Checklist For Employers And Job Searchers

(By Mike McVay) During my business life, having been a Program Director or in an executive position since I was 19 years old, I’ve interviewed and “hired” or “passed” on more than 100 people. Maybe more than 200 people. Because I never thought about that benchmark, I’ve not kept track of the number, but it’s safe to say that it’s a lot. There are many things that I’ve learned in the process. Some of which comes from finding myself in-search of employment early in my career.

If you’re the employer, looking to hire someone for a specific position, then know exactly what it is your hiring for and have it defined to share with potential candidates and your team. What skills do you need the potential hire to possess? How will you judge their success or failure? Do they know how they will be judged?

Be clear in what you need from the potential employee. What is your expectation? What is their expectation? If there are differences of opinion in regard to your philosophy or strategy for success, with their strategy for their personal success, find it out in the interview process. Ask about performance. What have they learned from their successes and more importantly, from their failures? Be granular in your ascertainment. Be respectful.

It is not unusual to ask for a background check. Visit the potential hires social media accounts. Do you see anything that seems incongruous with the image that you desire for your business or team? Gauge their personality. What are their hobbies or past time? Not because you’re looking for a friend, but because you should want to know how well rounded the candidate is, but also if they have other interests that can contribute nicely to the project.

People who change jobs frequently usually have issues somewhere. Changing geography doesn’t change the problem. What’s the real story? Why has this particular candidate moved so many times in their career. There was a time when Program Directors and Talent moved many times in their careers. It was not only about making more money, but about advancement. It’s not quite the same today. People move less frequently, do in large part to so many fewer jobs today, but also because many now have families. Given that, look for stability, or obvious reasons that the candidate was a frequent mover.

The big three before hiring:

• Think long and hard before you hire someone, because if it doesn’t work out, it’s your failure and their crisis. My advice to my employees, who have hiring and firing power, is to hire wisely so that they never have to fire the candidate.
• Remember that when you fire someone, you fire them, their life partner, their children and negatively impact their dependents. People have to move. Kids have to change schools. Hire to not have to fire.
• Assume the candidate is performing at their peak level and can be no better. Then, when they exceed your expectation, reward them. It’s a win-win. Never hire someone with the belief that you can make them better. That’s a high standard for an applicant to achieve.

Flipping the situation; you’re looking for a better or different job. You want to make a change, or worse, you find that the decision was made for you, and your position has been eliminated or you were terminated. Begin the search for the new position quickly.

Essential Items for Any Job Searcher:

• An easy-to-read resume (Not too fancy … Accurate, Complete and Honest).
• Audio Demo; Representative of Your Show (A, Audio Sizzle Reel + Actual Show).
• Video should be shared, if you have it, to show your multiplatform skills.
• Same for any podcasts that you may have produced and posted. Share the link.
• Share examples of your social media output and share your metrics.
• Do a scan of your social media. Is there anything on there that’s not representative of who you are now … or who you want to be seen as in the eyes of a potential employer.
• If you have access to ratings … share them. If not, then look for a metric to share that shows success. Be that the reputation of the station or memos that share accolades you’ve received.
• If you have letters from clients whose products or services you have endorsed, share those, too.

Do Your Research on the Potential Employer; know who they are.

1. Check Station Website
2. Listen on-line
3. Check the stations history.
4. Learn as much as you can about the company and the decision-maker.
5. Contact anyone you know who can shed light on the job and potential employer

• Don’t lie. I’ve interviewed individuals before who said that they listened to my station, the podcast, watched YouTube for the product, and their responses failed reality.
• Stay in Contact; but don’t “bug” the potential employer. Everyone’s busy. No one likes a pest.
• Be patient. Allow the interviewer time to conduct their search. It’s okay to ask “When may I contact you again?” “What’s your target date to have hired someone by?”
• Don’t take any negative response or rejection personally. They’re looking for someone to do the job. They want to find someone who can fill the role, because then they can move on.
• Leave a good impression. Even if you don’t get the job this time, it doesn’t mean that you won’t be thought of for future opportunities.
• Say “Thank you” for the interview and for the consideration.

Mike McVay is President of McVay Media and can be reached at [email protected]