The challenge: A+E was behind the curve in transitioning to digital, and they needed to hire an experienced and politically savvy digital operator who could lead a team of 15 creators and partner with other departments to ensure the best content is published online
After researching the client's business and goals, we developed a job description and scorecard that emphasized the client's twin needs: a person who could partner with other departments, and someone with high content standards who could get the best work out of the team.
What a person needs to accomplish in this role. Where job descriptions focus on what the person will be doing, outcomes focus on what the person must get done. Most of the jobs we hire for have three to eight outcomes. Below is a sample list of appropriate outcomes for this role.
Advocate for the content department and develop partnerships with on-air shows to develop original content for online audiences
Establish content KPIs across web and social. Lead the team in developing new content ideas and franchises. Assign, edit, and publish work.
Assess the existing team and create a plan to re-organize and hire along newly established content needs
Through a combination of personal network sourcing and online research, we identified 22 candidates that had the requisite skill set. After evaluating those candidates, we chose 7 to join us in a 45-minute screening interview.
After screening the candidates, we referred seven to our client's hiring committee. To help evaluate those candidates, we provided our client with a custom scorecard that allowed them to force rank the people they interviewed.
After several rounds of interviews, we helped our client make an offer to the candidate that possessed both the requisite skills and the engaging personality to succeed in a dynamic, growing organization.
Based on our 15 years of experience building teams and hiring for clients, we've developed a powerful methodology for consistently sourcing the best candidates:
The first thing we do is get to know your business, your products, your customers, and your personnel. These are simple but powerful conversations that help us build a complete picture of where you've been, where you're going, and who you need to help you get there.
We help you position the role within the org and the marketplace. Then we help you refine, or we create from scratch, a job description that matches that strategy and is designed to capture the attention of the target candidates.
We create a scorecard that describes exactly what you want a person to accomplish in the role. The scorecard lists outcomes and competencies you're looking for, giving you a clear picture of what the person you seek needs to be able to accomplish.
We don't just post job descriptions on hiring sites. Using the hiring strategy as our guide, we ask our network for referrals and target appropriate sectors to find qualified people who may not be actively looking for a new role.
We work with your hiring manager to develop an interview process that makes sense for your org. We assign roles and specific questions to interviewers, then help you rank candidates according to the scorecard. Finally, we help you make the offer. If desired, we can operate as both a facilitator and a negotiator on your behalf.
So does Tita. That's Tita. You won't be able to see Tita if you're on mobile. But she's there. Woofing. As she does.
