Dear Younger Me: Insightful Advice from Industry Experts

Earlier this month, iknowho put together and hosted an event for young people either looking to join the advertising industry, or further their advertising careers.

Over 50 attendees at the event, titled Dear Younger Me, were treated to an insightful and candid discussion from the panel of industry leaders (Jasmin Bedir, Sophie Lander, and Rachel Lounds) steered along by Young Bloods Co-Chair (Charlotte Berry).

If you weren’t able to attend, don't worry!

We have compiled the most valuable takeaways for you here. The advice they offered up to their younger selves is good advice for us all.

What qualifications do you need to start your career in advertising?

If you are looking to start your career in advertising don’t hang all your hopes on a degree. Going to university can broaden your network, give you life experience, and teach you the theory of advertising / marketing / communications.

But there are also other pathways into advertising, such as: starting as a receptionist as Rachel did, joining the production department as a trainee, attending a design college, or even doing an ACA short course.

“Personally, I never look for degrees in any of our people … I don’t have a formal university degree either” Jasmin Bedir.

Show your interest by asking questions about the business

Sophie Lander shared some questions anyone can ask at an agency job interview to show they are interested in the business & its' future.

Where do you see the business going in the next 12 months?
What capabilities is the agency looking to grow?
How did you find <high profile client project?
What other clients are you looking for ?

Overall our panel agreed they look for the following attributes in their teams:

Someone that really cares about the industry
Is interested & shows their interest in the agency by asking questions
Is a self starter / self motivated
Shows Resilience and cover recover / learn from mistakes

Confidence tips

Being in the creative industry, your work is constantly judged by subjective standards. None of us feel confident 100% of the time, and moments of self doubt are completely normal.

So Rachel Lounds, Confidence & Mindset Coach, shared some simple tips to help build confidence & resilience at work:

Put feedback into context rather than internalise it
Reframe those thoughts “I mightn’t be able to do it right now, but I’m smart enough to find out!”
Up to 70% of people experience imposter syndrome at some time, so talk about it
Just keep going - Confidence comes from taking action
Focus on progress over perfection

Another tip we loved from Charlotte Berry, was to “find one or 2 people that really believe in you & stick with them”. Borrowing the belief of a mentor is a real confidence boost, and one day you might pay it forward by being that person for someone else!

To wrap things up our panel shared the advice they would give to their younger selves.

“Ask more questions earlier on. If someone smarter than me was in a room, ask them how did they come to that decision” - Sophie Lander
“Work on believing in yourself. Ask for help, guidance, and a mentor” - Rachel Lounds
“Build a network. Make connections” - Jasmin Bedir
“Put up your hand for everything. Get involved!” - Charlotte Berry

We hope you found these tips and advice from industry experts helpful. If you are looking to take the next step in your agency or marketing career reach out to one of our specialist consultants 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.