So you got the job… but is it the right agency for you?

How important is it to research if an agency is right for you before signing the dotted line…

Job searching can be brutal, the job applications with no response, the time spent going into the agency for interviews and the “we wish you all the best in your future endeavours” generic emails are enough to make anyone lose a little sight of what their original career objectives were.

When you do finally get that call back, get that second interview and finally get the offer you may be so relieved to be coveted by an agency you may overlook some of the warning signs you picked up during the hiring process. Although it is an exciting time and a fresh start, it is crucial you slow down and turn down that overly enthusiastic voice in your head saying omg this is the beginning of the rest of my life - I need to go shopping for chic office wear! Take it back to the reasons you left your last role and what you promised yourself you would never commit to again…

Things to consider (and shouldn’t be afraid to investigate):

Agency Culture:

Most agencies will claim to have a supportive, collaborative, friendly and social culture. Office politics, generational gaps and overworked staff can have a detrimental effect on culture and your well-being, so make sure you do your own investigating. I would recommend reaching out to your network (or just hit them up on LinkedIn), past employees who have recently left the agency and perhaps gently and respectfully (of course) ask how they found the overall culture of the agency.

This is also something you can do some snooping into through the interview stages. If the interviewee asks to go to a café to meet, don’t be afraid to ask to see the office at the end and have a walk around the agency. Never be scared to push for a second or third interview just to get a bit more physical time in the office. Try to take note of how the employees interact with each other and their overall energy whilst at work.

If all else fails – just ask! Company culture is incredibly important and most talent directors or hiring managers will be transparent, remember they want to hire like-minded individuals too.

Look, you may be happy being at your desk 14 hours a day, but just in case you’re not….

Culture check list questions:

What are some of the recent social activities the team has enjoyed?
Is there a social committee?
What are the typical hours of work?
What are the incentives for the team when we reach and exceed targets?
How long have most employees been here?
What are the ages within the agency, is it a fairly young team, if that’s what you’re looking for?

Career progression:

This is another aspect of your new role that you will quickly resent yourself for accepting if there is no path to progression both personally and professionally in the agency.

Typically, in agencies there is always somewhere to go, however, it depends on how quickly you were hoping to get there. A quick map of the agency structure and recent hires/promotions will give insights into if you are likely to receive a quick promotion based on your skills and experience, or if there will be a few road blocks given the current structure and recent hires/promotions internally.

If your prerogative is to be promoted within a certain period of time, firstly consult an unbiased third party to ensure your career objectives are realistic, then be honest with the agency and see what they are able to offer in terms of KPI’s and a structured career progression plan.

Agency clients:

This is a big one, you will be spending 40 hours (most likely more) negotiating, representing, communicating, educating, collaborating and at times getting a bit frustrated with these guys. Firstly, do you believe in their product? If you have an ethical issue with your client’s product or service, you may want to rethink joining forces with them.

What kind of client do you want to work with? Some people relish working with a difficult client who constantly challenges and pushes you forward. It can be stressful at times but you will be pushed to be the best you can be at what you do and most of the time pleasantly surprise yourself when you come out the other side of a particularly challenging brief.

Type of work:

What are the specific channels you will be operating across and do they include a combination of skills you already excel in as well as areas you hope to develop into?

If the work isn’t going to challenge or inspire you at some point, you may want to rethink either the level of the role or perhaps the style of agency overall. For instance, if you left a BTL agency because you are totally over POS production and this new agency is also BTL make sure you ask what the typical style of campaign they do is – perhaps you can be exposed to more experiential and events?

Last of all always go with your instincts, take some quite timeout, let the adrenaline of the opportunity subside, and ask yourself what the pros and cons of the role are.

Only you know what’s best for you!

Good luck in your future endeavours. If you need more advice on how to land your dream role, get in touch with me anytime brianna@iknowho.com.au

< Older Post Newer Post >

Sunny days ahead!

By Kristina Gerdov • 11 Apr, 2024

When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, iknowho Lead Talent Partner Sheryn Small got to doing what she does best.

Top Tips for Successful Onboarding

By Kahli Fenn • 27 Mar, 2024

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.

the word freelance is written in scrabble tiles next to a keyboard

Could a freelancer be the gift your team needs?

By Christine Gilbert • 29 Nov, 2023

At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.