This episode continues our discussion about hiring by getting into Justin’s process for second stage candidates. For AdKings, the second stage of hiring is more based on technical skills. We will be discussing some of the tasks Justin sets prospective hires, how to gauge skill, and how they are best evaluated. There are some other candidate skills to examine as well to make sure we get an accurate impression of them.
On this episode:
- How Justin and his team evaluate candidates.
- Effectively communicating tasks and expectations to candidates.
- Creating a deadline for tasks.
- Gauging how communicative candidates are.
- Creating structured tasks to evaluate how well candidates follow instructions.
- Making accessible answer sheets for tasks so other team members can evaluate candidates.
- What type of practical tasks does AdKings set for potential hires in various roles?
- Tasks that are set for potential Juniors.
- Evaluating if candidates can structure ad accounts and if they notice discrepancies.
- Testing their knowledge of funnel issues.
- Tasks for Senior Advertisers.
- Analyzing data and pinpointing problems in accounts.
- Looking for logical thinking.
- Setting a case study for candidates to show their working process on.
- Tasks presented to video editors.
- Creating a video of specific length and technical specifications.
- Tasks for finance and legalities, and looking at how they organize their work.
- Tasks for creative managers.
- Creating spec scripts for ads based on information given.
- Ad reviews in video format to gauge their industry knowledge.
- How AdKings evaluate practical tasks.
- Did the candidate go the extra mile?
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