Hiring the right talent is one of the most critical aspects of running a successful marketing agency. The people you bring on board will either contribute to your agency’s growth or hinder its progress. At our company, we have developed a thorough seven-step hiring process that has consistently delivered great results. However, to simplify things, we’ll focus on the most important aspects: assessing technical skills and evaluating soft skills. By honing in on these areas, you can streamline your hiring process and find the perfect fit for your agency.
1. Test for Technical Skills
One of the biggest mistakes agencies make is assuming that candidates possess the necessary technical skills simply because they’ve worked for a competitor or have an impressive resume. This assumption can lead to costly hiring mistakes. To avoid this, you must rigorously test for the specific technical skills required for the role.
- Create Relevant Tests:
Develop tests that directly relate to the tasks the candidate will perform on the job. For instance, if you’re hiring a web designer, have them complete a design task that reflects the type of work they’ll be doing. If you’re hiring a salesperson, test their ability to pitch your agency’s services effectively. These tests should be designed to gauge whether the candidate has the baseline knowledge and skills needed to excel in the role. - Evaluate Thoroughly:
Don’t rush this part of the process. Take the time to thoroughly evaluate the candidate’s performance on these tests. Look for not only technical proficiency but also creativity, problem-solving abilities, and how well they follow instructions. This will give you a clear picture of their capability and fit for the role. - Don’t Skip This Step:
I once encountered a white label company that refused to administer technical tests to potential hires. Unfortunately, I couldn’t refer clients to them because I wasn’t confident in their hiring process. Testing is non-negotiable; it’s the only way to ensure that the candidate truly has the skills you need.
2. Assess Soft Skills and Cultural Fit
While technical skills are crucial, they’re not the only factor to consider. A candidate might be a technical whiz, but if they don’t align with your agency’s culture, they could disrupt team dynamics and hinder productivity. That’s why assessing soft skills and cultural fit is equally important.
- Evaluate Soft Skills:
Soft skills, such as communication, teamwork, and time management, are critical for success in any role. Look for signs that the candidate can meet deadlines, communicate effectively with team members, and adapt to new situations. These skills are often the difference between a good employee and a great one. - Check for Cultural Alignment:
Every agency has its own unique culture, defined by its core values and work environment. During the hiring process, assess whether the candidate aligns with these values. For example, if your agency values punctuality and reliability, check whether the candidate consistently shows up on time for interviews and meets all deadlines during the application process. If your agency values creativity and innovation, look for signs that the candidate embodies these traits in their work. - Ask Behavioral Questions:
To assess cultural fit, ask behavioral questions that relate to your core values. For instance, if one of your values is “collaboration,” ask the candidate to describe a time when they worked on a team project and how they contributed to its success. This will help you gauge whether their past behavior aligns with the values that are important to your agency.
3. The Best Predictor of Future Performance is Past Performance
When making a hiring decision, remember that the best predictor of future performance is past performance. Look at the candidate’s work history and achievements to see if they have consistently met or exceeded expectations in similar roles. This can give you valuable insights into how they might perform at your agency.
- Conduct Reference Checks:
Don’t skip the reference check. Speak with past employers or colleagues to get an honest assessment of the candidate’s strengths and weaknesses. This can help confirm whether they are likely to thrive in your agency’s environment.
Conclusion: Hire Slow, Hire Smart
Hiring is one of the most important decisions you’ll make as an agency owner, so it’s essential to take your time and do it right. By thoroughly testing for technical skills, evaluating soft skills, and ensuring cultural fit, you can streamline your hiring process and find the perfect fit for your agency. Remember, it’s better to hire slow and hire smart than to rush the process and make costly mistakes. With the right approach, you’ll build a team that not only meets your agency’s needs but also drives it to new heights.