ELIE RAHMEH
Fame FM, Lebanon
I don’t usually resort to print media to announce a vacancy. I prefer to use our radio waves instead. Another staffing source is interns and trainees. We always have many on standby to fill any vacancy, should the need arise. It’s very normal, however, for our employees to bring in a contact of theirs that they deem fit for the job. This is practiced in almost all radio stations. However, in order to increase the size of my audience, I must always have the best people. I do not condone favoritism. No way. Experience and education are what matter most to me. The person applying for the job must be knowledgeable about the position they’re applying for.

HANAN HASAWI
Arabian Radio Network, UAE
Our media outlets and some recruitment agencies play an important part in announcing the vacancy. We also rely on an extensive internal database collected from past applicants. In the case of an entry level position, we could also seek out college media students. When headhunting abroad, we consult our own foreign staff in addition to running ads in widely circulated publications. Favoritism, however, is not an option. The job always goes to the most qualified person, since experience is what matters most to us. Degrees come second, especially in the UAE where it’s a bit difficult to find someone who majored in media. As long as the person is talented and has this sweet touch for being an on-air personality, then it’s fine. We will groom them and send them to training to develop their skills.

NADIM ATTIEH
Beat FM, Jordan
Our airwaves and website serve as an outlet to announce vacancies. Since we are an English-language radio station, I am always seeking English-speaking broadcasters. I mostly recruit them through www.mediauk.com. I do not, however, resort to my local staff to supply me with contacts. Radio in Jordan is still a nascent industry and people working in it are limited in their contacts. I do not treat vacancies with favoritism. If the person is qualified, he gets the job. It’s not some kind of clerical post where other people would do the job on their behalf. I look for education, but experience is more important. If I’m looking for a DJ, for example, I don’t take their CV and education much into consideration. You can’t see their skills and technique on paper.

SIMON RAMSDEN
Nile FM, Egypt
I usually place ads in specialized media magazines in the UK and US. I also use media-related recruitment websites to scour for talents and fill vacancies. Sometimes, people send us their CVs and demo tapes, mainly radio hosts because they want to be a part of our operation since we have the biggest market in the Middle East and Africa. I rarely resort to my staff for filling a placement even if they already know someone. I don’t think it’s a healthy thing to get people’s friends to work with them. It could create distraction and damage the work environment. When hiring, experience is a key factor which is closely followed by personality. The industry needs to give more people a chance to shine. This is why I tend to spot raw talents, foster and nurture them. Favoritism doesn’t work much for me but I’ve had people come up to me saying “Simon, give him a try.”If he has the talent, he might be hired.