Aquent/AMA Webcast: Get Ahead of Your Marketing, Creative & Digital Staffing Needs

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In 2012, Aquent commissioned a survey of 580 marketing, creative, and digital hiring managers to uncover flexible workforce trends in their departments. The survey illuminated several key trends and …

In 2012, Aquent commissioned a survey of 580 marketing, creative, and digital hiring managers to uncover flexible workforce trends in their departments. The survey illuminated several key trends and lessons learned in using a flexible workforce, including:

- Flexible workforce solutions are a critical part of successful marketing and creative organizations
- Gaps in capacity and technical expertise drive outsourcing
- Many hiring managers react to, instead of plan for, additional staffing needs
- Managers continue to shoulder a large workload
- Proactive workforce management practices pay off

Ultimately, the survey data highlighted that a reactive approach to staffing and recruiting a contingent workforce can affect both the manager’s stress level and the team’s overall ability to reach business goals. However, there are steps managers can take to be more proactive in their recruiting and hiring approach. In this webcast, Aquent’s Kelly Boykin explore these three steps for becoming a more proactive marketing, creative, and digital hiring manager.

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  • 1. Get Ahead of Your Marketing,Creative & Digital Staffing NeedsIn 2012, Aquent commissioned a survey of 580 marketing, creative, and digitalhiring managers to uncover flexible workforce trends in their departments. Thesurvey illuminated several key trends and lessons learned in using a flexibleworkforce> Flexible workforce solutions are a critical part of successful marketing andcreative organizations> Gaps in capacity and technical expertise drive outsourcing> Many hiring managers react to, instead of plan for, additional staffing needs> Managers continue to shoulder a large workload> Proactive workforce management practices pay offUltimately, the survey data highlighted that a reactive approach to staffing andrecruiting a contingent workforce can affect both the manager’s stress level andthe team’s overall ability to reach business goals. However, there are stepsmanagers can take to be more proactive in their recruiting and hiring approach.In this webcast, Aquent’s Kelly Boykin explore these three steps for becoming amore proactive marketing, creative, and digital hiring manager.
  • 2. Get Ahead of YourMarketing, Creative & Digital Staffing Needs Kelly Boykin Vice President, Managing Director AQUENT
  • 3. FlexibleWorkforceTrends
  • 4.  marketing creative digital emerging platforms & channels
  • 5. FlexibleWorkforceSolutions
  • 6. 5 key findings in survey
  • 7. 5 key findings in survey1. Flexible workforce solutions are a critical part of success
  • 8. 5 key findings in survey1. Flexible workforce solutions are a critical part of success2. Gaps in capacity and technical expertise drive outsourcing
  • 9. 5 key findings in survey1. Flexible workforce solutions are a critical part of success2. Gaps in capacity and technical expertise drive outsourcing3. Hiring managers react to - instead of plan for - staffing needs
  • 10. 5 key findings in survey1. Flexible workforce solutions are a critical part of success2. Gaps in capacity and technical expertise drive outsourcing3. Hiring managers react to - instead of plan for - staffing needs4. Managers continue to shoulder a large workload
  • 11. 5 key findings in survey1. Flexible workforce solutions are a critical part of success2. Gaps in capacity and technical expertise drive outsourcing3. Hiring managers react to - instead of plan for - staffing needs4. Managers continue to shoulder a large workload5. Proactive workforce management practices pay off
  • 12. 5 key findings in survey1. Flexible workforce solutions are a critical part of success2. Gaps in capacity and technical expertise drive outsourcing3. Hiring managers react to - instead of plan for - staffing needs4. Managers continue to shoulder a large workload5. Proactive workforce management practices pay off
  • 13. FlexibleKey workforceFinding solutions are a critical part#1 of success
  • 14. Flexible workforce solutionsare a critical part of success
  • 15. Flexible workforce solutions are a critical part of success in house employeesexternalworkforce
  • 16. Flexible workforce solutions are a critical part of successexternalworkforce in house employees
  • 17. Gaps inKey capacity andFinding technical expertise drive#2 outsourcing
  • 18. Gaps in capacity and technical expertise drive outsourcing 72%externalworkforcesolutions
  • 19. Gaps in capacity and technical expertise drive outsourcingexternalworkforcesolutions
  • 20. HiringKey managersFinding react to instead of plan for#3 staffing needs
  • 21. Hiring managers react to –instead of plan for – staffing needs0 10 20 30 40 50 60
  • 22. Harness the power of theflexible workforce
  • 23. Key Managers continue toFinding shoulder a#4 large workload
  • 24. Managers continue to shoulder a large workload
  • 25. Managers stress at work lack resources work >51 hours
  • 26. PollQuestion
  • 27. ProactiveKey workforceFinding management practices#5 pay off
  • 28. Proactive workforce management pays off not active reactive 47%proactiveexcellentskills match
  • 29. Reactiveapproach affects stress levels team’s ability to reach business goals
  • 30. 3 Stepsfor proactivemanagement
  • 31. Anticipate Evaluate Recruit
  • 32. Anticipate
  • 33. Anticipate platforms tools strategies content
  • 34. Anticipate how your annual plan can changemobile appdevelopment
  • 35. Anticipate how your annual plan can changemobile appdevelopment
  • 36. Key AnticipateQuestions how your annual planto ask can change
  • 37. Anticipate how your annual plan can change What new technologies orcommunications vehicles might require you to augment your existing team’s skill set?
  • 38. PollQuestion
  • 39. Anticipate how your annual plan can change What do you know about yourcustomers and competition thatmight require you to get a new product to market faster?
  • 40. Anticipate how your annual plan can change Are there any new legalmandates forthcoming that might require you to change your product strategy and messaging?
  • 41. Anticipate how yourannual plan can changeWhat are your recurring big-ticket projects? Do they overlap?
  • 42. Anticipate how your annual plan can changeWhat percentage of the work completed last year was unexpected? What percentage of the unexpected work did you outsource?
  • 43. Anticipate Evaluate
  • 44. Anticipate developing new skills &knowledge of new technology
  • 45. Evaluate your current team’s performance and skills decouple project strategic tactical
  • 46. Key Evaluate yourQuestions current team’s performanceto ask and skills
  • 47. Evaluate your current team’s performance and skillsHow consistent are your team’sjob descriptions with the actual day-to-day work?
  • 48. PollQuestion
  • 49. Evaluate your current team’s performance and skillsHow much time do they spend working on things that are outside of their skill sets?
  • 50. Evaluate your current team’s performance and skills Are you asking some of yourteam members to do production work in addition to the highly strategic and original creation?
  • 51. Evaluate your current team’s performance and skillsDo you have simpler, tacticalwork that could be handed off to newer team members orexternal resources to free up your core team?
  • 52. Evaluate your current team’s performance and skillsAre there specific technical skills that you need your team to develop or that you need to acquire from outside?
  • 53. Anticipate Evaluate Recruit
  • 54. Know when a great candidate is available
  • 55.  Source great candidates Maintain relationships Know who’s available & when
  • 56. KeyQuestions Always recruit even if you don’t have an opento ask position
  • 57. Always recruit even if you don’t have an open position Who was the best source of candidates for your most recent opening?
  • 58. Always recruit even if you don’t have an open position Did you feel like you received a significant number of qualified candidates?
  • 59. Always recruit even if you don’t have an open position When you consider the skillsgap of your team, did you seethose skills in the candidates?
  • 60. Always recruit even if you don’t have an open position Did you feel your HRdepartment was fully involved in the recruiting process?
  • 61. Always recruit even if you don’t have an open position How many resumes did you receive for your most recent opening? How many people did you interview for a single opening?
  • 62. Anticipate
  • 63. Anticipate Evaluate
  • 64. Anticipate Evaluate Recruit
  • 65. Flexible workforce solutions
  • 66. Get Ahead of YourMarketing, Creative & Digital Staffing Needs Kelly Boykin Vice President, Managing Director AQUENT