For agency leaders, hiring new folks is simultaneously exhilarating and terrifying. Did we hire the right person? At the right time? For the right job? Do we have enough revenue and work in the pipeline to support this new teammate?
Here are some tips for getting the most out of your hiring:
1. Hire for productive positions (i.e., where your agency has a demonstrable need).
Every dollar spent in your agency should be productive. Take the time to truly understand what position(s) are going to give you the best ROI.
2. Make sure your job description matches what you actually need from the role.
Once you have landed on the position you need, craft a job description for the role that thoughtfully and accurately identifies: (a) scope of responsibility; (b) where the position fits within the agency; and (c) skills needed for the position.
3. Hire people who have demonstrated competency (not the promise of competency) with the skills needed for that role.
During the hiring process, it can be easy to get excited about an internal or external candidate based on your perception of their potential. It is important to stay focused on the skills you need so the selected candidate can be productive in the role as quickly as possible.
4. Set clear expectations early about what you expect from the new hire AND what they should expect from you.
It is never too early to engage in conversations with a candidate or new hire about what you will expect from them in their new position and what they should be expecting from you in terms of support, feedback, and trajectory.
5. Hold each other accountable for honoring those expectations.
As legendary boxer Mike Tyson famously said, “Everyone has a plan until they get punched in the face.” In the agency world, planning and expectations can be tossed out the window when faced with the chaos of managing client projects. But, it is vital for both the agency and the new hire to keep track of the expectations that were set at the outset of the relationship and to work collaboratively to adjust them as necessary in light of new circumstances.
6. Make sure your onboarding program covers more than just the paperwork and office map. New hires also need a quick and smooth introduction to both culture and context (what the agency does, how it does it, and how this job contributes to the agency’s success).
Many onboarding programs over-emphasize compliance (i.e., the rules and policies of the agency) and under-emphasize culture and context. But, culture and context are critical to quickly assimilating a new hire into the agency, getting them productive earlier, keeping them engaged and retaining them for longer.
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