The Interactive Job Market: Who’s Hiring, What They’re Looking for and How You Can Succeed
Danny Schonfeld
Ad Network Manager, PrimeQ Interactive Advertising, Inc.
1. What do you look for in hiring an employee at your company, and what do you recommend that job applicants of any interactive media company do?
Above all the usual skill sets, including but not limited to job experience, education level, has previously worked in a team environment, computer skills, good communication and organizational skills, and I look for personality. I can’t tell you how many employees I have been involved in hiring that seem to fit the part but end up completely lacking the ability to excite our clients and are not free thinkers. I started implementing new types of hiring techniques that include role play and problem solving in the interview process to bring out personality traits and weaknesses. This really helps to bring out their character and thought process and allows me to see how that individual handles stressful and pressured situations.
I recommend that the applicant obviously presents themselves in a professional and business-like manner but MOST IMORTANTLY allows their potential employer to see personality and attitude. The best people I have ever worked with were the ones with personality, spirit, courage, common sense and tenacity, not the arrogant, all knowledgeable Ivy-league graduate type.
2. What is the most difficult position you are having trouble filling and why?
Affiliate Managers. This is always a tough fit because it takes a special person to be able to not only be organized and intelligent but an exceptional problem solver. Also, a people person who understands and takes the time to get to know their clients is a tough one to acquire. This position, I believe my industry piers will concur, is the hardest to fill because likeability, responsibility, problem solving, technical ability, analytical ability all come into play. You need the full package. To be honest, this is the most complex position and the one that requires the most attention to detail. In all my years I have only known a handful of good AMs and one true great one and am in the process of training one right now.
3. Given that our medium has been built by a younger generation and at times by people from other parts of the world, does age or cultural background have any bearing on your hires? (this with the understanding that most companies are EOE)
Well this is a double edged sword. On one end you want that fresh, secular, energetic, young, open minded individual willing to soak up everything. On the other end you need experience to lead and prosper. The problem I am finding in our industry is that too many of these young energetic types are not properly trained and schooled in business and more importantly our industry and the fast pace we conduct it at. I think this is the reason for such high turnovers at companies and I believe we will begin to see great people emerge through more stringent training programs across the board.
I hire based on intuition and that individuals personality and ability to portray to me they can solve problems, handle stress and at the end of the day will still have a smile on their face. I have been developing a training program that has taken years to procure but has proven a success and it relies on heavy analysis and understanding of our space as a whole as well as a strong background training in technical requirements and troubleshooting.
4. What skill set do you find most applicants lack?
Technical background
5. What are you currently hiring for?
Sales and Affiliate Managers
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