7 Steps to Recruit the Best People for Your Agency
1. Start with a person description
It's easy to jump right into writing a job ad, but really that's secondary in the process. You should start with thinking about who the PERSON is that you want to hire, not just the job you're hiring for. Some things to think about – is a degree really necessary? Are they going to be working at a fast pace? Are there skills that could be transferable? What are the 3 most important things that this person knows how to do?
2. Then, build a job description
Describe the role. This is totally boring, but important. This is the day in and day out of the position, the work that someone will be doing.
3. Next, work on what you have to offer them
Think about what you're selling. Why would someone want to come work for you? What does your agency do differently/better than everyone else? Don't just think about salary and benefits; think about the work and why it would entice someone.
4. After that, build your job ad
Your job ad encompasses all three of these things – who the person is, what they'll be doing and why they will want to be doing it…for you. Use your marketing chops to make sure it sells to the right person.
5. Once your ad is up and running, figure out your outreach strategy
The cobbler's children have no shoes. Don't forget that this is a marketing exercise. Be your own client and think about how you want to brand yourself and how to get after that target audience.
6. Have an easy apply and an even easier interview process
Make sure you eliminate all barriers for applying, especially if you're doing the outreach. Don't worry about waiting on having them craft the perfect resume. If you have an understanding of their work history and they've been in the right types of roles, have a conversation with them.
7. Make an offer with an offer letter
It's okay to start with a verbal offer, but quickly follow that up with something in writing. Candidates will not quit their current roles on your word and this will ultimately delay the time it takes for them to start with you.
Also remember to never stop recruiting! Even if you're in late stages with a candidate, keep the recruiting process moving until someone is in the seat.