The 5 Magic Signs Hiring Managers look for during an interview

This morning I met with an Account Executive on $45k inclusive who yes, had been made redundant. This was not my first meeting with a junior candidate having just experienced the big R, and these meetings are becoming much more frequent. These candidates all seem slightly confused on the situation; they haven’t been let go because of lack of skillset, but they no longer have a job. It can be a demotivating experience for a junior. Remembering that their generation has not been in the work force during a financial crisis.

This got me thinking about market perception - is there a negative connotation associated with redundancy?

Would a potential employer prefer to hire a candidate who is leaving on their own accord over a candidate who no longer had a valuable place in the company, and how do we overcome this bias?

Do potential employers see you as less valuable because your previous employer couldn’t afford to keep you on?

In my opinion, the answer should be absolutely not! In today’s fragile economic climate and especially in the world of marketing, where retainers are becoming less common and big clients sway between agencies like a toddler on a swing, it’s becoming increasingly difficult for agencies to stay lean and flexible.

Let’s take a second to reference the News Corp cuts and the ripple effect to their agencies we are only just seeing now, also Vodafone moving (again) and the loss to their previous agency. Redundancies are becoming more commonly seen across all levels. Potential agency employers should understand this because they too are going through the same thing in maintaining their own head count vs profitability.

Ok I have been made redundant, now what?

The good news is you are available immediately - this is gold to a lot of agencies, where business is being lost, it is also being won. Keep your ear to the ground and start mapping out the agencies who are winning big pieces of work and approach them. Try to keep sector & channel specific to help with a smooth transition and hiring process. For example, if you were working on a financial services account with heavy ATL & content – try to approach agencies and roles that are similar, so you are going to be really emphasizing your expertise.

Utilise your own network, reach out to people and make sure you have a glowing written reference(s) to accompany your CV when you are making direct approaches on Linkedin or via email.

Stay positive and stay busy. This may even be an opportune time to take a holiday? Refresh, cleanse and refocus, so that when you do begin the job search you are in the right frame of mind and have taken some time to reflect on what your previous experience was and what you are looking for next.

Your friendly talent consultants at iknowho are always here to guide you every step of the way. We can help with interview training, CV design and presentation, and introduction to our network of agencies.

Chin up! The best is yet to come!

If you’re looking for a new position and would like to have a confidential chat please get in touch via: brianna@iknowho.com.au / 02 8925 9207

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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.