Your company is only as good as the people who work there. That’s a cliché, of course, but it’s also 100% true. So, how do you go about recruiting the best people for your in-house agency? What follows are five things we do at Garmin to recruit top talent.

1.) Clear vision. You can’t expect anybody to join your in-house agency without a clearly defined vision. Hopefully, the company vision was in place before you came on-board. At Garmin, we create products that help people pursue their passions. That’s easy-to-understand, it’s compelling and it stands the test of time. Make sure you know your company vision and that you communicate it to potential recruits.

2.) Strong reputation. If your in-house agency has a strong reputation, that makes recruiting top talent much easier. I believe there are three key factors to building a strong reputation. First, how is the company perceived versus the competition? Do you make a superior product or provide a superior service? Second, how good is the creative reputation of your in-house agency? And, third, what is the reputation of the company as far as being a great place to work?

3.) Creative awards. If you’re looking to recruit at a local level, then winning creative awards in your city is important. If you’re looking to recruit at a national level, then entering and winning national awards is a factor. At Garmin, we enter the local KC Addy’s every year. Every time we win an award, it becomes easier to recruit top talent, particularly from ad agencies. We also enter the national shows, like IHAF.

4.) Word of mouth. This is probably THE most important recruiting tool in your arsenal. If people are hearing good things about your in-house agency from people who work there, it always translates to successful recruitment. What kinds of things do people want to hear from your employees that will influence their decision?

“I can’t wait to go to work in the morning.”

“We have great work-life balance.”

“The creative we’re doing right now is terrific.” 

“The pay and benefits are excellent.”

5.) Sync with HR. In most companies, Human Resources plays a big role in recruitment. It’s no different at Garmin. In fact, I’m thankful I get to work with so many talented people who help in the critical search to find the best candidates for the job. It’s vital that you and your colleagues in HR work closely together to define the prerequisites for the role and discuss the requirements around timeline, salary, etc. Life’s better for all involved if it’s a two-way street.

Drilling down on Brian’s tip #3, the call for entries for the 2019 IHAF Awards is under way. Enter your best creative work and/or enter your team and you’ll be one step closer to building awareness among top talent for your in-house agency. Thank you, Brian, for your always-thoughtful advice.