There’s no substitute for an in depth conversation with you about what kind of candidate you’re really looking for. I’d like to know what kind of personality fits into your agency. I’d like to know what sort of questions you’d like me to ask and what sort of answers you’re looking to get back. There’s no way I can really find who you need without this important step in the process being completed.


That being said, let’s not underestimate the importance of a job description. This tool serves several important functions.

It makes you think about what you want. Do you really need someone with interactive experience or is that just kind of a nice plus if we find it?
It makes us both seem legit.
It’s an opportunity to brand your agency. Is it a formal description? Is it really basic and generic or is it funny and quirky? This can be a good way to weed out the ones who might not be a good cultural fit.
It’s a measuring tool. For better or worse, candidates want a checklist. They want to see how they measure up with the list. They want to open up that attachment and compare it with the other job descriptions they have.

With that in mind, here’s my advice on composing the perfect Job Description:


Make it sound like your agency. Inject some personality.
Separate what is absolutely necessary from what would be nice.
Don’t include the “givens”. Everyone needs “good communications skills” and computer skills.
Include information on direct reports and who this person’s boss would be.
Include information about what they’d be doing-what account would they be working on? What kind of media?

Between this and a good conversation where you tell me, “No assholes” which is what one agency told me (that didn’t appear in the job description,) I have the right tools to find your next employee.