what you did as well.

So let’s outline some expectations hiring managers have for potential candidates.

Job Hunting Etiquette Expectations

Use salutations
Spell names correctly
Be available for calls
Call and talk to hiring manager about job interviews and offers
If job hunting in the company, tell your boss
Do not trash stations or towns on social media
Say thank you

When you get an email from a station, respond back with some sort of salutation. Let’s use the name Joe Smith for example. When you reply, start off with “Dear Mr Smith”, “Dear Joe”, “Mr. Smith”, “Joe”, “Hi Joe”, or “Hi Mr Smith”. Something other than just the reply itself, with no salutation. This person could be your next boss, show some respect.

Also, spell their name correctly. I cannot tell you how often this does not happen. You are a journalist, who supposedly cares about the facts. If your potential boss’s name is not important enough to double check, will those facts in your story be important to you? Hiring managers are not going to say, “Well, typos happen to everyone.” They will hit delete, and you are done.

Be available for calls. I understand that sometimes hiring managers can leave you hanging. I understand that sometimes they say they will call at 2 and don’t call until 4 or even the next day. Truthfully, most will send you an email or text apologizing for getting caught up in an emergency. They are handling big issues. The fact you like to go to the gym at 3PM every day is not a good enough reason to miss a call or cause scheduling difficulties. If you work overnights, it is okay to tell the hiring manager when you are awake and even to set an appointment time to call. If you work dayside, hiring managers understand they may need to wait to talk to you until after your live hit or newscast. But you do need to make yourself available. You need to give several options and possibly skip the gym for a day to talk.

If a station is flying you in or inviting you for a visit, or making an offer and you are turning it down, you need to talk about it with that hiring manager. This does not mean leaving a “bail out” message on VM. You need to show respect. Talk about it. If you got another offer, say so. If you decided the station is just too far from home, apologize and say so. Again, if you cannot have this kind of conversation how will you handle tough interviews as a reporter, and difficult situations as a show boss? These hiring managers are people too. They can relate a lot better than you might expect. Think of how you feel when you are just bold face rejected. Stations can feel the same way. Candidates have to take the high road, fair or not. You have more at stake.

The same applies if you want to check out a job in the same company at which you currently work. You cannot just go for it and not let your boss know. Companies have policies where the new station will call the station where you are and make sure it can afford to lose you. You do not want your boss to get a “surprise” call like this. It makes your boss look bad.

When you are on a job interview, do not trash the station if you did not like it. Do not trash the town you are checking out. Do not try and make witty jokes about these locations to seem clever. They can be taken the wrong way. Expect your potential new bosses to be monitoring your social media accounts. Obviously they do not mind the city the station is located in, or they would not live there! Picking on the place, is just not smart. It will not be taken as funny or witty or clever. You will be labeled low class and they will tell others.

Lastly, say thank you for a phone call, job interview and/or offer. It is surprising how often a station will fly out a candidate and then never hear anything back. Yes, I know stations can sometimes be low class and blow you off inappropriately. Once again, you have more at stake. You need to be professional and appreciative at all times. That ND may not have impressed you but likely has a lot of ties in the industry that could kill your chances at your dream job later. Do not burn a bridge. Be classy and AT LEAST email a thank you.

Remember, the more respect you show potential bosses and stations, the more likely you will get the same respect back. It is not uncommon for a station to pass on a person, but then give your name to another station looking to hire. And frankly, with so many mergers and more emphasis on collaboration, that manager you blew off, could end up at your station or broadcast group one day. Memories are long, when you lack etiquette during the job interview process. You simply cannot risk getting a bad reputation. So mind your manners, even now in the age of email, VM’s, DM’s and text messages. Hiring managers will thank you for it, one way or another.

Bad Behavior has blocked 495 access attempts in the last 7 days.