Review Your List Of Requirements!


(By Laurie Kahn) Radio is not alone in struggling to hire quality employees. This is a nationwide challenge across all market sizes and industries. One of the areas that can vastly help this problem is to review what you really need to hire.

With 10,000 Boomers retiring daily between now and 2029, many companies could lose their top employees. But there is no law that says someone has to retire at a certain age.
With younger generations wanting more flexibility, why not let employees work some hours or full-time remotely? If someone is a right fit, and has a proven background, is their position one that must be done on site daily?

How important is it for most positions in a radio station to have a college degree? In 2006, Google decided to get into the radio business, which didn’t last long. But the company was hot and there were lots of radio sellers and managers interested in joining their team. As a recruiter we asked that all applicants share a copy of their college GPA, which needed to be a 3.5 or higher, even for those who had graduated decades before. Was that really necessary to sell radio?

These are important questions to ask yourself and your management team. The more narrow your requirements are, the fewer you will have that are a fit for your job. With modern research in medicine, people are living longer. While Boomers expected to work from approximately 22 to 65, they planned on working for around 43-45 years. Today, those entering the workforce are projected to live longer as medical breakthroughs are extending the average amount of healthy years. They could be working well into their 80s and 90s. Sadly, that is not the case too often today. Many employers are missing the boat when they don’t consider hiring anyone over 55. There is a lot of talent going to waste.

Today we have all sorts of technology for people to work remotely. Not only do we see people working more from home, we are also seeing people who work in different states!

Rich Broadcasting was smart, when their GSM Sandie Fulks’ husband took a job out of state, moving them from ID to KY. She had been a strong, loyal, and happy employee since 2011. They didn’t want to lose her and she loved her job and didn’t want to quit. So she didn’t. With a forward thinking owner, Sandie has now worked remotely for several years and done it successfully. She and her management team discussed options and she moved from her GSM position to become a Regional/National Account Executive. As much of their regional and national business came remotely from agencies around the country, she easily transitioned to handle the business from her home. She was a proven asset to her company and they made it work. With the right attitude and tools, more companies should be following their lead.

All industries are struggling to hire the right people. We challenge companies to consider how they can get the right people “on their bus” by simply opening their options. It can work if done correctly.

Laurie Kahn is the creator and founder of Media Staffing Network. She has worked with media companies since 1993 helping them hire top managers and sellers.


  1. I am an older person and it amazes me how many companies and organizations overlook me due to my age. Not the slightest bit ready to retire. If anyone is interested in pursuing me for an opportunity please feel free to reach out to me.


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