Challenges In Media Industry Recruitment: Strategies For Finding The Right Talent

Select an organisation or industry as the case study for your report. Identify some of the key challenges for recruiting the workforce for this organisation/industry, and recommend strategies to address these challenges. Your report should make reference to factors such as labour supply/demand, organisational image, demographic issues (such as an ageing workforce, generations, diversity etc), as well as recruitment strategies such as employer branding and types of advertising.

The Media Industry's Challenges in Recruitment

The report will discuss in detail about the challenges in media industry as far as recruitment industry. It is important to understand that there are some serious problems in skills all across the media, advertising and marketing sectors which is why it is crucial to take a fresh take on how new people are recruited in the market. The issue is specifically for many top level recruitment in the industry and therefore it is crucial to have a fresh approach to how the industry can recruit talent.

Media industry expanded like anything in last many years and with advent of technology, the industry is facing a lot of challenges while developing. Marketing and advertising sector in last twenty years, digitalization brought a storm in the industry and to get the grip of the industry employees has to adapt rapidly and as well as learn quickly and created new roles for the same. Following are the challenges: -

1. Labor supply/demand: there is greater imbalance in the supply and demand of labor in media industry because of the sensitive nature of the industry. In fact, as per the research, employee based retention and recruitment are estimated to be cost related to marketing and advertising and the industry spend a lot of money in recruiting and retaining the employees (Frenette, 2013).  The overall advertising and media industry has always been very competitive where agencies bid for some kind of rare as well as creative people that actually works on saving the clients and turn the business around. For instance, the head of such agencies have also for longest period of time, had to deal with number of facts that the present city will continuously be basing the best talent in the company. But with the advent of digital revolution there is an introduction of new kind of threat along with new technology based brands from Google to Facebook till Apple and it also provides the same kind of promise based on creativity however with rise in salaries which is becoming constantly beyond the reach of number of companies (Frenette, 2013). It is also important to lure the current world which is constantly transforming. At the same time, people are also fighting for management of talent which becomes unprofessional sometimes and the company is also competing against all kind of technology along with start up

2. Organizational image: it is important to understand the present society along with technology have been changing for many years to understand the equation. Companies in order to succeed are trying to completely outsource the company to international country and the greed makes them to go in long period. There are so many people are part of important evil and whoever has the best talent will win in long run. When there is a time for recruitment and there are some organizations that understand the concept and also take right kind of action to put people in the captain seat. These same organizations that can comfortable get away with inquire with crucial or tough questions (Gelinas et al, 2017).  The organizations don’t have to give any kind of leverage to people who ask about or with the organization. companies like Google or popular media companies like Dish Network manage to ask outlandish questions from the candidate is related to their good reputation as well as a cordial image that gets combined with good corporate culture and market based compensation.  People who worked in big companies are much more confident on while speaking to strangers since they are backed up by a big name. Further this automatically; make a perception among people that the employees from big organization are smart, hard working as well as full of talent. It is very important for a company to initiate the website and the overall image in a more positive manner since this matter in long run (Bryant, 2014). The website of the company is actually considered as a first impression and the initial wall of defense for the company. Applicants will be able to somewhat picture the work culture of the company on the basis of the websites and take decision on applying for the position. This is why, it is actually quite imperative for an organization to have a nice website and the recruiter will have to be in professional code of conduct and demeanor. Preventability is very important for a company to wear in order to build that positive image.

Challenges Posed by Digitalization

3. Demographic issues: management of diversity is actually based on the range of leadership and management policies that are based on adding value based diversity in the current workforce and also assist a company to become more and more successful in future. The objective of managing this diversity is based on motivating the productive as well as mutual benefitted communication that exist among the workforce in any company and in order to add value from employees with diverse backgrounds, skills and needs to produce optimized level of advantages for the workforce and for the company that they function for and societies and consumers they must serve (Damron, 2013). One of the important issues of managing the high level of diversity and it is also based on demographic transformations.

I. Introduction to demographic modification: change in the demographic is one of primary reason for company that need to adapt different practices to be able to respond to rise number of diverse cultures in workplace within any labor market.   Diversity helps in changing the pool of number of employees gaining potential as well as the need of the workforce along with impacting broader business goals like varied service provisions. Moreover, continuous transforming profile in term of demographic of the broad population which actually means that the company needs to grow some concrete strategies that will be able to meet the requirement and desired for the citizen of the country (Tong et al, 2014).

II. Study based activities: in number of countries the stakeholder groups are more inclined towards the workplace related problems that consist of diversity. This also consists of government agencies which are interested in present work culture, industry based groups, immigration and employment based work along with right kind of human rights with trade union and many other similar groups (Tong et al, 2014).

In the current changing as well as evolving media industry, it has become important for the organizations to take number of steps in order to provide businesses with right kind of talent that they need in long run: -

1. Taking rights steps in advance: - number of recruitment professionals along with HR now requires heading a major role which is into advising the businesses about the professionalism which is required to be present in their teams. This actually means that detailed research plays an important role. For instance, every organization needs to keep a close look on competition and their activities. Like in media industry it is important to have a close look on the number of mobile guys competition have or do they function on PPC based advertising than ever. It is also worthwhile to pay some kind of attention on the current news and its presentation since Google ranks the companies websites on the basis of their overall presentation including mobile based sites. It is important to think and plan little ahead of time since it helps in bridging and bringing more success and organized attitude of the employees (Pedersen & Thibault, 2014).  

Strategies for Finding the Right Talent in the Media Industry

2. Talent Pipelining: concept of talent pipelining is actually a technique in recruitment process that is becoming popular as the main battle based on talent goes on. Speaking to people that are not exactly looking for a new kind of role but maybe in future, will actually mean something when that role may appear the recruitment team will have someone in mind already and people can also avoid practices like cold calling which takes a lot of time and efforts and so many candidates rejects the offer. However at the same time, when people has actually tried to do that in past, they will easily understand the process of this technique is not very easy. It may look like but the process doesn’t offer an immediate gratification that HR teams are looking for. It is mostly developing a cordial connection and also finding about people whom the team is interacting outside the work or industry (Pedersen & Thibault, 2014). Later when they require job they can approach the team or in some cases find a role that people may know that fit perfectly for them, team here can also approach these candidates in more personal manner. Hard selling can be a bad decision for people who are not looking for a new role actively. The concept of talent pipelining is something that organizations require to work on in the increasing market in present time. It is also important to close the skill gaps that the present industry is actually facing as a main challenge however by right strategies a newer approach towards recruitment companies can make a major difference or at least ensue that organizations are getting the right kind of talent that they are looking for.

3. Employer branding: The concept of employee branding is actually based on perception of the key stakeholders and particularly current and so many potential employees in the company. It is mostly about how companies are viewed and how company conduct themselves in the market and many more similar conditions. It is also important to understand that an effective employee brand show company as a good recruiter and a good place to work. Therefore it helps in so many activities like retention, selection or recruitment and normally affects the perception of the market (Jones et al, 2016). The concept of employer branding is about effectively passing on the massage about the values, culture and personality of the company in order to create a desired amount of perceptions. The concept also impacts every possible touch point of the company with the employee which actually starts with the process of recruitment as well as process associated with on-boarding.  It later get extended to every part of the employment consisting the process of training and development along with right kind of support network and the growth of right kind of career path with advantages like incentives (Dogruel, 2014).

Conclusion

The report discussed in detail about media industry and the challenges related to recruitment that the industry is facing. It is important to note that like every other industry, media is also going through a time of huge changes and modifications. This is true not just from a media agency viewpoint but it is true all across parts that are based on value chain and goes from media owners to varied agencies and finally the marketers (Benson et al, 2014).

Reference

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