How we hire new employees in the email marketing agency: test task, interview...

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Hello! My name is Vladimir Andrienko, I am an entrepreneur and head of the Handbox agency.In this article, I will talk about personal experience, which today allows you to hire active and interested employees. Mandging the company since 2016, I have formed a certain order of employment.Today there are 14 people on the Handbox team. These are regular employees and colleagues who work on specific projects or solve certain tasks. The agency has 2 copywriters, proofreader, 3 technical specialists, the head of the technical department, the account director, 2 project managers, the designer, the accountant, the lawyer and the manager. The team works remotely from four countries.Step 1. Determining the need for specialistsWe independently solve within the team, who we need at the moment, and what works and tasks to give to a third-party specialist.In the agency business, a

balance between the number of employees, the number of current projects and the quality of work is required.If there are not enough specialists, and there are many projects, then quality suffers. Conversely, if there are many employees, and there are not enough projects, the company shopify website design  loses money. At the same time, we do not dismiss people for no reason and always try to provide their projects.Step 2. Accommodation of vacanciesI use resources rabota.by, hh.ru, personal social networks, and I am also interested in their employees: they can recommend good specialists.What I pay attention to when the responses come:Complete is profile, photo, cover retaliatory letter.It doesn’t matter what a person looks like. But the medding of the photo indicates that the employee spent time and filled out this section of the resume.The presence of a detailed accompanying letter indicates the level of communication of the applicant, the seriousness of the approach to the matter, accuracy, the ability to conduct business correspondence.I ask designers and copywriters to send a link to the portfolio of layouts on design or written texts, so I reject



responses without references.Examples of not very good responses:Only the link and no more explanatory text. It is accepted, but with a minusOnly the answer, there is no reference to the portfolio. The candidate does not passThe question suggests that the candidate inattentively read the description of the vacancyExamples of good responses:Good detailed answer: described work experience, there is a link to the portfolioExcellent detailed answer: performance experience described, results are set out, there is a reference to the portfolioTraining or practical experience on vacancies.Academic education for our company is not necessary. Today, people often change their profession just by learning special courses, and become, for example, copywriters or managers.But the applicant must clearly understand who we need. If he works as a hairdresser, but responds to the designer’s vacancy solely at the call of the heart, even not changing the name of the vacancy for the target (designer), he will be refused. When the applicant does not have the opportunity to update the resume, I also do not spend time considering it.We get 200-400 responses. It is impossible to view everything, so I choose the most suitable in terms of parameters.