What do you do if you're unsure how to choose the right candidates for your advertising team?

1 Assess Needs

Before diving into the recruitment process, take a step back and evaluate the specific needs of your advertising team. What skills are currently missing, and what kind of projects are on the horizon? Understanding these requirements will help you create a targeted job description that attracts candidates with the right expertise. It's essential to have a clear picture of the roles you need to fill and the competencies that are critical for success in those positions. This initial assessment will serve as a foundation for the entire hiring process.

2 Craft JDs

Once you've identified the gaps in your team, it's time to craft comprehensive job descriptions (JDs). These should outline not only the technical skills required but also the soft skills that are important for your team's dynamics. A well-written JD acts as a filter, deterring unqualified applicants and drawing in those who are a good match. Be specific about the responsibilities, required experience, and any necessary certifications or qualifications. This clarity will save you time in the long run and increase the chances of finding the right fit.

4 Conduct Interviews

Interviews are a critical step in evaluating potential candidates. Use this opportunity to delve deeper into their experience, assess their problem-solving abilities, and gauge their cultural fit. Behavioral interview questions can help you understand how they might react in real-world scenarios. Remember, it's not just about their past achievements; it's also about their potential to grow with your company. Pay attention to their questions and level of engagement during the interview—it can reveal a lot about their interest and enthusiasm for the role.

5 Test Skills

To get a better sense of a candidate's practical abilities, consider assigning a task relevant to the role they're applying for. This could be a campaign proposal, a creative brief, or a strategic plan, depending on the position. The goal is to observe how they approach problems and apply their skills in a real-world context. This practical test will provide a glimpse into their work style and the quality of their output, which is often more telling than their resume alone.

6 Evaluate Fit

Finally, after assessing skills and experience, don't underestimate the importance of team fit. A candidate who excels in every technical area but doesn't mesh well with your team's culture can disrupt workflow and morale. Look for individuals who share your company's values and have a temperament that complements your team's dynamic. Remember, skills can be taught, but personality and work ethic are often ingrained. Trust your instincts when it comes to determining whether a candidate will be a positive addition to your team.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?