Related Posts
More Posts
Anyone using surgent as their study material?
Please evaluate this initial offer for Apple ICT3. I think I was low balled, but I want to take more opinions. Currently Sr. MTS at VMware, received Apple ICT3. I was expecting to get to ICT4 but seems like team thinks upper end of ICT3 is more apt. Also, I think it is because I don’t have any counter offers yet.
Received offer
Base: 185k
Sign on: 40k
RSU: 160k/4 years (Here is where I think it is low)
Location: Cupertino,CA
Current TC
229k
YOE: 3.5 years US / 6.5 overall(similar roles)
Additional Posts in Advertising
Cool job offer for AD
Pros and cons of working on an auto brand?
Pro
Rising Star
Chat Bots and Artificial Intelligence. Ok, go!
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Regardless, hire the person who answers the above with grace then train them up to replace the person whose lack of judgement led them to ask if.
I wouldn't ask a junior person anything loaded like "What's the future of advertising look like?" or the like, unless I'm prepared and able to answer it myself. I'd ask them what brings them here/to this position and stop there to see how they answer as an opener. I'll ask them about thingson their resume. It doesn't have to be a trick question. But, I look for how they answer. Tone, thoughts organization, thoughtfulness, foresight, ability to speak well in full sentences, how calm/confident they appear. Do they have prepared questions for me? Do they take notes when I answer them? Did they bring print copies of their resume. These are all examples of organizational skills and foresight, for example.
Honestly, at the juniormost level it's about being hungry, personable and adaptable. You're going to have to train and mold everyone who's just coming into the industry. I don't ask pointed industry questions that they could've easily researched and rehearsed for. I just want to get a sense of how amped they are about advertising and why. That'll give me a sense of their tolerance level for the entry level bullshit. I generally look for humility, sharpness, respect and someone I would want to spend time with. If you need to ask formal questions, I'd ask about resourcefulness and any tough situations they've dealt with where they needed to be a mediator and how they handled it. Finally, if the person will be dedicated to one account, I gauge how their personality will jive with my client's. I had a girl who was really buttoned up but not super energetic and knew that my clients wouldn't respond well to it even though it's not necessarily a negative trait. I hired a girl instead who had a bit less marketing experience in college but had a really warm personality and it worked out amazingly. There's also a little bit of going with your gut. At that level, it's not an exact science.
I always ask what they want to work on, what they like most about advertising, favorite campaigns, and almost as importantly, what they're passionate about outside of work. Can normally get a good gauge off those answers.
Can you make good coffee? And if not, can you fetch good coffee?
Best questions I've been asked when I was interviewing and some I use-- "If you could be any animal, what would it be and why?" "What do you think the future of advertising looks like / next big thing?" Examples of favorite ads and why, favorite past job/project and why.
On a serious note, I have them solve a problem. It lets me observe how they structure their thoughts and their ability to come up with creative solutions
Are there more wheels or doors in New York City? -- I always ask this and it's crazy how much it demonstrates their thought process.
If you owned a company with a cool new product what would the three top reasons you'd choose one agency over another?
Agreed with huge as I was saying. And btw, it's never an exact science. I'd even say the more senior the hire/position, the more personality and culture fit becomes more imperative
What's the one achievement you're most proud of?
Another good one: "what questions do you have for us?" If none - not a good sign
How many crayons are in the US? Alternatively, how many windows are in New York City? There's no right answer (well I guess technically there is, but not one anyone would reasonably know), the only wrong answer is "I don't know" or "uhhh 2 million." It shows how they would approach a nebulous or complex problem/task.
Havas1, I actually greatly respect people who have the balls to say they don't know during an interview and proceed to explain how they'd go about figuring it out. I totally hate "trick" questions like those. You don't need to know everything about everything or go nuts with "creative" answers with no meaning. I'd rather you are confident when you don't know but you are a problem solver who is comfortable asking questions, learning new stuff, and not intimated to go find out answers and get back to me.