What does this have to due with the hiring process? Plenty: These companies have now learned how to shave expenses and run at a leaner level. If the goal for the station is to make a certain amount of EBIT and cash flow, it might not be even based on ratings. Great ratings are obtained by hiring superb air talent and quality program directors. This isn't the goal in the employment process for radio any longer. They want to know two things. Can you do the job? and Can you work well with others? Oh and do if for 25,000? They feel they have to let the world know they have an opening for some kind of quasi EOE thing. What happens: They advertise for positions they will fill a few ways. 80-90% they will fill the position with an internal applicant or some internally the market manager will promote. They don't care about the skill level. It's about paying the individual 5k more a year and no moving expenses, relocation and assimilation into the station.
We've heard from a few folks who think this is illegal and they should stop running ads for positions they have no intent on filling nationally or regionally. When radio stations complete the EOE report quarterly, they have to submit where they ran ads for the positions. Here's another law they don't follow: If you do not advertise and simply hire an employee, it's called an emergency hire and you can only do that so often. Flip it around to advertising and then not hiring from the outside. The idea of posting the position is to attract outside applicants. We just ask that you keep it fair.
Here's some great information from Workplace Dynamics