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How to Pitch the Media

January 4, 2021 by Mark Johnson

It’s in the interests of all editors and publishers to know about the markets they serve. Really, they’re interested in meeting with you.

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Don’t be intimidated by the media. Reach out to them.

Would you like to be named as a source in an article? Have your by-lined article published? Appear on a talk show as an expert source?

You can do it. The sky is the limit with good media relations. Here are seven suggestions for appealing to magazine, newspaper and blog editors.

1. Get to know the media in your market.

Editors and producers appreciate it when you understand their audience, their program formats, and their magazines.

Ask the media company if they accept submissions. Most magazine editors will accept unsolicited articles as background information. They’ll likely keep your name on file as an expert source.

In time, they may assign a writer/editor to contact you. Take that call. It’s a major coup to be sourced in a feature article. You’ll be viewed by their audience as instantly credible. And, you can order reprints for your marketing efforts.

2. Target the managing editor, department editors and newspaper section editors.

Look for the editorial department masthead near the front of a magazine. A newspaper lists its editors on the editorial page or sometimes opposite the editorial page. In general, don’t bother the editor or editor in chief of a publication. He or she likely doesn’t make specific content decisions.

Instead, reach out to the managing editor, department editors, newspaper section editors, and the associate publishers.

Of course, the term “editor” can be used by those who prepare newsletters. You’ll want to contact them.

3. Offer your articles as “exclusives.”

Assure the editor that no publication will scoop them before the article is published, and that no publication will eclipse them after it appears. That includes postings to your Web site. Pitch publications one at a time, and include “Exclusive to Name of Publication” on the article.

4. Contact editors via email.

The telephone is important for interviews. Always return editors’ phone calls ASAP. When an editor calls, drop everything and take the call — no exceptions. Their deadlines are tight.

5. Follow up regularly and inquire about stories they are writing.

Ask magazines for their editorial calendar. Search the media company’s website for this piece, which is often included in their advertising packet. Try to find out when they’ll be covering topics you are knowledge about in their main feature wells.

Whet their interest in reviewing your prepared article in relation to their editorial calendar.

6. Worry about tailoring your article submission at a later date.

Pitch the story angle for now, and offer to supply artwork and photography only after they are interested. That is, don’t send large emails to them, loaded with high‐resolution logos, graphics and photos.

Also, keep your email message short and to the point.

7. If possible, visit editors in their offices.

Buy editors and publishers lunch. And when you have that occasion, try to learn how they like to work and how you may be able to contribute. It’s in the interests of all editors and publishers to know about the markets they serve. Really, they’re interested in meeting with you.

Your pubic relations efforts will be worth its weight in gold. In time, you’ll garner some publicity which will establish instant credibility for you and your company. And, you will be able to do it all without having to pay for an ad.

Filed Under: Ideas Tagged With: Public Relations

Three Workforce Trends

December 2, 2019 by Mark Johnson

In 50 years, the U.S. will not have a single racial or ethnic majority.

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Are your recruiting practices keeping up with evolving American demographics?

Demographics is about understanding the forces driving societal change. Here are three demographic trends identified by Pew Research Center that will impact your company’s future recruiting practices and workplace policies.

1. Racial and ethnic diversity

In the past 50 years, nearly 59 million immigrants came to the U.S. Today, 14 percent of the country’s population is foreign-born. It was just 5 percent in 1965.

In 50 years, the U.S. will not have a single racial or ethnic majority — 14 percent of the country will be Asian, 24 percent Hispanic, 13 percent Black, and 46 percent White.

Diversity will certainly affect your future workforce — it may already have for those of you on the coasts. Who are you going to woo for entry-level positions? How will you go about recruiting people with skills? How will racial and ethnic diversity impact your HR policies and company culture? Some things to think about.

2. Appealing to Millennials

As America’s largest generation, Millennials (ages 18 to 34) are a force to be reckoned with. They represent, however, a confusing mix of attitudes and habits.

On the one hand, they’re upbeat and positive. Eight out of 10 Millennials say they either currently have enough money to lead the lives they want or expect to have that money in the future.

On the other hand, many Millennials struggle with unemployment, low levels of wealth in comparison to other generations and high levels of student debt. At least they’re on track to becoming the most educated American generation ever.

Millennials are less inclined than older adults to self-identify as either patriotic persons or as environmentalists. Yet, many Millennials remain politically unaffiliated. Many live at home — and presumably seek work near the homes they’re tethered to.

Certainly, Millennials are the most racially diverse generation in American history: 43 percent of Millennial adults are non-White, the highest share of any generation. What will it take on your part to hire them?

3. Women as breadwinners

The labor force participation rate for American women has risen steadily since the 1960s.

In 2011, mothers were the sole or primary breadwinner in a record 40 percent of all households with children. The gender pay gap has narrowed over this period of time, especially for young women entering the labor force, though the gap persists.

Women still make up a small share of the nation’s business leaders relative to men, but that’s changing. The share of women in top leadership jobs has risen. While Americans say women are every bit as capable of being good leaders as men, four in 10 Americans believe women placed in leadership roles are held to higher standards than their male counterparts.

What do you say? Are opportunities for women available with your company?

Keeping up

What are you doing about them? Are your recruiting practices keeping up with evolving American demographics?

You have time to make changes. Just don’t wait too long to act.

Filed Under: Ideas Tagged With: Trends

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Ideas

How to Pitch the Media

January 4, 2021 By Mark Johnson

Three Workforce Trends

December 2, 2019 By Mark Johnson

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