Why Are PR People So Miserable?

Why PR People Are So Miserable

Photo by atsoram

Much has been written about the PR business being such a stressful occupation. Lots of reasons are cited, from slashed budgets to demanding clients to cranky reporters. And while I tend to believe that much of this stress is exaggerated (these are, after all, PR people talking), there’s one major source of stress that’s often overlooked …

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About Rob Biesenbach

Rob Biesenbach is a communications expert, actor, author and public speaker. He is a former VP at Ogilvy PR Worldwide and press secretary to the Ohio Attorney General, among other positions. He is also a Second City trained actor who has appeared in more than 150 stage and commercial productions. He brings these worlds together in his workshops and book, Act Like You Mean Business: Essential Communication Lessons from Stage and Screen, published by Brigantine Media.
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2 Responses to Why Are PR People So Miserable?

  1. Steve Borek says:

    Statistics show over 70% of employees are disengaged or actively disengaged. This means they’re checked out of their jobs.

    Interesting fact about PR firms team members wearing multiple hats. Some are suited for one job or the other though not both. Plus the fact they’re stressing out themselves, team members, and family.

    Most firms do a poor job of screening candidates. In fact, a study was done that said only 14% of interviews are done correctly when it comes to the hiring process. Why? The interviewer has a personal bias. They’re human! The potential new hire looks good, sounds good, has great references (who doesn’t btw), etc. etc.

    There is an alternative. It’s called Job Benchmarking.

    A Job Benchmark says, “What if the job could talk?” What would it want from a behaviors, values, personal talents, and skills, as well as emotional intelligence? Candidates take an assessment to see who comes closest to what the job requires. The one with the least amount of gaps gets the gig. Now, you still have to do the interview, reference checks, etc. This process gives the employer greater insights into what makes the person tick as compared to the job.

    Taking the Rob cue to bottom line: Job benchmarks takes the bias out of the hiring process and lets the job talk.

  2. Good point, Steve. I hadn’t thought about it from a hiring perspective. I’m sure that can help, though I do feel that these two skill areas are very tough to marry in one person. Thank you for the thoughtful response!

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