Tim Stephens has spent more than a quarter of a century at various media companies, including the South Florida Sun-Sentinel, the Orlando Sentinel and CBSSports.com, where he helped recruit, hire and develop talent.
“I placed a high premium on being connected in the industry and knowing what other outlets were developing track records in terms of producing quality journalists who could fit into our fast-paced, evolving newsroom culture,” he said. “Your organization will only be as good as the people working for it, and I didn’t want to miss on hires. I wanted a pipeline of talent.”
Stephens said that no matter who he hired or how long they worked for his organization, he was always looking to put the best people in the best positions when he hired someone.
“I was never afraid of losing talent…” he said. “I wanted ambitious, high-achieving performers to have opportunities to move up in their careers. Every time I lost an employee to a larger organization or an expanded role, I took it as an opportunity to find the next high achiever.”
A few years back, Stephens and I were at a convention where we talked about a massive disconnect between college-age applicants and places that hired them for internships and jobs. His insights shaped how I work with students as they build their application packages, resumes and cover letters
Last week, I asked him some questions via email so that he could share some additional thoughts about how hiring works, what he looks for as a hiring manager and other things that might help you get where you want to go in this field.
What is/was life like as a person responsible for hiring interns and employees? What goes on behind the scenes that students or newly minted graduates don’t know about between the time they send in an application and the time a person gets hired?
I planned for openings months before I had them. Part of that was because I was accustomed to large organizations making occasional raids on our staff, and part of that was because of the shrinking nature of the newsroom made it extremely important to make strong hires when you had an opportunity to do so.
I had my eye on candidates who were often 2 or 3 moves away from a position on our staff. I talked to hiring managers at other companies all the time, picking their brains for potential candidates. I referred people who impressed me to hiring managers who had openings when I didn’t, with a special eye for matching those talents to newsrooms where their best attributes would be developed.
Bottom line is that it’s a small industry and you are rarely more than two or three people removed from knowing someone who knows someone.
One of the things you mentioned to me a long time ago was that students don’t really understand the point of their resume from a hiring-manager’s perspective. What are the problematic things students or new job seekers do in terms of creating documents or applying and how can they fix that to improve their odds of impressing an employer?
Your resume is not about you. It’s about ME, the hiring manager. If I move your resume through the stack, I am attaching my reputation to yours. I am being judged in large part by my hires. Don’t ever forget that. When I am looking at a resume, cover letter and portfolio, I am not looking at what you’ve done. Frankly, I don’t care.
What I care about is how what you have done translates into what you will DO if I hire you. Big difference. I have always tried to encourage job hopefuls to try to view the search from the perspective of the person doing the hiring.
First, you have to find out who that is. Be a reporter and do some digging. What is this person’s track record? What attributes do they value? Who previously held the job I am going for? Do your homework and help me project you into the job rather than simply to view you as an applicant.
If you had any key advice for students or one thing you would want to tell them about this whole process, what would it be?
Network. Always be professional — always. You never know who someone knows … or who they will become in this industry. And last, when you get an interview, try to flip that conversation toward how you’ll do the job you’re applying for, and you will take a big step toward landing it. You want me leaving that conversation feeling like you’re already part of the team.
Is there anything you think I missed or anything else you’d like to add?
Where you start in your career isn’t as important as who you are starting with. Do your homework on the hiring managers and the person or people who will supervise you.
Who has a track record of investing in and developing talent? Who has a track record of sending people on to bigger and better things? Who gives young journalists prime opportunities to shine when they earn them? Will you get feedback? Will you have a strong cast around you who will support your development? The most prestigious media company isn’t necessarily the best opportunity to advance.