• Jessica Shields

Moving Up in An Event Marketing Agency

When we at HFA want to add someone to our internal team, we have the unique advantage of having worked with literally thousands of part-time employees. We’ve seen their work ethic, communication skills and their performance on the job. So, how do we narrow this field down to the one person who will join our internal team?

Check out the top 4 traits we look for in our candidates, plus interview tips to help you showcase your “hirability.”

1. Are they a team player?

  • During their time as a BA, did they demonstrate that they truly wanted what was best for our clients, and not just themselves personally?

  • Do they consistently arrive at their demos and events early?

  • Do they accept shifts that are a little bit further than they would prefer in order to make the schedule work for the client?

  • Do they take the time to provide quality insight on their demo reports?

If it is clear they are just working the BA shift as a J-O-B, we won’t consider them for our internal team. We are looking for people who share our passion to connect the health and fitness brands we represent with their target consumers. If they can’t do that as a BA, they certainly wouldn’t be able to do that internally.

Interview tip: Ensure you are telling your interviewer why the position is a good mutual fit, not why this position is good for you. Why are you the best person for this position?

I can’t tell you how many people we have interviewed that have told us how great this position would be for them. They are looking for a position where they can work from home. They are looking to advance their administrative skills. They have been dying to have more steady work. None of those things are bad, but they are all about how this job will benefit you, not about how you will benefit our company.

Kayla joined our team full time in March of 2018. By then, she had proven herself reliable, a team player and a client favorite!

2. Are they humble?

I hate to break it to you, but you don’t know everything. Neither do we. If we can agree on that, we are off to a good start!

We are looking for people who are aware of their strengths, but also their weaknesses, areas they can improve.

Our team members are constantly admitting they don’t know how to do something and we ask people with more expertise in these areas to help us improve. It’s important our next internal teammate can do the same.

Interview tip: We never ask about your weaknesses. I think it’s a silly question. However, many companies do. I think a good way to answer this is with the book StrengthsFinder 2.0 from Gallup and Tom Rath. This book explains that your strengths have a flip side – a weakness. If you haven’t already read it, I highly recommend it!

3. Are they ambitious?

Is this staff member looking to grow themselves, or are they simply looking to get out of the field? At a company growing as quickly as ours, we want people who want to increase their skill set! There’s a good chance you could be in a completely different position two years from now, and we want to know our internal staff are wanting to take on those challenges!

Interview tip: Prepare yourself for the position you’re applying for. Have you taken any Lynda courses, read any books related to this position or taken a side job to learn more about the industry? Not only do these things increase your knowledge and skills about the position, but it also shows you are willing to go above and beyond to develop the skills you need!

4. Are They a Problem-Solver?

Every day we face challenges such a changing event schedules, new requests based on a client’s distribution growth and missing shipments. Has the person interested in this position shown us that they can handle these kinds of challenges?

How can they overcome challenges with another team member or a subordinate? With hundreds of people on our payroll, there are sure to be some strong personalities. How is this candidate going to handle these tough conversations when they come up?

Interview tip: Prepare in advance some discussion points related to how you have improved a system, helped streamline a process or fixed another problem in the workplace. It could be as simple as re-organizing a spreadsheet to be easier to read or adding a deadline to a task that will help streamline the flow of the event.

I hope these tips will help you determine if you are the right kind of person for HFA, or another agency. And if you are, we look forward to meeting you soon