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What does it take to get a job with a marketing agency? Marketing is all about creativity and thinking outside the box and this is what HR managers will look for when interviewing job applicants. Brains and originality are essential when it comes to marketing, but is this enough to hire someone?
No matter how charming and funny a candidate might be, no marketing agency can afford the risk of hiring someone without a proper police check and we’ll explain why.
Why are background checks essential in the marketing world?
The success of any business in Australia or elsewhere depends on the success of its marketing campaign. You can have the best products in the world, but if you don’t have a marketing strategy you’re doomed to fail.
The problem is that when you start working with a marketing agency, they get to know everything about your company – the products you’re developing, your expansion goals, even your financial situation. All this is very sensitive information so you need to trust the people at the marketing agency completely.
How can you trust someone if you don’t know much about them? If you want to win more clients as a marketing agency, coming up with a smart idea is not enough. You need to win their trust and the best way you can do this is to let them know that all your employees, the people they’ll be working with directly, are beyond reproach. When you tell your clients that all your employees were subjected to a strict background check you make them feel you’re reliable.
When you run background checks on all your employees you make sure none of them were ever convicted for fraud or embezzlement, which is vital if you’re vying for a big contract with a lot of money in it.
At the same time, your clients will get the feeling their business secrets are well protected and this is often more important than money. No one would entrust you with top-secret information if they run the risk of someone in your agency stealing their secrets and selling them to the highest bidder. Or any bidder at all.
What’s the quickest way to get a background check?
Obviously, no one wants to waste time, but getting a background check is a quick thing these days. It’s not like it was 10 or 20 years ago when you had to go in person to the police station, wait in line, fill in various forms, and then wait for a few weeks to get your criminal history check. Today, all you have to do is access the services of an online background check agency. Applying for a background check on a candidate only takes a few minutes, there’s no waiting line and no red tape. The results are sent back to your email in a couple of days, straight to your email. Nice and easy.
When you put it this way you realize that doing police checks on your employees is such a small thing, yet it goes a long way in showing your clients that your marketing agency is 100% reliable.
Reducing the inherent risk of negligent hiring for agencies
There are those particular sectors in certain countries as those marketing agencies that work directly with the vulnerable or children populations as part of their day-to-day work or projects. As rewarding as that can be, it is also known that the aspect of negligent hiring is also a major factor of risk that can result in a law case due to vicarious liability of the employer if it is found that no appropriate pre-employment screening steps took place after an incident takes place.
It should be known that employers at marketing agencies or any other place for that matter can potentially be held liable or to account in the court of law if it is found that an employee or contractor who was involved in the incident in question was hired and caused injury or damage without any adequate steps taken by the organization to reduce hiring risk during the pre-employment stage.
It is always recommended that agencies carry out pre-employment screening checks in order to include police character checks or other background checks on contractors who have been supplied by an external recruitment agency, even if they do claim that they are fully vetted.
While not all recruitment agencies are at fault for this kind of practice, it should be known that most only conduct the very most basic form of employment screening in order to meet cost targets and therefore stay profitable.
Hiring policies for marketing agencies
Further to this, all workplaces including marketing agencies should develop the correct pre-employment screening processes and policies that should be cemented as part of the hiring process. This includes and is not limited to:
- Checking out and assessing whether or not the checks that have been carried out are suitable and meet the specific requirements of the agency. For example, if you are employing a web developer, you would need to make sure that if they are exposed to confidential information of clients, they do not have a prior criminal history related to hacking offenses or data leak offenses, or any other criminal offense that may relate to the job in which they will be trusted to.
- All types of employees and contractors should be screened at marketing agencies. This includes casual workers, full-time workers, part-timers, and also contractors. A good screening policy outlines this very clearly and does not discriminate between the type of hires. You never know people until you are somewhat familiar with their background and can ensure that they do not have any sort of disclosable court outcome on their criminal record or are not in some heavy debt that may cause them to take risks which may not be acceptable for the agency.
- A risk analysis should be carried out with each type of role. Check and understand what kind of role the worker will be engaged in at your agency and the level of information that they will have access to. For example, an accounts clerk working at the agency will need to be screened more thoroughly as compared to a graphic designer.