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In the realm of marketing hiring, the pace can often feel sluggish and uninspiring. But from our work with in-house teams, two key strategies can shake things up: 1. Don't just list tasks—paint the bigger picture. Align stakeholders on the creative functions remit, brand identity and values before hiring and be really clear on what these are. Often in-house agencies are going at such speed this gets overlooked or comes after hires have been made and are in the seat. Agencies who grasp this attract candidates who are driven to shape growth and influence, not just tick boxes. 2. Map your team - defining a complete team structure that includes your existing talent gives you a 'map' to find current weaknesses or hotspots and reveal the individuals who are most complementary to the team vs interviewing all candidates that 'tick the skills' list. Inviting candidates to contribute to new processes will reveal cultural leaders who can deploy and nurture better ways of working. In short, by embedding organisational context and emphasising team dynamics, you're not just speeding up hiring; you're creating an environment where everyone thrives, paving the way for long-term success.

Hiring a New Staff Member? It's Not Just About the Skills When you're hiring a new staff member, it's important to consider more than just their skills and experience. You'll also be spending a lot of time with this person, so it's important that you can get along with them, and them with you. Before considering their skills consider the following- Do they have a good attitude? Are they positive and enthusiastic? Or are they negative and complaining? Are they easy to work with? Are they able to adapt to change? Or are they resistant to new ideas? Are they a good fit for your company culture? Do they share your values and work ethic? Or are they a bad fit for the team? Can you see yourself working with them for the long term? Or do you think they'll be a disruptive force in the workplace? Of course, you don't have to be best friends with your new staff member. But you should be able to work together effectively and get along on a professional level. If you're not sure if someone is a good fit for your team, it's always better to err on the side of caution. It's important to remember that you're not the only one who will be working with the new staff member. Get feedback from other team members to see if they think the candidate is a good fit. Hiring a new staff member is a big decision. But by taking the time to consider the candidate's personality and whether you can get along with them, you can increase your chances of hiring someone who will be a valuable asset to your team. But then again you probably knew this right?

The goal for any hire is to find a candidate who’s right for the job, and for whom the job is the right fit. Company culture is a key factor in determining that fit — from both sides. Company culture is defined by the values, beliefs, ethics, attitudes, and practices shared by the people within your organization, which make it a unique place to work and shape the day-to-day working environment. The Red Seat team recently put together 6 ways we'd suggest leveraging your unique company culture in the hiring process to help ensure you find the right fit for your open position. Here they are: https://bit.ly/3Okvkcf

The goal for any hire is to find a candidate who’s right for the job, and for whom the job is the right fit. Company culture is a key factor in determining that fit — from both sides. Company culture is defined by the values, beliefs, ethics, attitudes, and practices shared by the people within your organization, which make it a unique place to work and shape the day-to-day working environment. The Red Seat team recently put together 6 ways we'd suggest leveraging your unique company culture in the hiring process to help ensure you find the right fit for your open position. Here they are: https://bit.ly/3Okvkcf

Love this 😍 Harriet Playford. Everything has a knock on effect. And thats why a holistic approach wins every time when hiring. Whether you are considering an individual role in the context of the wider team. Or designing an individual interaction in a broader customer experience journey. It pays to take some time to consider these things, as this is how you'll build long term value. #recruitment #inhouse #creativeoperations

The goal for any hire is to find a candidate who’s right for the job, and for whom the job is the right fit. Company culture is a key factor in determining that fit — from both sides. Company culture is defined by the values, beliefs, ethics, attitudes, and practices shared by the people within your organization, which make it a unique place to work and shape the day-to-day working environment. The Red Seat team recently put together 6 ways we'd suggest leveraging your unique company culture in the hiring process to help ensure you find the right fit for your open position. Here they are: https://bit.ly/3Okvkcf

The goal for any hire is to find a candidate who’s right for the job, and for whom the job is the right fit. Company culture is a key factor in determining that fit — from both sides. Company culture is defined by the values, beliefs, ethics, attitudes, and practices shared by the people within your organization, which make it a unique place to work and shape the day-to-day working environment. The Red Seat team recently put together 6 ways we'd suggest leveraging your unique company culture in the hiring process to help ensure you find the right fit for your open position. Here they are: https://bit.ly/3Okvkcf

The Importance of Cultural Add in Hiring: Why it Matters and How to Do it Right By hiring for #cultureadd, you can build on the culture you have. This could be through interesting #employees with new ideas, a particular passion or experience, or knowledge of a whole new methodology which can contribute to making your #team, and business, stronger. Find out more👇 https://lnkd.in/evPY55pi

The Importance of Cultural Add in Hiring: Why it Matters and How to Do it Right Bringing in new skills, ideas, backgrounds, life experiences and ideas can breathe new life and much-needed diversity into an organization. It can prevent stagnation and crucially, help to make it a more attractive and inclusive place for people from a wider variety of backgrounds. Read more about #culturaladd #hiring below👇 https://lnkd.in/evPY55pi