(This article was written by Mike Dacri and was published in Consulting Magazine, February 2013 issue)
Radio interviews are a great tool to position yourself as an expert, gain visibility, leverage your services, promote your book, and sell your products. But there are good radio interviews and there are bad interviews—you never want to give one of the bad ones.
Think of a radio interview like a dance: you may have asked her to dance and received a “yes,” but you still have to go out on the floor and impress her. Remember, you are on a mission. You are selling your services as well as yourself.
Here are few tips I have learned over the years as a publicist to help you give great interviews and just maybe earn some business so you can sell your products as well!
- Don’t Put Everyone to Sleep: The perfect guest has energy and passion, but when you lack energy and speak like you just rolled out of bed, you lose your audience fast! Kick it up a notch without going over the top. Remember, most radio interviews take place during the morning drive!
- Get to The Point: It’s a radio interview, not a Sunday ride in the country. In your first sentence or two, you must grab your audience and convey your message. Otherwise, everyone will turn their radio dials. Continue reading
Marissa Mayer was named CEO of Yahoo. That’s exciting news. There are only a handful of female CEOs leading Fortune 500 companies today. The chatter in and outside the business world is not only that a woman was hired, but that they hired a young woman (she’s 37 and curiously, there has been little mention of the age of the “kids” who lead other technology firms—think Facebook) and a pregnant woman to boot. And why wouldn’t they hire Marissa Mayer? She’s bright, highly educated, successful, and was a superstar at Google.
But before you start thinking that the glass ceiling is finally broken, we also now learn that woman are lagging far behind men in getting new jobs in this so called post recession period. Since June 2009, men have landed 80% of the 2.6 million net jobs created in the U.S., including 61% this last year. The juxtaposition of these two headlines, Mayer’s hiring while women in general fall behind, gives us pause.
Marissa Mayer’s hiring is reason to celebrate. It is a significant personal and professional accomplishment for her and a major step for professional women. But the unevenness of our economic recovery points to the fact that a lot more work needs to be done before we can actually reach economic parity.
Step back from your recruitment role and ask why are you doing this? Consider this: when it comes to finding technicians, who knows more about where technicians “hang out” than other technicians? Same for engineers, customer service reps and yes, even company presidents. Take engineers. They belong to the same associations, go to the same meetings, read the same professional journals, and probably frequent the same taverns. So why aren’t you asking your engineer to help recruit engineers for you—engineers that he already knows.
Your existing people can be your best recruiters. In fact, studies show that employee referrals generate the best candidates at a fraction of the cost of traditional recruitment methods. Your employees will do much of the screening, providing the candidate with the scoop on your organization—both the good and the bad. Either way, when the candidate becomes an employee, he’ll come in with his eyes wide open, already knowing your people, history and culture, without any surprises. So, it only makes sense to start an Employee Referral Program today. In a Society For Human Resource Management national study, employee referrals were cited as generating the highest quality candidates with the best return on investment for the organization.
But many of you may be thinking “we can’t do this. Our organization has never done this and this will never be allowed.” Wrong. More and more recognize that there is a need to do things differently. They understand that referral programs are an important and effective recruitment tool. They save money; payouts are only made with a guaranteed hire; and they promote good will among your employees and foster employee retention. You may have to “sell” the concept but when they see the benefits, they are quick to approve.
Here are four tips to make your referral program a hit:
- Promote the program big time: educate your workforce about what you’re looking for. Build a campaign around your needs. Make your referral program highly visible and fun. Use posters, payroll stuffers, fliers, t-shirts, etc.
- Pay out the big bucks: A referral bonus of a couple hundred dollars is not going to turn heads. When it comes to referrals, money talks. Consider this: a 2-inch display ad in a major metropolitan newspaper will cost $2,000, and there is no guarantee anyone will see it, never mind send a resume to you. So why not give the same money to your employee when his referral is hired? Remember, you only pay with a guaranteed hire.
- Pay all at once: Avoid payouts that are staggered over time. You’ll get more referrals when you pay out all at once—on the day the new referrals comes to work.
- Make it a big deal: never include the payout as part of a regular pay. Cut a separate check and then personally deliver the check to the employee when other people are around to see the payout. You get to be the “good guy” who delivers the big bucks; the employee is recognized and rewarded, while your other employees view this and wonder how they can reap similar rewards. Talk about a win-win-win. And watch the increase in referrals after your first payout. I had a client who got four solid referrals after paying out her first referral check. Everyone wanted a piece of the action.
Make all your employees recruiters with an Employee Referral Program. You will get better candidates and more candidates. Your employees know you best and as such they should be your best ambassadors and therefore your best recruiters. They should be scouring the community for the best people and bringing these candidates to your attention. The program will also save you money. And you can finally focus on running your business. It doesn’t get any better than that.
This blog was excerpted from my book Uncomplicating Management: Focus On Your Stars & Your Company Will Soar
Beginning today and through the end of the year, you can download Uncomplicating Management (185 pages) at no cost. This is my way of saying “thanks” for a great 2010.
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Thank you again for a great year. And enjoy the book.
Research proves that texting or talking on a cell phone while driving substantially increases the likelihood of an accident. Courts and legislators are recognizing this. Many states, including Massachusetts and New Hampshire, have banned texting while driving. Even where states do not ban cell phone use while driving, state and federal courts are now holding employers liable for the distracted driving of their employees. For example:
- In 1999, a Smith Barney investment broker was using his cell phone to make cold calls while driving. He drove through a red light, striking and killing a man on a motorcycle. Smith Barney settled the lawsuit for $500,000.
- In 2004, a Virginia attorney struck and killed a teenage girl at 10:30 p.m. while on her cell phone conducting work-related business. The law firm settled with the victim’s family. The attorney was held liable by a jury in a wrongful death action and disbarred.
- In 2007, International Paper Co. settled a personal injury lawsuit for $5.2 million with an Atlanta woman who lost her arm after she was rear-ended by one of International Paper’s employees while that employee was using a company-issued cell phone.
Employees not only talk on the phone while driving, but they now email, text and “facebook” from personal handheld devices. In a law suit, your employment practices and policies could be deemed to have encouraged this behavior and open you to massive liability should an accident occur.
“It is imperative that employers eliminate financial and other incentives that encourage workers to text while driving,” said U.S. Department of Labor Secretary Hilda Solis in a statement issued just one week ago. Recently, U.S. DOT Secretary Ray LaHood launched the “Distracted Driving Summit” by announcing new anti-distracted driving regulations applicable to those transporting hazardous materials, commercial bus and truck drivers, and rail operators. The U.S. DOT and the Network of Employers for Traffic Safety now work together to encourage strict employment policies prohibiting distracted driving in connection with work.
What should you do?
- Examine current practices and determine who is using electronic devices while driving for work—whether personal devices or company-issued—and what the current practices and culture are surrounding the use of those devices
- Implement an anti-distracted driving policy specific to your work culture and applicable to all employees that bans the use of personal electronic devices while driving on company business
- Enforce these policies by disciplining employees who violate them and eliminating incentives that might lead employees to violate them
- Remind employees regularly of the anti-distracted driving policy
This post was written by Lori Dwyer, Esq. of the firm Bernstein Shur