Over the past eight years, we’ve built a thriving marketing agency far from the hustle of New York City’s Madison Avenue, on the shores of Lake Superior in Duluth, Minnesota. Now-widespread techniques like paid and organic search engine optimization and social media have made it possible to connect with target markets. But credit for the true success of Aimclear must be given to the skills and attitudes of our world-class marketing team.
Top talent doesn’t come by luck. You must put in effort to hire and retain the kinds of employees that will help accelerate your business, so you can give more to current clients and prove your benefits to future ones. Here’s my advice to help find people that fit your company culture.
Hire employees who complement your strengths and weaknesses.
Be brutal in the assessment of your own strengths and weaknesses. It's essential to help understand one’s powers and vulnerabilities. That knowledge can then help you hire employees who make up for where you lack. For example, I’m not the most organized person in the world. I focus more on reactive creativity, instincts, raw chops, persistence and energy. So, from day one, I’ve hired employees who are uber-methodical, organized to the letter.
When our company was smaller, I informed each new employee that they were co-CEO and that they’d need to help run our company. My personal liability was turned into advantage, because helping me stay focused became a primary training mechanism.
Let your current employees weigh in on new hires.
Achieve consensus for new hires amongst as many employees as reasonably possible. Include opinions outside of just the immediate team a candidate would work with. Choose teammates you and your current employees would love to be around. Pay attention to signals.
Common warning signs we’ve learned to heed (the hard way) include an arrogant personality, unreasonable salary expectations, poorly formed resumes with typos, gratuitous praise for me or Aimclear, being too personal and bad mouthing previous employers. Positive signals can include an openness to admit imperfection, healthy self respect, prior knowledge of our company and thoughtful counter questions.
Read more about Aimclear’s team and founder Marty Weintraub’s approach to digital marketing here.