media director job description
media director job description
Recruitment Is Tough At The Best Of Times
In the first of a series of articles Andy Taylor explains how to recruit successfully.
Part 1
During a downturn recruitment is a costly exercise and getting it wrong is an even greater cost. How you recruit says a lot about your organisation and how you interact with the community you work in. Recruitment is a public relations exercise and an advertising opportunity as it tells your competitors that you are expanding and growing. As a public relations exercise it meets members of the community that are interested in working for your company. Whatever the outcome of the interview or how the interview went the candidate must leave having enjoyed the experience. This is then an advert for your company.
So, how do we go about it?
First of all we need to ensure that we need to recruit. Can the role be made redundant? Can it be made part-time? Can it be a job share – where two people carryout the role or can it be absorbed into other roles? Can the role be out sourced?
A part from out sourcing, doing any of the others will save you a lot of time and money in recruitment costs. If none of these are possible then recruitment is the answer.
The first part of and the start of your public relations exercise is the advert for the role. Where are you going to advertise? Trade magazines, local newspapers, national newspapers, Job centre, Recruitment Agencies, Head Hunters, websites, internal notice boards, radio, schools and universities.
Where you place the advert says a lot about your company and it will have an affect on the calibre of the candidates that you attract. It also depends on the job
Job Where to Advertise
Institute Of Directors
Trade magazines that are industry specific
Director Guardian Nwspaper
Times Newspaper
Specialist Recruitment Agencies
Trade magazines that are industry specific
Guardian Newspaper
Company Secretary Specialist Recruitment Agencies
Times Newspaper
Trade magazines
Senior Manager/Department Manager Recruitment Agencies
Websites – totaljobs.com, monster etc.
Internally
Local Newspapers
Supervisor Recruitment Agencies
Websites –totaljobs.com, monster etc
Internally
Front-line staff Local Newspapers
Recruitment Agencies
. Job Centre
Websites
Internally
Trades people Trade magazines
Local Newspapers
Job Centre
Universities
University Press
Internships/Apprenticeships Schools
Job Centres
Job Fairs
The job will usually dictate where to advertise. To advertise for a cleaner in the Times or the Guardian would be a costly exercise and possibly a waste of time. This is because the cost of advertising in relation to the wage or salary paid is high and if someone was looking for a cleaning position it is unlikely that they would pick up the Times or the Guardian to look.
If you are advertising internally be it on notice boards or the company intranet the wording of the advert needs to be as it would in the outside world. This then complies with Equality laws. When advertising externally, attention needs to be paid to appearance of the advert and the positioning of it. If you are placing an advert in a magazine or newspaper it ideally should appear in the top right hand corner of the right hand page. This would then get the first look as, when people are flicking through this is usually where they look first (page numbers, section title etc.) and if your advert appears there it may result in a higher response rate. Of course placing as advert here may incur a higher premium but, the number of response may off set this. This also does not mean to say that elsewhere on a page an advert receives less responses. An advert should carry your organisation’s branding and message as this will serve as easy recognition of your organisation and get your brand ‘out there’.
The wording of the advert is very important. It has to be honest and must avoid certain phrases that might infringe age discrimination laws or discrimination laws.
Within your advert wording there must be some vital information. This is
- Job Title – what the job is called
- Location – where the job is based
- Hours– Full-time, Part-time, Flexi-time or job share
- How long the job is for – Permanent, short term contract, interim contract, maternity cover, long term sick cover or holiday cover
-
Salary – the amount or
- Negotiable – usually based on experience
- Between x and x
- Amount + bonus/OTE (on target earnings)/allowances/travel/car etc.
- Basic duties – what the job holder will do
- The type of person – who do you want to fill the role? What are you looking for
- How to apply – Application form, letter and CV,
- Contact details – contact name, telephone number, address, email. To provide just an email address could also discriminate if someone does not have access to a computer or an email account.
- Closing date for applications – so that applicants have a rough idea of the timetable for interviews and appointment.
- Any Organisation Logos that the company is a member of – Investors in People, the Two Ticks Symbol (Positive about disabilities) and trade related organisations (ABTA, IOSH etc.)
The timing of the advert is also important. Two close to the deadline for applications and you may not get any. Too far from the deadline and you might get too many. Depending on the role between 6 and 4 weeks is suitable. If no suitable candidates apply in that time you can, budget permitting, advertise again.
The key to successful job advertising is to have the basics in place first. These are
- An up-to-date Job Description – this will identify the duties you want the job holder to perform and to see if the job has changed from its original role. In the Job Description you can state all the things you need for your advert. It will contain the Job Title, the location, the hours, and the length of the job, the salary, the main duties and the benefits that come with the role.
- A Person Specification – this identifies the qualities the job holder will need to qualify for the job. It will identify the level of knowledge, the level of experience, the qualifications and the skills together with desired personality traits.
A Person Specification for a Marketing Manager might look something like this:
Criteria Essential Desirable Qualifications
English, Maths at Grade
C GCSE or equivalent
NVQ5/Degree in Marketing
Knowledge
Knowledge of the Marketing environment and current legislation surrounding marketing media.
Knowledge of marketing tools.
Knowledge of computer based marketing tools (Microsoft Publisher, Word etc.)
Knowledge of web design and Web design packages
Experience
Must have worked in a marketing department or company.
Managed or led a substantial marketing project
Negotiating marketing budgets.
Managing marketing budgets.
Skills
Excellent communication skills both written and orally.
Negotiating skills
Team player
Good listener
Able to think outside the box
Interview skills
Personality Traits
Out going
Enthusiastic
Ability to handle change.
Calm under pressure
Able to deal with multiple deadlines
Both of these tools will give you basics for the job advert to make it successful.
About the Author
Andy Taylor is a Trainer and he has been a Trainer for the last 10 years specialising in soft skills. He has delivered training in every job that he has held but, the last 10 years have been as a Full-Time Trainer. He learnt his craft at the Royal Mail delivering training events to front-line staff and managers. From the Royal Mail Andy moved to the NHS and delivered soft skills training to administrative staff and Doctors. AiTraining Consultancy provides In-House Training Solutions to organisations of all sizes. It has a 3 day Recruitment and Interview Skills course that can be tailored to your organisation’s needs. For more information on this and the other courses AiTraining Consultancy provides, visit our website at www.aitraining.net or call +44 (0) 20 328 65165 or email andy@aitraining.net
organizational structure?
I am currently doing some HR studies and company structures to obtain a degree in HR domain.
After searching the net for similar topics,it seems that there are a lot of confusion and misunderstanding in applying terms like (supervisor,senior,director…etc).
Now,I want to ask how can be a national sales manager higher than regional sales manager in rank?(isn’t it about responsibilities and duties?).
Secondly,suppose we have a path that goes like this in X company (sales representative—>senior sales representative—->sales supervisor——>sales manager—->director of sales)..is it correct?
Thirdly,What would be the expected career path for (financial,sales& marketing,logistics) employee in a small,medium,large companies.
I will be thankful if anyone could provide trustful websites where I can find and learn more about such topics;as most of my searching results yielded more job description and salaries issues rather than what I’m exactly looking for.
Generally speaking the national sales manager does exactly what the regional sales manager does however, the regional has several sales managers reporting to him or her. Your second question appears accurate. Most really good salesman make horrible sales managers. The reason they move up is for prestige or money perhaps both. The really smart ones stays as top salesman. That person can usually step all over his or her boss and get away with it because top management needs results not conversation. Generally speaking here she makes more money than their boss. I’ve not seen many people go from sales successfully in the marketing or logistics. One last thing is the rare person who can go from financial into sales. They are two separate mindsets. In most medium to large corporations there’s more than sufficient room for financial person to continuing move up in an equal path with the sales department.
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