Every Program Director has a different approach when it comes to hiring people so take that into account as you read through this column. I can only speak to my own philosophy and experiences but for what they’re worth, I’m happy to share how I do things. As you pursue future opportunities in the industry, don’t assume that my way is going to work for you in other markets because chances are it won’t. None the less here’s a few things I consider important in the hiring process.
1. Build Relationships First: If you’re looking to be considered for a position at any radio station, don’t wait until you see a job posting for an open position. This is a business that is very much built on who you know and what you’ve done. You can go into Walmart and apply for a job and they’ll call you if they have an opening, Radio works differently. Chances are, I’ve got a number of people in mind for an opportunity before I even post the position for my radio station. Why? Because any solid PD is thinking about the change in his or her building before anyone else is. During the posting process I’ll receive a few applications which stand out and catch my eye but usually I’ve already got an idea for a few different roads to pursue before I turn to the unknown. All the more reason why getting to know the PD prior to a job posting can be important.
2. Follow Instructions: If a job is posted and gives specific instructions of how to proceed and you don’t have a relationship already with the PD, follow them precisely. For example, if it says “no calls please” don’t be the one person who thinks they’re going to stand out because they did what the posting said not to do. While you may think that type of aggressiveness is going to stand out, it will but in a very negative way. If I’ve taken the time to tell you how to approach me and the company for a possible opportunity, following instructions is important. If your first move is to show me that you can’t follow instructions then how can I trust you if I were to hire you? In the past I’ve had people follow me into elevators, approach me in the urinals at ballgames, show up at radio station events when I was with my family and even track me down at a train stop after I posted that I was heading home on Twitter and in every situation, the candidate was not hired. I recognize you’re hungry for an opportunity but so are others who follow instructions and trust in their body of work being good enough to generate attention and a response.
3. Are You Qualified For The Opening: If you’re applying for an on-air position and have never done a radio show, why exactly are you applying? I realize it’s a cool job and we all think we can do it but just because you make your friends laugh or you know every sports stat known to mankind doesn’t mean you’re qualified to entertain an audience for 45 minutes an hour. I may think I can do a better job than the president but that doesn’t make me qualified to run the country and occupy the white house.
4. Are You a Proven Difference Maker: If you’re an on-air talent and haven’t had ratings success, PD’s will find out. If you’re in a weekend or night-time position and looking to take the next step, PD’s will ask you why those in your own building don’t think you’re good enough to crack their daytime lineup yet you expect someone else to see you differently who hasn’t even worked with you. I’m not saying that to be a hard ass or to crush your dreams, I’m sharing it because when you’re hired as a weekday talk show host in a prime daypart, there’s an expectation that comes with it. The PD is saying to his/her bosses that you’re good enough to generate ratings, experienced enough to deliver results for advertisers and the type of individual who will be a great teammate, a strong representative for the brand in the community and someone who will foster relationships with teams and local players which will be beneficial to the product. I’m not saying you can’t go from weekends/evenings in a market to prime time in another because it has happened but I’m telling you that it’s not easy and doing it in a top 5 market or on a national network is going to be extremely tough.
5. Show Your Unedited Work: When you submit a demo, don’t send something that makes you look good for 2-3 minutes but can’t be duplicated when you get in front of a microphone. Numerous times I’ve received a good MP3 or CD and I’ll follow up with a candidate and when I have them come to the studio to hear how they sound, I find out that they had 2 good minutes courtesy of a good Adobe Audition editing job. The reality is this, unedited tape doesn’t lie. Chances are you’ll send me an hour of tape and I won’t listen to all of it. That said, something interesting or funny right away will get my attention and keep me intrigued. It’s no different than what I tell my on-air hosts and what other PD’s tell theirs. If you don’t grab a listener’s attention quickly, they’ll tune you out. Come to the table with something that showcases your style, originality and unfiltered opinion and you have a shot at keeping my ear. If you can do that, I’m likely to at least touch base to have a discussion. Also understand that if a PD doesn’t like your work right now, that doesn’t mean they won’t in the future. If they tell you to work on some things, apply the feedback and make sure the next time you submit something that it reflects progress. That attention to detail tells a PD you’ll accept coaching and that’s something PD’s seek out of the people they hire.
6. Network, Network, Network: Between the radio station’s website where you can obtain the email to the PD and social media sites like LinkedIn, Facebook, Twitter and Instagram where many of these same PD’s have accounts, are you connected to them on any platform? Furthermore, have you gotten to know others who work inside the radio station? The more people you know and the more relationships you build, the more likely you are to attract people’s attention. I remember being at 590 The Fan in St. Louis and a guy came in the door wanting to pick the brains of some of our personalities just to find out how they approach their jobs. His research stood out and he was a young guy looking to break into the business. About 2 years later I was launching 101 ESPN in St. Louis and the same guy applied for a Board Operator job just to get his foot in the door and I wound up hiring him. It was that initial visit to my previous building and a few notes in between that caught my attention and impressed me. His name was Aaron Goldsmith and he was the first board operator to put 101 ESPN on the air and now he’s the play-by-play announcer for the Seattle Mariners. He understood the value of networking and so should you.
7. Set Realistic Goals: PD’s talk to one another much like NFL Head Coaches talk to each other. We may not discuss strategies or company secrets but we do provide feedback when asked for it. If you’re an individual sending resumes and airchecks to 20 PD’s in 20 different markets, chances are everyone knows you as the “I’ll work anywhere” candidate. If you’re applying for the board operator, producer and on-air host position then you’re the “jack of all trades, master of none” candidate. I mention these two specifically because any dynamic and entertaining on-air personality who can move the needle for a radio station would never apply for a Board Operator or Producer position. Be smart when you apply and remember, PD’s have long memories. We know when you’ve applied 6 months earlier, 2 years earlier and in some cases even 5-10 years earlier. Know what it is you want to pursue, give good evidence to support why you believe you’re qualified and then follow up when appropriate. If you’ve got the talent to attract a PD’s attention, trust me they’ll be in touch. If they’re not then either you’re not a fit for that specific PD or market or your talent for the position may not be as strong as you may think it is. I will also tell you that if two people are equally qualified for a position and one is local and one isn’t, almost 99% of the time the call is going to go to the person who is already in the market and knows the local scene. If you want to work in a specific market and you’re not there, you may want to think abut relocating first and then continuing to chase opportunities at the radio station.
8. Understand The Job Description: Too many times candidates interview for a specific job and then proceed to explain why the radio station should adapt to fit them as opposed to the individual explaining how they can help fit the position. You may eventually land a bigger opportunity in the company if you’re good but it’s not going to come without doing the current job in front of you first. If a baseball team needs a lead-off hitter who can take pitches, draw walks, get on base and steal bases, do you think they’re going to put someone in that spot who hits for low average and swings at every pitch they see? It’s no different here. If I need a producer who can book guests, produce promos and rejoins, screen calls and make quality cuts, that’s what I expect to be done. If your true ambition is to be on the air that’s fine but you’re not going to get that opportunity at the expense of a prime time talk show. Do the job you were hired to do, request to earn more opportunities and be truthful about your goals and if you’ve built a good relationship with your PD, they’ll give you a chance to go into a production room and put some material on tape, critique it and if it’s good enough, throw you a weekend or overnight shift to see how you do. It’s all about going through the process and having the talent to do the job but you’ve got to touch first base before you proceed to second.
9. The Actual Interview: When you get called to come in for an interview, be on time. You should also show up looking professional. You don’t need to be in a 3-piece suit but you may want to save the running pants and short sleeve t-shirt for another day. Andre Agassi once said “image is everything” and whether it’s fair or not, PD’s want to know that they’re bringing in people who understand that they’re working in a place of business and can present themselves well. In addition to being punctual and presenting yourself well, let the PD guide the conversation. You’re walking in and trying to sell yourself and why you can help the brand but for the PD they can only find out about you by asking questions and seeing how you respond. If you’re confident in yourself they’ll see it and those who can adapt and stay loose, conversational and engaged in discussion will stand out. If you’re shy, quiet, nervous or breaking out in a sweat, chances are the PD’s made mental notes and they’re not going to be favorable.
10. Follow Up: If you interview for an opportunity and don’t get the nod, your career isn’t over. The right thing to do, is follow up and thank the PD for their consideration and let them know you’d like to be kept in consideration for future opportunities. In many situations there are a lot of qualified candidates for an opening and only 1 person gets hired. Those who act professionally when they don’t get the call stand a better chance of being thought of favorably in the future, especially if they remain employed in the business and continue working at their craft. I have a number of people in this business who I keep on a short-list and if situations pop up and I need help, I’m very likely to call on them. What doesn’t work is when someone follows up and proceeds to blast the candidate I hired or fires personal insults my way because they weren’t hired (it’s happened before). Before I got my opportunity with ESPN in 2004, I had reached out a year earlier to Bruce Gilbert and what I was pitching wasn’t needed by the network at that time. I thanked him for considering me, asked him to hold on to my materials and reminded him that if a need came up in the future, I was ready, willing and able to get to work. As luck would have it, one year later he had an opening and because I connected well during the previous process, I was given a chance to interview and ultimately landed the job. While the call may not always come the first time, it certainly won’t come a second time if you don’t conduct yourself the right way.
As I finalize this column, I’d like to share a personal story that applies to this subject. When I entered this business, I hoped to one day be good enough to work at WFAN in NY. For years I reached out to Mark Chernoff seeking his feedback and because I didn’t bombard him regularly, he’d provide me with some of it. I gained a solid understanding of what I’d need to do in the future to earn consideration for a job there, and I’d keep working on the things he told me needed improvement.
After 8 years, I finally received an offer to work for WFAN as a FT Producer and as crazy as it sounds, I rejected it. ESPN presented a great opportunity at the same time, and I couldn’t say no. If I had given up after my first or second attempt, I’d never have been in that position. Because I had a little bit of talent, was accepting of feedback, and didn’t overwhelm Mark with my approach, it allowed me to stay on the radar of one of the industry’s best PD’s.
Many times in this industry, being hired for a position comes down to relationships, fit, financials and subjective opinions. If you don’t get the call today, don’t be discouraged. It’s amazing how a perceived setback on your end can actually be a blessing in disguise and an opening into something even more amazing. Sometimes a great NFL or MLB player has to wait a few turns to get a call to the Hall of Fame and the same type of things happen in radio. If you have talent and want it bad enough, people will eventually find you. You’ll just never know who, when or why they’re watching so always present yourself well, don’t be overbearing and let your body of work do the talking.
Would Local Radio Benefit From Hosting An Annual Upfront?
How many times have you heard this sentence uttered at conferences or in one of the trades; radio has to do a better job of telling its story. Sounds reasonable enough right? After all, your brands and companies stand a better chance of being more consumed and invested in the more that others know about them.
But what specifically about your brand’s story matters to those listening or spending money on it? Which outlets are you supposed to share that news with to grow your listenership and advertising? And who is telling the story? Is it someone who works for your company and has a motive to advance a professional agenda, or someone who’s independent and may point out a few holes in your strategy, execution, and results?
As professionals working in the media business, we’re supposed to be experts in the field of communications. But are we? We’re good at relaying news when it makes us look good or highlights a competitor coming up short. How do we respond though when the story isn’t told the we want it to? Better yet, how many times do sports/news talk brands relay information that isn’t tied to quarterly ratings, revenue or a new contract being signed? We like to celebrate the numbers that matter to us and our teams, but we don’t spend much time thinking about if those numbers matter to the right groups – the audience and the advertisers.
Having covered the sports and news media business for the past seven years, and published nearly eighteen thousand pieces of content, you’d be stunned if you saw how many nuggets of information get sent to us from industry folks looking for publicity vs. having to chase people down for details or read things on social media or listen to or watch shows to promote relevant material. Spoiler alert, most of what we produce comes from digging. There are a handful of outlets and PR folks who are great, and five or six PD’s who do an excellent job consistently promoting news or cool things associated with their brands and people. Some talent are good too at sharing content or tips that our website may have an interest in.
Whether I give the green light to publish the material or not, I appreciate that folks look for ways to keep their brands and shows on everyone’s radar. Brand leaders and marketing directors should be battling daily in my opinion for recognition anywhere and everywhere it’s available. If nobody is talking about your brand then you have to give them a reason to.
I’m writing this column today because I just spent a day in New York City at the Disney Upfront, which was attended by a few thousand advertising professionals. Though I’d have preferred a greater focus on ESPN than what was offered, I understand that a company the size of Disney with so many rich content offerings is going to have to condense things or they’d literally need a full week of Upfronts to cover it all. They’re also trying to reach buyers and advertising professionals who have interests in more than just sports.
What stood out to me while I was in attendance was how much detail went into putting on a show to inform, entertain, and engage advertising professionals. Disney understands the value of telling its story to the right crowd, and they rolled out the heavy hitters for it. There was a strong mix of stars, executives, promotion of upcoming shows, breaking news about network deals, access to the people responsible for bringing advertising to life, and of course, free drinks. It was easy for everyone in the room to gain an understanding of the company’s culture, vision, success, and plans to capture more market share.
As I sat in my seat, I wondered ‘why doesn’t radio do this on a local level‘? I’m not talking about entertaining clients in a suite, having a business dinner for a small group of clients or inviting business owners and agency reps to the office for a rollout of forthcoming plans. I’m talking about creating an annual event that showcases the power of a cluster, the stars who are connected to the company’s various brands, unveiling new shows, promotions and deals, and using the event as a driver to attract more business.
Too often I see our industry rely on things that have worked in the past. We assume that if it worked before there’s no need to reinvent the wheel for the client. Sometimes that’s even true. Maybe the advertiser likes to keep things simple and communicate by phone, email or in-person lunch meetings. Maybe a creative powerpoint presentation is all you need to get them to say yes. If it’s working and you feel that’s the best way forward to close business, continue with that approach. There’s more than one way to reach the finish line.
But I believe that most people like being exposed to fresh ideas, and given a peak behind the curtain. The word ‘new’ excites people. Why do you think Apple introduces a new iPhone each year or two. We lose sight sometimes of how important our brands and people are to those not inside the walls of our offices. We forget that whether a client spends ten thousand or ten million dollars per year with our company, they still like to be entertained. When you allow business people to feel the excitement associated with your brand’s upcoming events, see the presentations on a screen, and hear from and interact with the stars involved in it, you make them feel more special. I think you stand a better chance of closing deals and building stronger relationships that way.
Given that many local clusters have relationships with hotels, theaters, teams, restaurants, etc. there’s no reason you can’t find a central location, and put together an advertiser appreciation day that makes partners feel valued. You don’t have to rent out Pier 36 like Disney or secure the field at a baseball stadium to make a strong impression. We show listeners they’re valued regularly by giving away tickets, cash, fan appreciation parties, etc. and guess what, it works! Yes there are expenses involved putting on events, and no manager wants to hear about spending money without feeling confident they’ll generate a return on investment. That said, taking calculated risks is essential to growing a business. Every day that goes by where you operate with a ‘relying on the past’ mindset, and refuse to invest in growth opportunities, is one that leaves open the door for others to make sure your future is less promising.
There are likely a few examples of groups doing a smaller scaled version of what I’m suggesting. If you’re doing this already, I’d love to hear about it. Hit me up through email at JBarrett@sportsradiopd.com. By and large though, I don’t see a lot of must-see, must-discuss events like this created that lead to a surplus of press, increased relationships, and most importantly, increased sales. Yet it can be done. Judging from some of the feedback I received yesterday talking to people in the room, it makes an impression, and it matters.
I don’t claim to know how many ad agency executives and buyers returned to the office from the Disney Upfront and reached out to sign new advertising deals with the company. What I am confident in is that Disney wouldn’t invest resources in creating this event nor would other national groups like NBC, FOX, CBS, WarnerMedia, etc. if they didn’t feel it was beneficial to their business. Rather than relying on ratings and revenue stories that serve our own interests, maybe we’d help ourselves more by allowing our partners and potential clients to experience what makes our brands special. It works with our listeners, and can work with advertisers too.
Takeaways From The NAB Show and Six Days in Las Vegas
“I’m certainly not afraid to be critical but my enthusiasm for the NAB Show was elevated this year.”
Six days on the road can sometimes be exhausting. Six days in Las Vegas, and it’s guaranteed. That was my world last week, as I along with more than fifty thousand people headed to sin city to take in the 2022 NAB Show.
The event didn’t draw as many as it had in the past, but after two years of inactivity due to the pandemic, it was good to be back. Judging from some of the vendors I talked to, the sessions I attended, and the feedback I received from folks I met with, though far from perfect, it was a solid return for an important event. Seeing people interact, celebrate others, and talk about ways to improve the business was a positive reminder of the world being closer to the normal of 2019 than the normal of 2020-2021. The only negative from the week, the consistent failure of Uber to appear in the right place at the right time. But that had zero to do with the NAB.
It feels like whenever I attend industry conferences, there are two different type of reviews that follow. Some writers attend the show and see the glass half full. Others see the glass half empty. I’m certainly not afraid to be critical but my enthusiasm was elevated this year. Maybe it was because BSM was a media partner or maybe it was due to the show not happening for years and just being happy to be among friends, peers, and clients and operate like normal. Either way, my glass was definitely half full.
For those who see events this way, it’s likely they’ll remember the numerous opportunities they had to create and reestablish relationships. They’ll also recall the access to different speakers, sessions, products, and the excellent research shared with those in attendance. The great work done by the BFOA to recognize industry difference makers during their Wednesday breakfast was another positive experience, as was the Sunday night industry gathering at The Mayfair Supper Club.
Included in the conference were sessions with a number of industry leaders. Radio CEO’s took the stage to point out the industry’s wins and growth, credit their employees, and call out audio competitors, big tech, and advertisers for not spending more with the industry. When David Field, Bob Pittman, Ginny Morris and Caroline Beasley speak, people listen. Though their companies operate differently, hearing them share their views on the state of the business is important. I always learn something new when they address the room.
But though a lot of ground gets covered during these interviews, there are a few issues that don’t get talked about enough. For instance, ineffective measurement remains a big problem for the radio business. Things like this shouldn’t happen, but they do. NBC and WarnerMedia took bold steps to address problems with TV measurement. Does radio have the courage to take a similar risk? That’s an area I’d like to see addressed more by higher ups.
I can’t help but wonder how much money we lose from this issue. Companies spend millions for a ratings service that delivers subpar results, and the accountability that follows is often maddening. Given the data we have access to digitally, it’s stunning that radio’s report card for over the air listening is determined by outdated technology. And if we’re going to tell folks that wearables are the missing ingredient for addressing this problem, don’t be shocked if the press that follows is largely negative. The industry and its advertising partners deserve better. So too do the reps at Nielsen who have to absorb the hits, and make the most of a tough situation.
Speaking of advertising, this is another one of those critical areas that deserves another point of view. Case in point, I talked to a few ad agency professionals at the show. Similar to what I’ve heard before, they’re tired of hearing radio leaders blame them for the industry’s present position. This has been a hot button topic with executives for years. I often wonder, do we help or hurt ourselves by publicly calling out advertisers and ad agencies? How would you feel if you ran an agency which spent millions on the industry and were told ‘you don’t do enough’? I’m a champion of radio/audio, and am bullish on spoken word’s ability to deliver results for clients, but having attended these shows for nearly seven years, it might be time for a new approach and message. Or maybe it’s time to put one of our CEO’s with one of theirs and have a bigger discussion. Just a thought.
Of the sessions that I attended, I thought Erica Farber’s ‘What Business Are You In?’ was excellent. I especially liked Taja Graham’s presentation on ‘Sharing Your Truth’. I also appreciated Eric Bischoff’s tips on ways to monetize podcasts, and am curious to see how Amazon’s AMP develops moving forward. My favorite session at the show though was “A GPS Session For Your Station’s Car Radio Strategy” led by Fred Jacobs. The insight shared by Joe D’Angelo of Xperi and Steve Newberry & Suzy Schultz of Quu was outstanding. Keeping the car companies on our side is vital to our survival, and how we position ourselves on the dashboard can’t be ignored. Other tech companies and audio operators take it seriously. We must too.
Sessions aside, it was great to check out the VSiN and Blue Wire studios, connect with a bunch of CEO’s, GM’s and Market Manager’s, and visit with Kevin Jones, Joe Fortenbaugh, Jeremiah Crowe, Jon Goulet, Bill Adee, Q Myers, Mike Golic Jr. and Stormy Buonantony. The NFL’s setup for the Draft, and the light show presented at the Bellagio was without a doubt spectacular, plus Stephanie had a chance to say hello to Raiders owner Mark Davis who was inside the back room of a Westgate restaurant where we were having a business lunch meeting. The personal tour we received at the Wynn showed off some of the best suites I’ve seen in Las Vegas, and I was finally able to witness Circa’s Stadium Swim in person, and meet owner Derek Stevens (heck of a suit game). What an outstanding hotel and casino.
Altogether, it was a productive trip. As someone who knows all about building and executing a conference, I appreciate the work that goes into pulling it off. This event is massive, and I have no idea how the NAB makes it happen so flawlessly. This was the first time my head of sales, Stephanie Eads, got to attend the show. She loved it. Our only negative, going back and forth between convention halls can get exhausting. Wisely, Stephanie and Guaranty Media CEO Flynn Foster took advantage of the underground Tesla ride to move from the North hall to the West hall. I wasn’t as bright. If that’s the worst part of the experience though, that’s pretty solid. I look forward to returning in 2023, and attending the NAB’s NYC show this fall.
You’ve likely seen posts from BSM/BNM on Facebook, Twitter and LinkedIn promoting a number of open positions. I’m adding crew to help us pump out more content, and that means we need more editors, news writers, features reporter’s and columnists. If you’re currently involved or previously worked in the industry and love to write about it, send a resume and few writing samples by email to JBarrett@sportsradiopd.com.
With that said, I’m excited to announce the addition of Ryan Brown as a weekly columnist for BSM. Ryan is part of ‘The Next Round’ in Birmingham, Alabama, which previously broadcast on WJOX as JOX Roundtable. The show left the terrestrial world in June 2021 to operate as its own entity. Ryan’s knowledge and opinions should provide a boost to the site, and I’m looking forward to featuring his columns every Tuesday. Keep an eye out for it tomorrow, and if you want to check out the guest piece he previously wrote for us, click here.
Demetri Ravanos and I have talked to a lot of people over the past month. More additions will be revealed soon. As always, thanks for the continued support of BSM and BNM.
Six New Contributors Join Barrett Media
“These latest additions will make our product better. Now the challenge is finding others to help us continue growing.”
Building a brand starts with a vision. Once that vision is defined, you identify the people who fit what you’re creating, lay out the game plan, and turn them loose to execute. If the product you’re creating is original, fills a gap in the marketplace, and the work turned in by your team is consistently excellent and promoted in the right locations, more times than not you’ll build an audience.
As you grow, the focus turns to studying what your audience wants, needs, and expects from your brand. Certain things you expect to be big turn out small, and the things you saw limited upside in create opportunities you never saw coming. It’s critical to be open minded and ready to pivot while also examining where and when people consume your product, which pieces of content do and don’t matter, and then use that information to direct your team to give folks more of what they value and less of what they don’t. Team members should want that feedback too. It tells them what is and isn’t worth spending their time on.
As I lay all of that out it may sound like I’m talking about a radio station or television operation. These are the things programmers do frequently to make sure the talent, shows, and brand is satisfying the expectations of an audience. But what I’m actually referring to is the brand you’ve made a choice to click on to read this column, Barrett Media.
I’ve mentioned many times on this website how I started this operation by myself, and didn’t expect to have a team of writers involved in it. I was focused on consulting sports stations, sharing my programming views on this website, and as I cranked out content consistently, I discovered others loved the business like I did and had a desire to share their insights too. Rather than sticking to my original plan, I pivoted and increased our content offerings. In return, the audience grew, clients grew, and it’s led this brand to grow beyond my expectations. Now we cover sports AND news media, we run an annual conference, feature a membership program, create podcasts, deliver a daily 8@8 and three times per week BNM Rundown newsletter, and work with various brands and companies across the broadcasting industry. I’m extremely fortunate to be in this position and don’t take it for granted.
But with growth comes change. We’ve been blessed to have a lot of talented people contribute to this site over the years, and as they produce quality work, and others across the industry recognize it, they earn interest for their services. That then leads to some having to sign off for bigger opportunities. I see that as a great positive for the brand. Would it be nice to have more consistency and keep a crew together for years? Of course. I know it’d make Demetri’s life a lot easier. If we’re losing people for the right reasons though, and they’re landing opportunities that help them advance their careers, I’m going to be happy for their success, and trust that we’ll find others to keep us moving forward. The success of our team helps make what we do more attractive to others because it shows that if you do good consistent work here, you can put yourself in a position to attract attention.
Over the past two months, I have challenged Demetri Ravanos to invest more time talking to people about writing for us. Expanding our Barrett News Media roster is a priority. So too is adding quality people to help us improve Barrett Sports Media. BSM has had just under seven years to earn trust with readers. BNM has had less than two. We’ve put out ads on our website and newsletters, social posts, an ad on Indeed, and we’ve reached out directly to people who we’ve felt may be able to add something interesting to our brand. Most of my time is spent listening to stations and talking with clients, but my eyes are always roaming looking for content, and my mind is always thinking about what we can create next to make an impact.
I don’t judge our brand’s success based on clicks, shares, breaking news before other outlets or showing up in the top three listings on Google. I care more effort accuracy, timeliness, passion, consistency, storytelling, insight, and being fair and non-agenda driven. We’ve found our niche being able to tell stories about broadcasting professionals, relaying news, and offering expert knowledge to serve those involved in the broadcasting industry. If we continue to excel doing those things consistently, I’m confident our audience will reward us by reading and sharing more of our content. It’s why we never stop recruiting to keep things fresh.
Having said that, I am excited today to reveal six new additions to the Barrett Media staff. Peter Schwartz is a name and voice many in New York sports radio circles are familiar with. Peter has spent three decades working with various outlets and I’m thrilled to have him writing weekly feature stories for us. Brady Farkas is a talented host and former programmer who now works for WDEV in Burlington, VT. Karl Schoening is a play by play broadcaster who has worked in San Antonio sports radio and has had the added benefit of learning the industry from his talented father Bill who calls Spurs games. Each of them will produce bi-weekly feature stories for the brand. Jason Ence is in Louisville and has written about sports betting for Twin Spires while also working for ESPN 680. He’ll be writing sports betting content for us on a weekly basis. Jasper Jones will help us by adding news stories on Friday’s. He’s presently in Philadelphia learning the business working for Audacy. Last but not least, veteran author, Brewers writer, and former radio professional Jim Cryns comes on board to help us with features on news media professionals.
These six additions make us stronger, and I’m excited to have them join the team to help us add more quality content to the website. That said, we’re not done yet. Demetri and I are still talking with others and I expect to make a few more additions in the weeks ahead. As I said earlier, we want to improve the news media side of our operation and continue adding people to help us make a bigger dent in the sports media space. Broadcast companies invest in us to help them, and I believe it’s important to invest back.
If you’ve programmed, hosted a top rated show, worked in measurement, led a cluster as a GM, sold advertising, represented talent or have worked in digital and feel you have knowledge to share, reach out. I can’t promise we’ll have room but we’re always willing to listen. I’m not worried about whether or not you’ve written for professional publications. Passion, experience and unique insights matter much more than a resume or journalism degree.
I appreciate everyone who takes time to read our content, like and share it on social, and all involved with this brand who help bring it to life each day. The latest additions of Schwartz, Farkas, Schoening, Ence, Jones and Cryns will make our product better. Now the challenge is finding others to help us continue growing.