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#LiveMJ: Everything You Need to Know About Working at a Creative Agency

#LiveMJ: Everything You Need to Know About Working at a Creative Agency


– Hey, what’s up Facebook Live? We’re hanging out here at
Media Junction headquarters. Today we’re gonna be
talking about a few things, actually, five to be exact; what employers are looking for, the biggest mistake people
make when applying for jobs, the easiest way to increase
your chances at getting a job, what it’s like to work at Media Junction, and current job openings that we have here in-house at Media Junction. I have Trish, our pride and true, proud and true, proud and true CEO with us. And I am Spencer–
– Hey, everybody. – Brand manager. So, we’re gonna literally have
a casual conversation today, and we’re gonna talk about these elements, and we’re just gonna
kind of roll through it from our perspectives. And, yeah, we’re fielding
questions with #livemj on Twitter. I understand that it’s Facebook. You can also comment on the Facebook Live if you have any questions as
we’re moving through here. So, let’s start off with what
employers are looking for when applicants are applying for a job. – I can speak for myself, I’m really looking for a person who just shows integrity
right out of the gate, you know, they’re honest
about what they know, what they need to learn, and just if they’re, you know, I guess (laughs), I don’t even know. For me, it’s more of a conversation, it’s a culture fit, knowing if that person, just sort of learning style, I think, for our agency, we really are looking for
people who are quick learners. – Those go-getters. – Go-getters, for sure. – We talk a lot about hand holding, right? And it’s not something that, I mean, there’s a lot of
places that are the right space and place for that, and it’s not to be a negative thing, by any measure. But here it’s, obviously, it’s hit the ground running, so, it’s outgoing people
that are coming in, they’re hungry to learn, they’re driven to strive to learn more both in their workplace and
outside of their workplace. I mean, I’m trying to think
of some great examples here of people that have contacted me, especially after hours, if you will, and just chatting about, and sending links to things that they might find online, but maybe they’re just
sitting at home, hanging out, and they find stuff that
they’re interested in that might pertain to
design stuff on my end, or development stuff
on somebody else’s end. I know we were fielding
a couple of questions, rounding questions, an article
that came in the other night, and we just started having a simple conversation with people, once again though, quote, unquote, after hours talk, and it was just kind of cool comradery that people have when you’re talking about what it’s like here
internally in Media Junction. – Oh, definitely. I mean, most of the people who work here, this is not only their
job, it’s their hobby. They’re constantly, they want to learn, they want to be intelligent when it comes to, you know, everything is changing so quick, and you can’t rely on your
college education anymore. I mean, I’m 47 years old, I’m learning everyday. And so I think that that’s
really the biggest piece, is if you think you’re done learning, you wouldn’t be a good fit here, ’cause we’re always learning. – Always learning. Always driving to know more.
– Always new steps. – We can kind of talk about a little bit along the lines of, we don’t have to get too granular with it, but let’s talk about ideas, right? Let’s talk about that,
which is our core values. – So, our core values are
integrity, dedication, empathy, adaptability, and strategic. And, so, when we are
looking to hire somebody, we are looking for all
of those characteristics. – Right, we look at people from
many different perspectives, yes, ’cause everybody’s different, but we find ways that we can
relate people’s characteristics to our core values, to make sure that someone is a right fit. – Exactly. – Okay, let’s jump into the next one. What do we got? We’re gonna talk about the
biggest mistake people make. I’ll start by fielding that one. I think that the biggest
mistake that people make is not being fully
prepared for the interview. And there’s a lot of things
that that could mean. I mean, as an example, coming
into Media Junction myself, you have to know exactly
what that company does. So, the easiest place you’re
gonna start, obviously, is the website. And learn what the company does, know it without having
to ask questions back, so, being able to field questions like, “What is it that we actually, “do you know what we do here? “Yes, we’re an in-bound marketing agency. “We build websites. “But can you speak a little
bit deeper than that?” And I know there are other
things that people say when it comes to applying for jobs, and the preparedness is
the biggest thing for me. Some people enjoy when you, I know it’s a digital age, and if you send your resume in, you sent your cover letter in, there’s a good chance
that we probably saw it, and read it, and looked at it, and not even a good chance, we do, we have to. But then, at the same time, there’s people that
still live in the world where we want a physical resume. Bring it in, bring it in, print it off. – [Woman] Sean Royer’s in the house. – Sean Royer’s here? Hey, welcome, Sean. How’s it going over there at home? – [Woman] So is Ryan. – Oh, what’s up, Ryan? – What’s up, Ryan? – So, yeah, so, biggest mistakes people make, mine is not being prepared
enough for their interview. – [Woman] Just got a question that came in from Cathy Simmons; “What’s the best way
to network with someone “for resume feedback on
helping the creative standout “in a resume, “like experience with digital versus UX, “or social–” – So, let me try to, I’ll repeat the question. So, it’s, what is the best way to network when it comes to resume building, I think that’s kind of the overarching. Oh, man, I mean, when it comes to building a resume, and finding the right people that can, I mean, LinkedIn,
obviously, is a great place. – [Woman] And getting feedback. – And getting resume feedback
from specific individuals. I would look to, I mean, use your network
that you have right now, A, and some people might say, “Well, my network is too small. “You know? “I’m just out of college. Or, “Maybe I’m still in school.” I would look at it along
the lines of finding strengths in the people that
you’re currently connected with when it comes to maybe people
that are creative writers or content writers, look to past and previous
employers even too, people that you have as your references. Go to them and see, find like individuals
that you can relate to, A, but then also that can speak
to what is on your resume in-sync with what you might
be looking to apply for, the position you’re looking to get. I don’t know, what else do you think? – I don’t know. I would look for somebody
who’s not afraid to give you honest feedback, whether that be a family member or a former coworker, I think just asking
people and reaching out, and just asking for that feedback. I know I get a lot of people that just hit me up on LinkedIn, and say, “What would it take
for me to get a job here “at Media Junction?” You know, obviously, I’m
looking for the experience they currently have, but I would, all that feedback, and don’t try to get too personal, don’t be offended, you know, by anything that they say, take that criticism– – Constructive criticism. – Yeah, constructive criticism. – [Woman] Josh says you
guys are looking good, and Royer says come
prepared to the meeting with (mumbles) in questions. There you go. – So, yeah, for sure at Media Junction, if you get a meeting with Sean Royer you want to bring a printed resume for every single person in the room. – Yeah, I’m a firm believer in it too, but, hey, even though we live in
that digital world– – That goes back to the prepared– – Prepared, yeah, be prepared. So biggest mistake people make, you kind of hit on that a little bit. – I would say not following up after the interview. – In what kind of ways? What kind of styles? I mean, obviously, a lot of people do it in a lot of different ways. What have you seen over your
20 plus years in business here at Media Junction. – I like the handwritten
notes, personally. – A personalized touch? – Yeah. I mean, for me, I really appreciate that. And I think just a little
bit more of your personality, maybe sum up a little
bit about your interview, what you liked, you know, thanking people. – I know that, so, as an example, here at Media Junction, every time an interviewee leaves, we always say, “You have my email. “You have our email. “Her, his, her email.” and when they leave, we ask them, actually, we don’t ask them, we tell them, “Hey, if
you have any questions, “be sure to reach out to us, “any of us, specifically, “if you have any questions, “email us, get a hold of
us however you’d like, “if you have specific questions.” Every time that we left that, have you gotten people to ask questions, or is it just kind of thing
that people just like say? – Yeah, I think, for the most part, I think every candidate just follow ups with a thank you email. I really haven’t gotten any questions. – Any real big questions back? I don’t know, it’s just
something I always think of after we’re done with interviews, and then the interviewing that I’ve done throughout my career, and, yeah, it’s kind of
just one of those things that’s just kind of a bookend, but people who don’t ask
questions beyond that. Going back to the prepared thing, like making sure when
you do do your research about said company that
you’re looking to apply to, and if you do get that interview, the preparedness is the
questions that you come with after you’re grilled and drilled with all the questions yourself, and giving answers, make sure you are asking questions. There’s gonna be things that
are answered in that interview, but like talk more about
what the job entails, what my day-to-day might look like, you know, all those kinds of things. So, come to the interview with
questions prepared, for sure. Let’s move to the next order of business, number four: easy way to
increase your chances. – Oh, for sure, a
personalized cover letter. I know it sounds old-fashioned, but tell me, tell me why you
want to work at Media Junction, tell me why you’d be a good fit. Tie to our culture code. Tie it to just anything. – Sure, use the language of the
company you’re applying for. That’s part of that research piece, right? – Yes, be persistent, for sure. – [Woman] We have a question. Since you guys are a HubSpot agency, would HubSpot certifications put people to the top of the list? – Yes.
– Oh yeah. – [Woman] So would you repeat– – So, the question is, “Would HubSpot certifications “put you to the top of the list “as a potential candidate for, say, “our agency, or even any HubSpot
agency, for that matter?” – For sure. For sure.
– Yeah, 100%. – I’m looking for that, and I’m also looking for
Google Certifications. – I think when you keep sending me resumes to take a look at, one of the biggest things that
I come to you with has been, when I see HubSpot stuff, and I want to know more. I see that’s healthy in their resume. And I’m not saying it’s
necessarily a requirement for here, but because we are a diamond-tiered evaluated
reseller of HubSpot, I mean, whether you know it before hand, you’re gonna need to know it, you’re gonna need to
dive right into HubSpot and the in-bound marketing
methodology immediately, ’cause we eat, sleep, live, and breathe HubSpot here every single day. – For sure. – [Woman] Josh just said the same thing. He said HubSpot provides
a ton of free education on in-bound. Take the initiative and start
getting certified in advance. – And it’s something–
– Good advice. – Yeah, it’s something that we definitely ask individuals too before they come in. – It is a requirement. – It is a requirement, yes, before you actually, and some of the newest people
we even brought on here can attest to that. But it’s something that
you could definitely do to get a leg up on your
competition, if you will. – Yeah, for sure. – All right, what’s it like
to work at Media Junction? – You can use some words
that people have used, chaotic, stressful, exciting, different. – We could keep coming up
with describing words all day. I mean, chaotic, I like to add organized to that, you know, organized chaos is healthy. What it’s like to work at Media Junction? It’s definitely ever-changing, very fluid, always evolving. When people say everyday is different, it is very true, every day is definitely different. There is structure, but at the same time, we have to be able to pivot and change directions when it comes to it. We put forth strategy, we put forth plans of action. But that doesn’t mean that everything we think is right for that needs to be how we
continue certain things. – Yeah, for us, I mean, in a lot of agencies, just being adaptable to change, and that’s why it’s
part of our core values, is being adaptable. Sometimes it’s moving
where you’re sitting, jumping into a client that you
haven’t worked with before. – Being able to plug in and provide input. – [Woman] So, Sean Royer,
has a question for you guys. – Thanks. – [Woman] He’s wondering
what is the best question a candidate has asked
you during an interview? – What’s the best question, the question was, “What is the best question
a candidate has asked us “during an interview?” – Oh my gosh.
– Oh wow. – [Woman] I always ask,
“Why shouldn’t I work here?” – Oh, really? – [Woman] That’s a hard one. – “Why should I work here?” – I think the best question that I’ve gotten is, “Tell me what success
looks like in my role “in the first 30 days?” I think that’s a great question, just, “What are you expecting from us?” – Right. I enjoy that, like the expectations of the individual, per se. Wow, I’m having trouble
drumming one up myself. I think it’s the questions that make the person, us on the
other side of the table, make us really think. Like when you interview
someone and they say, “Wow, that was a good question.” I mean, don’t say that too many times, ’cause they’re all gonna
be great questions. But it makes us on the
opposite side of the table literally have to stop and
pause ourselves, and go, “Wow, that really made us think.” I can’t pinpoint those, but I know, like this one right now, Sean’s good at bringing
that kind of question to the table, where it’s stumping me to even think about what that is. I don’t know, great question, yeah. “What it’s like to work
at Media Junction?” Do we want to keep talking about what it’s like to work at Media Junction? – No. (laughs) – “No.”
– No, I’m just kidding. – No, but let’s, okay, since we have
touched on some of that, let’s move into– – So, even the precedent things is, you know, we push ourselves, we’re constantly pushing ourselves. Our clients are incredibly smart and growth-driven themselves, and so they are pushing us, they’re pushing us to
come up with great ideas, and, you know, strategies
that they’re gonna be, you know, used to help
them grow their business. – Yeah, so, I want to move into it our next order of business, which is talking about
the current job openings or careers that we have
open here at Media Junction. Go for it. – Okay, so, we’re looking
for a project coordinator. – So, let’s just kind of, we’ll just list them off, and then we’ll go into a little bit more detail about each, just so we can field any questions that might come in about that. – Sure. Website designer, a junior strategist, an in-bound marketing specialist, a junior website designer, and a front-end developer.
– Web developer. Yep, so, I mean, when it comes to agency life, it’s something that we’re always, and we’re always striving for new talent, it’s just something you have to do as you’re growing a business. I mean, case and point, as the example, in the last five weeks, we’ve literally had someone
new start every single Monday, so, talk about growth-driven, we are growth-driven. We are striving to grow ourselves, not only for Media Junction as a brand but also our clients. So, in order for our clients to grow, we have to grow. And with those positions, I mean, you kind of touch on a little bit of each one. I mean, we don’t want
to dig too far into it. You can go to our website,
mediajunction.com, you can go to backslash– – Join-our-team. – Join our team. – And we’ll throw the link in there. – And there’s a link in the Facebook Live. – Perfect. – So, kind of digging
into some of these roles, what we’ve done is we
really defined these roles to be able to take
people to the next level in their career path. And everything is a stepping stone, it’s always learning, it’s always building, ’cause as we all learn and we grow, we ultimately want to be somewhere greater than we are now, right? I believe most people do, especially when you’re
coming into a creative agency and a creative setting, I think that’s true. So, as like a project coordinator, give me some examples of things that people would come in and
do as a project coordinator here at Media Junction. I mean, think of examples, we can use people as the examples, right? – Yeah, so, the project coordinator role is our client’s success team, (mumbles), so, when you think of that, it is, it’s ensuring clients success, it’s keeping the project, you know, on track and moving forward, and a project coordinator would enjoy talking with people, planning, obviously. Ben is one of our project coordinators, we also have Dakota. And it’s just wanting to help out, and making sure that our
clients stay on track. – So, like I said, I don’t want to get too far into these, but looking at some of
these other job openings and career opportunities, so, a website designer,
pretty explanatory, I would think. But we’re looking for somebody to come in and really do front-end web design to help with a lot of graphical work. A junior strategist is
kind of that next step up from project coordination, it’s where you’re working with a lot of the senior strategists, you’re working with strategist
and senior strategists to help dissect their
high-level strategies. In-bound marketing specialist is something that works
inside HubSpot all the time, you know it front to back, hand over fist, from
workflows, and emails, and blogging tool, content creation, CTAs. I can keep listing all the
tools and tactics of that. But then you have a
junior website designer, so, that’s obviously
somebody coming in underneath our senior web designer team, working with them–
– (mumbles) school. – Yep, totally could. And working with them to be mentored into the next level of designer. And then the other one, what’s the other one we have? – Front end developer. – Front end website developer. – You can speak to that being
the web guru that you are. – So, obviously, you’re very fluent in HTML, CSS, JavaScript. Probably 90% of the work that we do is on HubSpot, on CMS, so, we’re looking for somebody who could pick up another language, it’s called HubL, or HubL. – So, there you go. – There you go. Do we have any other questions? – Yeah, do we have any other
questions that came in? – [Woman] None that I’m seeing. Josh is just saying, “Embrace change.” – Embrace change.
– Anyone that’s watching. – Yes, change is good. So, I mean, that’s kind
of our wrap up today. But we just want to thank
you guys all for tuning in and watching, people that get the video
and access it afterwards, you know, enjoy, comment if you have more questions. We’ll definitely be able to field them from our Media Junction side of things. Connect with us on LinkedIn, Trish Lessard and Spencer
Ploessl, if you haven’t yet. And we’re gonna be hopefully doing some more Facebook Lives each month, so, stay tuned, and we’ll telling you about more. And also, don’t forget,
mediajunction.com/join-our-team. – All right, thanks guys. – Awesome.

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