Hiring Media Staff

Today, with media sales in such a turmoil, it is key to have the right media staff in place. With companies needing to run in a more economic manner, it is imperative to have the tightest, most effective media sales team in place. Companies can not afford to have non-performing people on their team so hiring media staff members needs to have a strong strategy.

While most companies, when compensating media sellers, pay on 100% commission, there are still costs such as training, insurance, taxes, supplies etc. so even on 100% commission there is a cost involved when hiring media staff.

We train many managers in how to handle hiring media staff. First and foremost, it is key to have a strategy in place when hiring media staff. A fully thought out job description outlining responsibilities and expectations is the first step in hiring media staff. Without this is like going on a trip without a map – how do you know how to get there without a plan? Managers can be better and new hires more productive when all is laid out in advance. The majority of office turnover comes from not being open and up front enough in advance when hiring media staff.

A good job description is also a way to manage and release staff members when they are not doing what is expected thus not reaching goals. So, when hiring media staff make sure the goals and expectations are quantifiable so that they can be measured for review purposes. Samples of these could include the required number of sales calls per week; the number of required sales presentations per week; the number of client face appointments, etc. For hiring media staff in other departments, tie their activity into an overall win/win for the company – collection calls, certain number of listeners/viewers/visitors, etc.

Hiring media staff and turnover can be costly, but when done correctly, a more cohesive team can deliver the goals that are needed to be successful.

Contact Media Staffing to discuss hiring media staff