Television Stations News Operations are changing now, across the industry, as major Broadcast Groups continue making acquisitions, including the once undesirable starter stations, in very small DMA’s.
Quality companies like Gray, Cox, Scripps, Raycom and Gannett are snapping up small and lower medium market stations, at a brisk rate. What is new is that these station groups are buying some of the smallest markets in the country, formerly the exclusive domains of companies like Sinclair and Nexstar.
And, they are making personnel changes, to improve their ratings and revenues. It’s a new ballgame. From FTVLive:
The days of starter stations being safe havens for new people or those restarting their careers, is coming to an end. These group owners want ratings/revenue growth and know how to get it. Same applies to stations acquired in markets 40 and above.
Until now, newer Talent and Stations in markets 70 to 210 generally were marriages of convenience. Talent weren’t paid that much and performance expectations, often were not that high.
The dark side of this is/was that often new Talent were locked into three year no cut deals. Not that many asked for and got market or network outs. They just wanted that first or second job.
The difference working in Market 90 and 150 isn’t that different. Some more experience, up to a point and not allot more money, unless they really want you to anchor.
Rule of thumb was people would gain experience and move on. Stations would then hire new young people or Talent doing restarts. That’s changing.
Inexperienced people now at 70+ starter stations, will or already are coming under close scrutiny, by these new corporate owners. It’s clear that the benevolent days of learning and earning, are ending.
Nothing to worry about if your presentation is up to accepted standards. You do have a career problem coming your way, if it isn’t. It’s a sink or swim business, now more than ever. And, the competition just became more intense. More on that, later.
If you don’t know how you stack up in the world of TV News, find out. If you have a new News Director, get a meeting with them and get their read on how you are doing. Sucking up with most of them won’t be appreciated and sends the wrong message.
Here’s an example for you to consider. One of my clients are worked very hard on her performance for months and we built her demo together. She shared the demo with her friends at other stations, who found things wrong with it.
I shopped this same demo to Group Heads and GM’s, who in turn, circulated her demo throughout their companies, giving her coverage in over 65 markets. Who does the hiring? Other Talent or General Managers? I rest my case.
Best policy is going direct and find out where things stand and how you can do better. Will buy you time if nothing else.
And, go look at successful Talent on Station websites. See how they do things and consider what you could add to your presentation. If you do nothing, that’s almost like waiting for the ax to fall.
These major Broadcast Groups are well aware of viewer dissatisfaction in 70+ markets, where many viewers are dissatisfied being local news programming white rats. It's not fair, when you think about it. Plus, many viewers know what they should be getting from their local news, regardless of market size.
If you are working in a recently acquired station or in your first job at a starter station, all traditional bets are off. Managements allowing subpar news products will be replaced, by the Major Groups. If you can’t perform in a small as well as people in the Top 50 markets, they will find others who can. And, that will get easier for them.
Low end news operations in Small/Medium DMA’s will have to step up their game too, or they will be crushed by these major Groups improving their newly acquired properties.
For years certain companies have made a fortune from being low end news providers, caring more about profit, than the quality of their news products. That will change over time, too. It has to, for them to stay competitive with the Gannetts of the world.
This is all about money at the end of the day. New owners have paid as much as 12 times cash flow for their new acquisitions. They want a ROI on their new acquisitions. So do their investors and stockholders. There is pressure from the top on down to improve revenues.
Only way to do that, is increase ratings. Only way to do that is providing quality News Programming and Talent, which will attract the most viewers. They will do what it takes to get their ROI. And, they do know what they are doing. These companies have been improving station properties for decades.
These New Owners are not going to put up with lackluster news ratings. The want increased ratings driven revenues. A new trend is that new Talent or those starting over, aren't going to have safe havens in the starter markets, anymore.
A number of stations, in all market sizes, have either demoted or released some of their main Talent, replacing them with internal promotions or hiring from the outside.
I have not seen this since the 70's when I got in this business. Then, change was common, until the Corporate guys got what they wanted from their stations. This view is back and looks like a new, emerging business trend. Don’t forget that this is monkey see, monkey do business and if this continues, it will affect everyone on air.
There’s also a new competitive complication in the mix. Perhaps, you have heard about the cutbacks and layoffs at Al Jazeera, with more to come? CNN will be doing theirs in a few months.
I respect Al Jazeera as a credible news source, reminding me of what CNN was like 20 years ago. My guess is viewers can't get past the name...etc. I’ve read they only cume about 17,000 viewers a day.
Regardless, the job market is being and will be further flooded with experienced people from all disciplines and they will be looking. Plus, station people and recent journalism graduates are/will still be looking, too.
There only so many jobs around and replacing underperformers is not going to be very difficult.
Most new hiring has been usually done after the May Book, into September. However, it's about 90% over for this year, except for 100 Plus stations.
There will be some hiring for January starts, during the rest of 2014. Then, most hiring will quiet down until March or April. The hiring cycle will repeat itself after the May 2015 book.
And, for those of you orbiting the business, let me offer some advice. Learn how anyone gets into News or Entertainment Programming. Also, use job hunting methodologies, familiar to Television Managements.
I have talked to several people on edge of the industry, over the last several months. If it’s not working, it is because you are not doing this right, most likely starting with your demo. Most of you trying to get in the business, doing things your way. You need to learn our way.
Keep in mind that that Talent like Nancy O’Dell, didn’t just appear one day. She worked at three stations prior to going to the Networks and then Entertainment Tonight. These people are your competition for the jobs you may want.
Don’t depend on websites to get you in the door. No one is going to spend time on your website, and then hire you. They don’t have the time or interest.
You need a demo which follows industry norms and here’s the good part. Potential employers will give your montage :20-:30 and from that decide what they think of you.
Read this Blog, if you do nothing else. It has numerous postings for Talent, covering what I wrote here and many other topics. All I can tell you is that the Blog has had nearly 12,500 unique visits. Someone is reading those posts. Most likely people more ambitious than you might be.
I am not an industry household word, but I do know what I am talking about. I have provided News Consultation Services for many of the companies, discussed herein, as well as NBC, ABC and CBS. I know how these companies do things.
I started working with Talent when I was CBS Television Stations Chief News Consultant years ago. I enjoyed that much more than doing budgets, branding news products or scouting for personnel.
We have a good scorecard. I work alongside my Clients, getting them ready to move up and then shop them for new jobs. I can also get the major companies to look at their demos.
Some have made exceptional jumps. One went from Market 70 something (Borderline starter station) to NBC Weather+ in New York, before she was 25. From there, she later went to one of NBC's Owned Stations in a Top Ten Market, by age 27. She worked very hard and deserves all her successes.
Another went from Yuma (Serious starter station) to New Orleans, stopping for a while in Arkansas.
Finally, don’t just sit there, going through the motions. If you don’t buckle down, then buckle up for what could be coming your way.
There are many ways you can develop your presentation skill set, while protecting and developing your career.
We believe we have the very best methodology in the industry to help you do exactly that.
In fact, we have a proposal for you: Please send a sample of your work for a free critique. Below is what we have to offer you.
Millennium Media Entertainment
Below is a service outline. It is useful for newer people, since we cover the practical, not taught in many schools. This list is designed around individuals and isn’t a Consultation Template, because no two Clients are the same.
- Comprehensive review of your current presentation
- Anchoring and Reporting Performance Consultation: Pace, Delivery, Voice Tonality, Voice Overs and developing a Conversational Presentation Style or Brand. Your Brand is your unique presentation signature and how viewers identify with you/your work.
- Daily Performance critiques based on Client provided Links. Feedback via email and/or Skype. At least one status review per week, via Skype.
- Appearance... i.e.…Clothing, Colors, Makeup and Hair
- Health/dietary programs to improve overall health, look and increase performance energy
- Producing, writing and packaging
- Performance Training that fits with Station or Network Brands, industry trends and Strategic Career Planning
- Access to O & O’s, Major Groups and Networks. (Representation Only)
- Demo Development and Consultation.
- Provide Marketing Material Templates...i.e. Stationary, Generic Cover Letters and Bios.
- Consultation Pertaining to New Employment Opportunities.
- Advice for Negotiating New Employment Deals and Contracts. (Consultation Only)
- Contract Negotiations (Representation Clients Only)
- Suggested Tax Write Offs...Such as all Costs Associated with MME Services. (Also cable and computer, phone...Etc. are too)
- MME will provide receipts for payment for Tax Purposes
John Sheehan
President and Chief Executive Officer John Sheehan has over 30 years of Senior Television Management Experience, Consulting Television Station Group Heads, Network Executives, Syndication Presidents, Chief Financial Officers, General Managers, Sales Managers, News Directors and Creative Services Managers about almost every aspect of the Television Business.
Sheehan has worked with a broad array of Television Companies ranging from Networks, Network Owned and Operated Stations to independent and affiliated television groups. Concurrently, he worked with numerous syndication and production companies.
Sheehan was Chief News Consultant for Group W Television, later The CBS Owned and Operated Stations in 12 Major US Markets, from 1991 to 1999, responsible for News Content Development, Station Branding, Talent Development, Recruiting, as well as Individual Station News Budgets.
Besides News Programming, Sheehan consulted several Nationally Syndicated TV Shows including: Win, Lose or Draw, with Burt Reynolds, A Current Affair, The Gail King Show, and Evening Magazine.
Please Visit our Blog for more information about the Firm, plus how to develop you career and presentation.
Millennium Media Entertainment
http://johnsheehan17.blogspot.com/
Coming Next: Talent Consultant’s Epiphany. What Really Drives On Air Presentations?
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