Training: Getting and Keeping the Best• Attracting candidates• Training for talent positions• Selecting leaders• Keeping leaders• Your thoughts/experiences

Training: Getting and Keeping the BestAttracting Candidates (schools)

Freshmen are key• Summer orientation for incoming freshmen• Welcome Week Events• K-12 camps or workshops (esp summer)

Training: Getting and Keeping the BestAttracting Candidates

All Students are Welcome (and community members in some cases)

• Establish pre-requisites (site visit, statement of interest

• Schedule First Session at an off-time to maximize attendance

Training: Getting and Keeping the BestTraining for talent positions

• First large session (no make-ups)• Have students introduce themselves• Present expectations• Legal responsibilities• Station policies

Training: Getting and Keeping the BestTraining for talent positions

• First large session• Include Fun and Learning as expectation• Organize students into smaller groups for

further training• Set training times for groups

Training: Getting and Keeping the BestTraining for talent positions

Separate training for Sports/Talk and Music• 4-5 small group sessions, once weekly• Trainees handle equipment each time• Limited flexibility in allowing ‘make-ups’,

holidays are very important in scheduling

Training: Getting and Keeping the BestTraining for talent positions

Separate training for Sports/Talk and Music• Make studios available for training, as well as staff for

limited help• Out-of-session assignments (off-air hours, shadowing

existing programs)• Final project as audition (sample show, for instance)

Training: Getting and Keeping the BestTraining for talent positions

Final Large Group Session• Present critical information one more time (policies,

laws, regulations)• Trainees turn in final projects• Trainees take final exam on policies, etc.• Present certificates (as corny as this sounds)

Training: Getting and Keeping the BestTraining for talent positions

Final Pieces• Quick, concise and constructive feedback on

final project• Be available to help trainees finish, without

coaxing• Work the approved show/project into rotation

Training: Getting and Keeping the BestSelecting leaders

• Advertise open positions widely within your operation

• Station Manager should be elected• Hire from within, with rare exceptions• Establish a small hiring committee (including

incoming and outgoing Station Manager)

Training: Getting and Keeping the BestSelecting leaders

Be Fair • Don’t make up your mind before interviewing• Have a standard set of questions

Questions• Is time commitment realistic for interviewee?• Ask for examples of when the interviewee has

demonstrated the qualities you are looking for

Training: Getting and Keeping the BestSelecting leaders

• Take time to reflect • Do the talents match the job?• Is there a better fit for this person?• Are there any obvious threats to the overall chemistry

of the team?• Inform each person of your decision in person or on

the phone – don’t text.

Training: Getting and Keeping the BestKeeping leaders

• People quit their boss, not their organization• Set clear expectations• Train people for their jobs (with the help of the

predecessor, if possible)• Work with her/him to establish goals and meet

regularly with them to insure they are on track• If not, why not? (perhaps re-calibrate goals?)

Training: Getting and Keeping the BestKeeping leaders

• Be encouraging• If there is room for growth in the organization,

encourage people to move up• If it is obviously not working out and you need to

address it, frame the situation as a bad fit, not a failure or an atmosphere of blame – others will watch how you handle that situation and may leave/stay based on how you handle it

Training: Getting and Keeping the BestYour Thoughts/Experiences

• Questions• Concerns• Comments• Add-ins