(alt. title@ “how Gary Neville ever managed to play for Manchester United”)
Wanted; serious media hound, must possess exquisite writing skills which are perfectly adapted and adaptable to the needs of our clients (from corporate brochure to rap), must enjoy granular, detailed work such as formatting and proof reading, must possess and be prepared to nurture a deep pool of media contacts (from daily newspapers to the most obscure subscription trade title) and – most of all – must be prepared to take direction and work as part of an extremely structured team. Hobbies and interests? If you must, but see below for hours of work; and make sure it’s nothing too dangerous as we don’t provision much time for illness or injury. Hours of work, 9h until 18h (that’s just the weekends, we reserve the right to finish later during weekdays). In short, we are looking for a PR apprentice who is capable of and prepared to learn the roles of our esteemed industry.
Also wanted; social media guru, must live and breathe new media, possess a large and lively personal social media profile, must be prepared to improvise, work independently and convey the essential in 140 characters or less. Neither structured pros nor proof-reading nor formatting are likely to feature heavily as part of the role. Working hours are not structured, but you will be expected to deliver insight and response in real time from your mobile (wherever you may be; whether queuing for lunch or moshing at Glastonbury). Speaking of moshing; do people still do that? We are very interested in your hobbies and interests you see. In fact, your outside interests could actually be good for business, especially that of our clients; particularly if you regularly blog about them. Oh, yes we are quite relaxed about your blogging and Tweeting on company time; in fact, depending on your aforementioned outside interests, we’ll actually require you to furiously blog and Tweet on behalf of our clients. To summarise, just about as far a departure from the traditional PR apprenticeship as you could imagine.
And here’s the dilemma . . . agencies need both of these people. Despite the demise of Rupert (or perhaps because of it) traditional print and online media is not about to disappear. The proven skills required to deliver compelling PR will still be required; and that includes an attention to detail and pure copywriting skills. However, agencies also need social media experts to help give a voice to their clients’ products and services, to help position them across the increasing range of user generated content platforms and to continually monitor online opinion and feedback on the same.
So what’s the solution? I realize that this will prompt hails of “cop out” but I actually believe that there are two approaches to this dilemma. The challenge is basically to figure out which to apply to which candidate:
· Approach 1. The apprenticeship; social media mind sets should be coached and trained to deliver a minimal level of detail, copywriting and structure. They should also be required to undertake ‘due diligence’ in terms of media knowledge, press contact and drinks with the usual array of trade press misfits (insert your own).
“Traditional media mindsets” should likewise be supported to understand and participate in a minimum level of social media life (i.e.. on a personal level through Twitter, online communities etc.) and learn to effectively select and communicate the benefits of various platforms.
· Approach 2. Play to their strengths; in footballing terms, Gary Neville was never going to make a centre forward (despite his finishing), and Romario never likely to track back and defend. They were specialists, and what amazing specialists they turned out to be (well, Romario).
While Manchester United and FC Barcelona can afford such luxuries, can PR agencies afford employees who are not going to “track back”? In this case, adhere to deadlines, write up minutes from meetings or, even, proof read? I believe that agencies can employ specialists; but on certain conditions:
- The size of the agency or department; while such social media specialists are great within a structured and functioning team, they are going to be of less use in a start up environment where staff are expected to do everything from cold calling prospects to making the tea.
- What is the social media specialism? Does it fulfill a current or future client need, is it really a specialism we are talking about, or simply someone who never learned to punctuate
- Does this person possess experience or knowledge that is not currently covered by the existing more generalist staff. This is a vital consideration if you decide to accommodate a genuine specialist, in order to avoid resentment amongst the incumbent team.
- Finally, above all, do you want to see this person working for the competition? If not than you’d better him or her!
So that’s the agency dilemma and my dual approach (cop out) to addressing it. Specialists (particularly social media ones) can cause disruption and resentment within a team due to the nature and relative informality of their work. They can also prove a secret weapon for agencies who can genuinely harness them.
I’d love to hear any feedback on the dilemma and my suggested approach; at what size can a team/department start considering social media gurus as stand-alone hires? How can you tell if the candidate before you requires Approach 1 or Approach 2? What’s the best way to incorporate them into an existing team to maximize performance and minimize disruption? How should they be trained and measured?
If nothing else, let me know your thoughts on my incorporation of Gary Neville in yet another blog about PR!