Hiring the right people is essential for any agency’s success. Bringing someone onto your team is a significant investment, so it’s crucial to ensure each new hire possesses the qualities that align with both the demands of the role and the culture of your agency. While every agency has unique requirements, there are four fundamental qualities that should be non-negotiable: technical ability, soft skills, cultural fit, and budget compatibility. Let’s explore each of these in more detail and see why they’re essential for making successful hires.
1. Technical Ability: The Skill to Do the Job
The first and most straightforward quality to evaluate is technical ability. Does this person have the skills required to perform the job well? Think of it like a sports team: if you’re hiring someone to catch the ball, they must have the ability to do so consistently and reliably. Hiring someone who lacks the necessary technical skills is a disservice to your team. Without the core competencies for the role, the individual will struggle, and the team’s productivity will suffer.
Technical ability varies depending on the role, so identify what “technical ability” means for the position you’re hiring for. For example:
- For design roles: Can they create high-quality, on-brand visuals within tight deadlines?
- For project management: Can they manage timelines, budgets, and resources effectively to ensure projects run smoothly?
- For account management: Are they skilled in client communications, able to manage client expectations and solve problems efficiently?
Don’t be swayed by a candidate’s enthusiasm or personality alone—technical skills are non-negotiable. Testing these skills during the interview process, through assessments, or even trial projects, can help you see whether they have the practical skills to excel in the role. Without technical ability, even the most well-intentioned candidate will struggle to contribute meaningfully, leading to frustrations on both sides.
2. Soft Skills: Interpersonal Abilities That Make a Difference
While technical skills are essential, soft skills are equally important. Soft skills encompass interpersonal abilities and other personal qualities that determine how well someone can interact with others and manage their responsibilities. In many ways, soft skills shape how smoothly an individual can integrate with your team and work within the agency’s environment.
Key soft skills to look for include:
- Time Management: This is critical in a fast-paced agency setting. If someone struggles to manage their time, deadlines may be missed, and work quality can suffer.
- Communication Skills: Whether they’re working directly with clients or collaborating internally, clear and effective communication is essential. Poor communication leads to misunderstandings, delays, and frustration.
- Adaptability: In an agency setting, priorities and client demands can change quickly. A good hire should be able to adapt and pivot as needed without losing productivity.
- Problem-Solving: Every job has its challenges, so hiring someone who can approach problems proactively and find solutions is invaluable.
Assessing soft skills during the hiring process can be challenging but essential. Behavioral interview questions can reveal a lot about a candidate’s soft skills. For example, asking about how they handled a past deadline or difficult client interaction can give you insight into their time management and communication abilities. Remember, a candidate might have the technical skills you need, but if they lack essential soft skills, they’re unlikely to thrive in your agency’s environment.
3. Cultural Fit: Alignment with Core Values and Mission
Cultural fit is another key quality that should never be overlooked. While a candidate’s technical and soft skills are crucial, their alignment with your agency’s core values and culture determines how well they’ll integrate into the team. Cultural fit isn’t about finding someone who shares the same personal interests as the team; it’s about whether their values, work style, and personality align with what your agency stands for.
To assess cultural fit, start by clearly defining your agency’s core values and mission. Consider the qualities that make someone successful in your agency. Do they need to be particularly collaborative? Highly adaptable? Driven by a commitment to delivering results for clients? Once you have a clear idea of what makes someone a good cultural fit, you can identify these traits in your candidates.
For example, if one of your agency’s core values is “client-first,” a new hire should demonstrate a commitment to understanding and exceeding client expectations. If teamwork is a top priority, you’ll want to ensure the candidate can work well within a collaborative environment. Be upfront about your core values during the interview process, and look for candidates who naturally align with these principles. Misalignment with company culture often leads to dissatisfaction, disengagement, and ultimately, turnover.
4. Budget Compatibility: Staying Financially Healthy
Finally, as much as you might like a candidate, they must fit within your agency’s budget. It’s easy to get excited about a candidate with impressive experience or specialized skills, but if hiring them puts too much financial strain on the agency, it won’t be a sustainable decision. Budget compatibility is an essential but often overlooked factor in hiring.
When considering budget compatibility, ask yourself:
- Can the agency comfortably afford this person’s salary? If the candidate’s salary expectations exceed your budget, it’s best to be honest from the outset.
- Does hiring this person fit into the agency’s long-term financial goals? Think about whether this hire will contribute to revenue or add value in a way that justifies the investment.
- Is this role a priority right now? Sometimes, you may need to delay hiring for a particular role if it’s not aligned with the current budget or revenue projections.
Hiring someone who exceeds your budget can lead to financial strain and resentment, especially if other employees feel the impact. Instead, set a clear budget for each role before beginning the hiring process. Be transparent with candidates about your budget, and if their expectations are beyond what you can offer, either negotiate or look for other candidates who better align with what you can afford.
Putting It All Together
The right hire isn’t just about finding someone who can do the job; it’s about finding someone who will thrive in your agency and contribute to its long-term success. By focusing on technical ability, soft skills, cultural fit, and budget compatibility, you set both the candidate and your agency up for success.
Taking the time to identify these qualities during the hiring process can save your agency time, money, and future headaches. Remember, every new hire is an investment, so make sure they’re someone who will add lasting value to your team.
For more insights on building a team that supports your agency’s growth, join us at the upcoming Agency Freedom Live event. Secure your spot today to learn strategies for hiring, team building, and more.