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

Training: Getting and Keeping the Best Attracting 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 Best Attracting 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 Best Training for talent positions First large session (no make-ups) Have students introduce themselves Present expectations Legal responsibilities Station policies

Training: Getting and Keeping the Best Training 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 Best Training 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 Best Training 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 Best Training 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 Best Training 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 Best Selecting 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 Best Selecting 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 Best Selecting 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 Best Keeping 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 Best Keeping 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 Best Your Thoughts/Experiences Questions Concerns Comments Add-ins