Why you should be hiring for culture add, not a culture fit.

Why you should be hiring for culture add, not a culture fit

As we move into a rapidly evolving time within the creative agency space, we’re seeing more mergers of independents in an effort to future proofing and acquisitions of agencies, meaning they are now a part of a network. The one-liner of “not the right culture fit” has become a topic internal talent teams are realising they need to re-consider.

“Cultural Fit is defined as the individual's attitudes, values and beliefs being in line with the core values and culture of an organisation”.

This is all well and good but when was the last time you checked in on your company values, and what do they represent to the market? How are they evolving to appeal to the new generations coming through and how much do they support diversity and growth?

The recruitment process can be a headache agreed, there are many stakeholders to please, budgets to adhere to and a competitive hiring market to beat but, throwing in a culture fit mould that candidates must fit is not only one more thing to convolute the process but it is closing off growth opportunities for your business.

How to hire candidates that add to your culture

I would suggest having an open mind to new characteristics, backgrounds and different personality traits, in doing this you will open up opportunities to bring people into your organisation that don’t just fit the mould they add value to it.

A favourite quote of mine is ‘more of the same will give you more of the same”. Another big one I face is they "must have agency experience", this one is another barrier to growth. As agencies struggle to compete against consultancies and brands continue to build their own internal creative agency teams, why wouldn’t having someone in the business who understands the client-side world NOT be a plus?

Why looking for culture add vs culture fit makes sense

A quick example of recent success with a creative agency who was willing to open up the culture fit mould, without naming names; I had a client-side candidate fresh from the UK who was incredibly intelligent, people orientated and looking for a more dynamic, creative environment. Enter his first creative agency freelance role in Australia.

Being a very strong character he immediately butted heads with some of the more senior team within the agency, because “what did he know”, “he doesn’t have agency experience”. After some time, the agency realised the value this candidate was adding, not just from a skills perspective but for the rest of the team. Someone fresh with different perspectives, point of views and excitement because yes, it was his first agency experience. An approved sponsorship later, he is now stepping into a newly created role of people and culture, operations and eventually, head of client service. This was a $65k candidate.

So, what does this all mean for your business?

I have been recruiting in creative agencies for over four years and did my time of working within them for over 6. I leave you with a clear message, hiring managers - times are changing. You need to grow, evolve and future proof. Listen to the younger generations, what do they want? Please allow different types of people to enrich your culture. Your values are not something to protect they are something to grow and celebrate.

For a chat on how you can grow your company culture get in touch with iknowho today.

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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.