Hiring the Right People Can Make or Break Your Digital Marketing Agency

In the world of digital marketing, your team is everything.

Your team is responsible for creating and executing campaigns, driving results, and ultimately building your agency’s brand and reputation.

So, how do you ensure you’re hiring the right people for the job?

This blog post will explore why hiring people is crucial for building a successful digital marketing agency. From defining your agency’s values to evaluating potential candidates, we’ll provide the tools you need to create a team that can take your agency to new heights.

Clarifying your Vision and Values

Defining your digital marketing agency’s vision and values is how you will build your team. Your agency’s vision is a statement of where you want to go, and your values are the guiding principles that will get you there. By clearly defining these elements, you can create a clear and compelling vision for your agency that attracts top talent who share your values.

According to a study by LinkedIn, 52% of job seekers say that the company’s mission and values are essential when considering a job offer. Therefore, defining your agency’s vision and values enables you to attract like-minded individuals.

Tips for defining your agency’s vision and values

When we started NEO360 as a digital marketing agency ten years ago, articulating our agency’s vision and values was daunting. At that time, the agency only had 5 team members. But we understood the importance of this exercise to create a solid foundation for our agency.

Here are some tips to help you get started:

Start with why: Simon Sinek’s “Start with Why” philosophy is a great way to define your agency’s vision and values. Ask yourself why you started your agency and what you hope to achieve. Use this as the foundation for your agency’s vision statement.
Get input from your team: Your team members can provide valuable input into your agency’s values. Ask them what they think is important in a workplace and what values should guide your agency’s decision-making.
Keep it simple: Your agency’s vision and values should be clear and concise. Focus on the core values most important to your agency’s success.
Revisit and revise: Your agency’s vision and values should be living documents that evolve. Regularly revisit and revise them to stay relevant and aligned with your agency’s goals.

In addition, we’ve realized having a clear vision also helps us attract the right clients who share our values and are aligned with our agency’s goals. It helps us build a strong brand in a crowded marketplace in Singapore. According to a survey by Edelman, 64% of consumers make purchase decisions based on a company’s values.

Furthermore, defining your agency’s vision and values can help you create a sense of purpose and motivation for your team. When team members feel they are working towards a common goal and share a sense of purpose, they are more likely to be engaged and motivated. This can lead to increased productivity, higher quality work, and greater job satisfaction for your team members.

Identifying the roles and skills needed

Identifying the roles and skills needed to build a successful digital marketing agency is critical in setting up your agency. We cannot emphasize this enough. You live and die with the skills of your team members. In addition, the digital marketing landscape constantly evolves, requiring diverse skills and expertise to stay ahead of the curve.

According to a report by McKinley Marketing Partners, the most in-demand roles in digital marketing include data analysts, content marketers, social media managers, and UX designers. These roles require various skills, from data analysis and technical proficiency to creative thinking and communication skills.

In addition to these technical skills, it’s also essential to identify team members who deeply understand your industry and your client’s businesses. It requires industry knowledge, business acumen, and strategic thinking. For example, you specialise in digital marketing for the healthcare industry. In that case, you’ll want team members who have experience in the healthcare industry, understand the regulatory landscape, and embody a strategic marketing approach.

Here are some tips:

Conduct a skills assessment: Start by assessing your skills and identifying gaps in your expertise. This will help you identify the roles and skills you need to fill to build a well-rounded team.
Define your agency’s services: Clearly define the services you offer and the industries you specialise in. This will help you identify the roles and skills needed to deliver those services effectively.
Consider the size of your agency: The size of your agency will impact the roles and skills for which you need to hire. A small agency may require team members to be comfortable wearing multiple hats, while a larger agency may require more specialised roles and expertise.
Look for diversity and collaboration: When building your team, look for variety in terms of skills, backgrounds, and perspectives. This will help you create a more well-rounded team and foster a culture of collaboration and innovation.

Crafting a job description

Crafting a digital marketing job description is the first step in attracting suitable candidates to your agency. The job description should be clear, concise, and compelling, highlighting the skills and experience you’re looking for and the benefits of working for your agency.

According to a survey, job seekers spend an average of 49.7 seconds reading a job description. Therefore, ensuring your job description is attention-grabbing and conveys your agency’s culture and values are essential.

As an agency, we receive an average of 3-5 suitable candidates for one job application. Of course, we’ve had wins and losses in finding qualified candidates throughout the years. Still, we’ve gained experience and wisdom in attracting the right person through an effective digital marketing job description that requires a strategic approach and attention to detail.

Here are some tips in writing a winning job description:

Use clear and concise language: Avoid jargon or overly complex language in your job description. Use clear, concise language that is easy to understand and conveys the critical requirements of the position.
Highlight the benefits of working for your agency: In addition to outlining the role and responsibilities of the position, highlight the benefits of working for your agency. This could include opportunities for growth and development, a supportive and collaborative work environment, and competitive compensation and benefits.
Include specific keywords: Use specific keywords in your job description that are relevant to the role and your agency’s industry. This will help your job description appear in search results and attract candidates who fit the position well.
Use a conversational tone: Use a conversational tone in your job description that reflects your agency’s culture and values. This will help candidates understand what working for your agency is like and whether they would be a good fit.

Evaluating Candidates

According to a study by Robert Half Finance & Accounting, 36% of employers report that a poor skill match is a top reason for a bad hire. Therefore, it’s essential to understand the skills and experience required for the position and evaluate candidates carefully against those requirements.

We understand that evaluating digital marketing candidates requires a thoughtful and thorough approach.

Here are some of our tips to help you assess candidates effectively:

Use behavioral interview questions: Behavioral interview questions are designed to help you assess a candidate’s past performance and predict future success. Ask questions requiring candidates to provide specific examples of how they’ve approached challenges in the past and demonstrated key skills, such as creativity, collaboration, and strategic thinking.
Conduct skills assessments: Skills assessments are a great way to evaluate a candidate’s technical proficiency in specific areas, such as social media management, SEO, or PPC advertising. Assign a task or project that simulates a real-world scenario and evaluate the candidate’s approach and results.
Check references: Checking references is essential in evaluating a candidate’s fit with your agency. Talk to their previous managers or colleagues to get a sense of their work style, strengths, and areas for development.
Evaluate cultural fit: Cultural fit is an important consideration in evaluating candidates. Look for candidates who share your agency’s values and are aligned with your agency’s culture. This will help ensure a positive and productive work environment for your team.

Onboarding and training

According to a Society for Human Resource Management study, 69% of employees will likely stay with a company for three years if they experience great onboarding. This is especially important in the digital marketing industry, where new hires must quickly get up to speed on the latest tools, techniques, and strategies.

To onboard and train new digital marketing hires effectively, create a clear onboarding plan outlining the key steps and milestones for the first 90 days. This plan should include introductions to the team and agency culture, an overview of the agency’s services and processes, and specific training on tools and techniques used in the agency’s work.

Here are some tips to help you onboard and train new hires:

Provide a mentor or buddy: Assign a mentor or buddy to new hires who can provide guidance and support during their first few months on the job. This will help new hires feel more comfortable and confident in their roles.
Use a blended learning approach: A blended learning approach that includes a mix of in-person training, online courses, and on-the-job learning can be effective in helping new hires learn quickly and retain information.
Provide ongoing feedback and support: Regular feedback and support are important in helping new hires develop and grow in their roles. Provide regular check-ins and opportunities for feedback and coaching.
Foster a culture of learning: Encourage a culture of learning and development within your agency by offering ongoing training and development opportunities for all team members.

Retaining top talent

Retaining top talent is critical for the success of your digital marketing agency. A Center for American Progress study found that the cost of losing a highly skilled employee can be as much as 213% of their annual salary. Therefore, it’s essential to have a clear strategy for retaining top talent and keeping them engaged and motivated.

To retain top talent, start by offering competitive compensation and benefits packages. This could include competitive salaries, bonuses, incentives, and comprehensive healthcare and retirement benefits. In addition, it provides opportunities for professional development and career growth, such as training and certification programs, mentorship opportunities, and chances to take on new and challenging projects.

Here are some tips to help you retain top talent:

Build a positive and inclusive culture: Creating a positive and inclusive culture that values diversity and encourages open communication can help improve employee morale and job satisfaction.
Offer work-life balance: Offering flexible work arrangements, such as remote work or flexible scheduling, can help employees achieve a better work-life balance and reduce burnout.
Recognise and reward top performers: Recognising and rewarding top performers is important in showing employees that their hard work and contributions are valued. This could include bonuses, promotions, or other incentives.
Provide regular feedback and coaching: Regular feedback and coaching can help employees grow and develop in their roles and feel more engaged and connected to their work and the agency.

Conclusion

In conclusion, hiring the right people is the foundation of a successful digital marketing agency. Your team members are the driving force behind your agency’s success and will be responsible for bringing your vision to life. From talented creatives to savvy strategists, each team member plays a crucial role in building your agency’s brand, reputation, and long-term success.

But beyond the practical considerations of hiring the right people, there’s something more to be gained from building a solid team. It’s an opportunity to create a workplace culture that fosters creativity, innovation, and collaboration and to provide opportunities for growth and advancement for your team members.

By investing in the right people and creating a workplace culture that attracts and retains top talent, you can build an agency that delivers exceptional results for your clients and provides a fulfilling and rewarding career for your team.

So, if you’re looking to build a successful digital marketing agency, start by investing in the right people. Hire team members who share your values, bring unique skills and perspectives, and are committed to your agency’s success. Doing so can build a thriving agency that stands the test of time.