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Building a Successful Marketing Agency | Part 5: Hiring the Right People

November 27, 2017

Most entrepreneurs and executives have experienced the mistake of hiring the wrong person for the job. This common mistake is most easily avoided if you’re familiar with the strengths and values of your organization. It is particularly important in small organizations or startups to ensure that every person is good fit for both the job position and the company. In this article, you will learn the key points in ensuring you’re hiring the right person for the right job.

A strengths assessment is a great place to start with every prospective hire., Think of it as a SWOT analysis of your most valued resource–your people. The strengths evaluation recognizes significant personality and behavioral traits through a sequence of open-ended questions, and this information can help you understand what to look for to find the right combination of those talents.

Recommended reading: Building a Successful Marketing Agency | Part 4: Managing Time Effectively

Various business owners do not adequately recognize their own strengths and/or the strengths of others within their organization. Identifying candidates who have the necessary skill set and whose values support the culture of your organization is essential in the hiring process. Below are the key factors to look for when hiring someone to join your organization.

Hiring The Right People For Your Marketing Agency

1. The applicant must have the functional experience required to help your team and your business grow.

When considering the potential of a new hire, it is important to take into consideration both the current and expected needs of your business. Don’t just base your decision on the immediate need at hand.

2. Does the candidate have the exact strengths that you need for this specific position?

Keeping data from inside your organization will help guide you in influencing your team’s talents. And this will guarantee that you stay objective throughout the hiring process.

Related: Virtual Assistants: 8 Reasons to Hire a Virtual Assistant

3. The applicant should suit the values of the organization and be able to work well with existing employees.

The candidate must share the same values/objectives as your company. The interview process is a chance to evaluate top candidates. Make sure to use a consistent set of questions for each interview. You can even include your current staff in this process, as it’s important to take their feedback into consideration. Last, ensure to ask your top candidate(s) to come in for a day to see how they perform in real-time, as you will then get an idea of how your team will work together.

4. Make sure you understand what they are really looking for.

To truly understand what each candidate is passionate about, you have to test them on it. You can do this by using a profiling tool. By having the potential hire answer only a few dozen questions about themselves, you will be able to create a strengths report that will serve as an evaluation tool for your agency. When using this tool, be sure to include a section on motivators, and ask each finalist to answer the questions and complete the motivators section as an additional assignment.

Recommended: How Understanding SWEPS Marketing Drastically Increases Revenue

Hiring the right person for the job is certainly one of the major challenges companies’ experience, and, at the same time, it is one of the most fulfilling opportunities. Finding the right candidate the first time will benefit you as you will be able to avoid the expensive and inefficient repercussions of hiring an inefficient or difficult employee. It’s essential to identify the criteria that will help you effectively bring on the right person who will have a positive impact on your existing team and help your company grow.

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