In 2012, Aquent commissioned a survey of 580 marketing, creative, and digital hiring managers to uncover flexible workforce trends in their departments. The survey illuminated several key trends and lessons learned in using a flexible workforce, including:
- Flexible workforce solutions are a critical part of successful marketing and creative organizations
- Gaps in capacity and technical expertise drive outsourcing
- Many hiring managers react to, instead of plan for, additional staffing needs
- Managers continue to shoulder a large workload
- Proactive workforce management practices pay off
Ultimately, the survey data highlighted that a reactive approach to staffing and recruiting a contingent workforce can affect both the manager’s stress level and the team’s overall ability to reach business goals. However, there are steps managers can take to be more proactive in their recruiting and hiring approach. In this webcast, Aquent’s Kelly Boykin explore these three steps for becoming a more proactive marketing, creative, and digital hiring manager.
Aquent/AMA Webcast: Get Ahead of Your Marketing, Creative & Digital Staffing Needs
1. Get Ahead of Your Marketing,
Creative & Digital Staffing Needs
In 2012, Aquent commissioned a survey of 580 marketing, creative, and digital
hiring managers to uncover flexible workforce trends in their departments. The
survey illuminated several key trends and lessons learned in using a flexible
workforce
> Flexible workforce solutions are a critical part of successful marketing and
creative organizations
> Gaps in capacity and technical expertise drive outsourcing
> Many hiring managers react to, instead of plan for, additional staffing needs
> Managers continue to shoulder a large workload
> Proactive workforce management practices pay off
Ultimately, the survey data highlighted that a reactive approach to staffing and
recruiting a contingent workforce can affect both the manager’s stress level and
the team’s overall ability to reach business goals. However, there are steps
managers can take to be more proactive in their recruiting and hiring approach.
In this webcast, Aquent’s Kelly Boykin explore these three steps for becoming a
more proactive marketing, creative, and digital hiring manager.
2. Get Ahead of Your
Marketing, Creative & Digital
Staffing Needs
Kelly Boykin
Vice President, Managing Director
AQUENT
7. 5 key findings in survey
1. Flexible workforce solutions are a critical part of success
8. 5 key findings in survey
1. Flexible workforce solutions are a critical part of success
2. Gaps in capacity and technical expertise drive outsourcing
9. 5 key findings in survey
1. Flexible workforce solutions are a critical part of success
2. Gaps in capacity and technical expertise drive outsourcing
3. Hiring managers react to - instead of plan for - staffing needs
10. 5 key findings in survey
1. Flexible workforce solutions are a critical part of success
2. Gaps in capacity and technical expertise drive outsourcing
3. Hiring managers react to - instead of plan for - staffing needs
4. Managers continue to shoulder a large workload
11. 5 key findings in survey
1. Flexible workforce solutions are a critical part of success
2. Gaps in capacity and technical expertise drive outsourcing
3. Hiring managers react to - instead of plan for - staffing needs
4. Managers continue to shoulder a large workload
5. Proactive workforce management practices pay off
12. 5 key findings in survey
1. Flexible workforce solutions are a critical part of success
2. Gaps in capacity and technical expertise drive outsourcing
3. Hiring managers react to - instead of plan for - staffing needs
4. Managers continue to shoulder a large workload
5. Proactive workforce management practices pay off
13. Flexible
Key workforce
Finding solutions are
a critical part
#1 of success
34. Anticipate
how your annual
plan can change
mobile app
development
35. Anticipate
how your annual
plan can change
mobile app
development
36. Key Anticipate
Questions how your
annual plan
to ask can change
37. Anticipate how your
annual plan can change
What new technologies or
communications vehicles might
require you to augment your
existing team’s skill set?
39. Anticipate how your
annual plan can change
What do you know about your
customers and competition that
might require you to get a new
product to market faster?
40. Anticipate how your
annual plan can change
Are there any new legal
mandates forthcoming that might
require you to change your
product strategy and
messaging?
41. Anticipate how your
annual plan can change
What are your recurring
big-ticket projects?
Do they overlap?
42. Anticipate how your
annual plan can change
What percentage of the work
completed last year was
unexpected?
What percentage of the
unexpected work did you
outsource?
49. Evaluate your current team’s
performance and skills
How much time do they spend
working on things that are
outside of their skill sets?
50. Evaluate your current team’s
performance and skills
Are you asking some of your
team members to do production
work in addition to the highly
strategic and original creation?
51. Evaluate your current team’s
performance and skills
Do you have simpler, tactical
work that could be handed off
to newer team members or
external resources to free up
your core team?
52. Evaluate your current team’s
performance and skills
Are there specific technical skills
that you need your team to
develop or that you need to
acquire from outside?
55. Source great
candidates
Maintain
relationships
Know who’s
available & when
56. Key
Questions Always recruit
even if you don’t
have an open
to ask position
57. Always recruit even if you don’t
have an open position
Who was the best source of
candidates for your most
recent opening?
58. Always recruit even if you don’t
have an open position
Did you feel like you received
a significant number of
qualified candidates?
59. Always recruit even if you don’t
have an open position
When you consider the skills
gap of your team, did you see
those skills in the candidates?
60. Always recruit even if you don’t
have an open position
Did you feel your HR
department was fully involved
in the recruiting process?
61. Always recruit even if you don’t
have an open position
How many resumes did you
receive for your most recent
opening?
How many people did you
interview for a single opening?