As of 2014, there are officially more mobile devices in the world than there are people. What’s more, this trend is far from over, as the number of mobile devices continues to multiply five times faster than the human race. And where there are consumers, there are sure to be ads. It’s no surprise then that hand-in-hand with the rapid rise of mobile has been a subsequent boom in mobile advertising technologies.
In fact, the mobile ad industry has undergone such a quick transformation, there are often not enough qualified individuals to fill the newly created roles— a major discrepancy that has pressured many in the industry to rush the hiring process in order to meet the seemingly insatiable demands of such a fast-paced environment.
Mobile advertising HRs across the globe are thus facing a new, unexpected dilemma: how do you hire good people, quickly, in a fast-paced environment?
At ClicksMob, we deal with this issue on a regular basis, particularly as we set-up shop in unfamiliar corners of the world. Needless to say, we aim for the highest caliber additions to our close-knit team and have, therefore, developed a standardized system for fast recruitment in a fast paced industry. With just four key steps, you too can hire a quality employee in a moment’s notice that is capable of meeting the many challenges of the mobile ad industry.
Do Your Due Diligence
The first step is to conduct thorough background research on any potential job candidate. Check and review their social media sites from LinkedIn, Facebook, Twitter, etc. In other words, anything with an @ or a # involved, see what he or she has expressed interest in most recently. The reason for this is not an attempt to uncover dirt on a potential employee, but rather to learn everything you can about the individual in order to come prepared with the most direct and focused questions possible. By performing a social media background check, so to speak, you avoid wasting critical time during the initial interview and allow the interview to reach deeper levels beyond the mere surface conversation.
The Key Performance Indicator
The second step is to ensure that an interviewee can answer the most fundamental indicator of a dedicated employee, “how much do you know about our company?” If a potential employee has not come prepared with this most basic, and vital information, this is a red flag indicator of an employee neglecting to take both your time, and that of your company, seriously. From our experience, hard-working employees will have done their own preliminary research about not only the company, but also the specific job role for which they are contending. No ifs, ands, or buts about it— if a candidate walks into an interview without valuing the opportunity on the table, he or she will similarly devalue the job itself.
Focus on the How, Not the What
The third step is to uncover how a person thinks, not so much what they already know. Without a doubt, experience is important. But often the more useful insight into how a person will perform in a specific job role is revealed by the way in which a person understands, analyzes, and applies information through the lens of their prospective job role. This metric also can be very telling of how an individual will behave in situations likely to occur in their future role.
Remember to tailor this line of questioning to fit the respective opportunity within the organization. For example, a candidate applying to join the sales team will likely need to exhibit creativity and problem-solving skills. A high tolerance for rejection may also be a useful qualification for this particular position. On-the-spot, behavioral interview questions are a surefire way to discover how an individual thinks and acts versus what specific information they have on file.
Actions Speak Louder Than Words
The fourth, and final, step is to test your knowledge acquired throughout the recruitment process thus far. Give the candidate a case study or task that can test the way in which he or she will tackle a certain challenge, mirroring a real-world setting as much as is possible. This is a popular interview technique in the consulting field, and why not apply it in mobile advertising as well? It’s an opportunity to observe a candidate’s skillset in use. As the old adage goes, “actions speak louder than words.” It may be easy for someone to convey a convincing story that plays into the ideal job requirements, however, this can only be truly confirmed in action.
Try For Yourself
It’s not foolproof, but it’s a start. Following these four key steps has led to countless successful “quick” hires for our ever-expanding organization. If New York is the city that never sleeps, then advertising is surely the industry that never sleeps. So, try it. You may be surprised to find just how fast you really can recruit top-notch employees to match the fast-paced ad tech industry that won’t be slowing down anytime soon!